HR Business Partner Manager

AboitizPower Official Website•Toledo, OH

7d•Onsite

About The Position

As HR Business Partner Lead, you will be responsible for HR services and operations delivery for a defined geographic site, group of functions and people. The position is the Site HR SPOC for Facility Head and the Support Group Heads in the area. The position is also responsible for alignment and delivery of designated HR Pillars (Attraction, Retention, Optimization and Culture & Engagement) across the Business Unit working with other human resources personnel in the group as focal person. The position is responsible for ensuring that Transition Business Group adheres to relevant AP HR directives and aligns with AP’s processes, people and practices in contributing directly to transforming energy for a better world. You will work closely with various teams to deliver results, create positive community impact, and develop your skills in a supportive, purpose-driven environment.

Requirements

Bachelor’s Degree in Behavioral Science, Psychology, Industrial Relations, Computer Science, Computer Engineering, Mathematics, Economics
At least 8 years relevant experience
At least 5 years leadership experience
Involved in compensation studies, employee engagement, HR technology projects

Nice To Haves

Psychometrician license
SHRM certifications

Responsibilities

Ensures the current manpower complement is composed of the right talent and with the right fit.
Ensures all employee pre-employment and engagement requirements are complied with.
Oversees the on-boarding process to properly engage new employees.
Initiates and prompts Team Leaders on the update of Job Description when necessary.
Conducts Individual Operational Workforce Planning on an annual basis.
Forges strong relationships with relevant geographic stakeholders (i.e. DOLE, Universities etc.) and ensure all available sourcing channels are optimized.
Leads the organizational review and recommend possible changes on the structures and organizational set-up based on short term to mid-term plans of the location.
Together with the Team Leaders, develops and implements individual development plans of Critical Position Holders and Successors including the monitoring of their progress for the site.
Supports implementation of Talent Management Program working closely with Optimization Focal.
Supports implementation of Culture Activation Programs working closely with Optimization Focal.
Ensures HCM systems utilization (i.e. ATMS, Oracle Self-service, OTL) in the site.
Ensures timely and accurate release of all statutory and special pay-outs; and administration of benefits.
Ensures alignment of compensation and benefits administration with the entire BU and/or AP.
Ensures the relevant employee engagement program is in place (i.e. Team Building, Sports Fest, Family Day etc).
Ensure that Policies and Procedures for Employee Discipline are implemented consistently, fairly and aligned with AP directives.
Makes the appropriate recommendations to Management for “Out of Policy Cases”.
Forges strong relationships with external stakeholders (i.e. DOLE, NLRC, NCMB, etc.) and ensures representation whenever relevant, for orderly management of labor-related concerns.
Ensures compliance with off- boarding policies and procedures aligned with AP.
Ensures execution of Site HR functions.
Formulates budget for the relevant pillar.
Monitors personnel cost utilization at site.
Manages and evaluates performance of direct reports.
Identifies appropriate training needed for team members’ development.
Provides relevant development experiences to team members to ensure readiness to assume different HR role within 18-20 months.
Conducts Strategic Workforce Planning on an annual basis.
Prepares the Table of Organization and update the TO whenever necessary.
Reviews and approves attraction strategies to ensure availability and endorsement of the right talents across Coal BU.
Plans for future organizational requirements based on Coal 5 year Business Development Plan.
Forges strong strategic relationships with relevant stakeholders (i.e. DOLE, Universities, Professional Organizations etc.) and ensure all available sourcing channels are optimized in Coal BU.
Strategically assembles job offer packages to ensure competitiveness & attractiveness as well as alignment with BU and AP Policies and Procedures.
Facilitates Job Evaluation of positions across Coal BU.
Ensures HCM systems availability, effective implementation and adaption (i.e. ATMS, Oracle Self-service, OTL, etc.) across Coal BU.
Ensures continuous review of HCM Systems for process improvements across Coal BU.
Provides strategic plans and guidance on Rewards Management and ensure the consistent implementation of approved programs across Coal BU.
Develops and plans programs that will intensify Labor & Mgt Relations and ensure compliance with Labor Laws and Regulations (i.e. Labor Standards).
Ensures that Policies and Procedures for Employee Discipline are established, communicated, implemented consistently across Coal BU.
Consolidates, reviews and makes appropriate recommendations to Management for “Out of Policy Cases” implemented in geographic location.
Leads organizational review and recommends possible changes on the structures and organizational set-up based on mid-term to long term plans.
Oversees the consolidation, analysis, and interpretation of Attraction, Optimization and Retention metrics and BU-wide surveys.
Strategizes, plans and ensures execution of individual development programs (i.e. Learning and Growth) necessary to develop competencies for Coal BU.
Together with the executive TLs and HR Manager, develops and implements individual development plans of Critical Position Holders and Successors including the monitoring of their progress for Coal BU.
Ensures implementation of Talent Management Program for Coal BU.
Oversees implementation of Culture Activation Programs for Coal BU.
Conforms to the company’s Quality, Environmental, Occupational Health and Safety, Asset Management, Energy Management, Business Continuity Management System and Information Security Management Systems policies, standards, procedures, and guidelines based on ISO 9001, ISO 14001, ISO 45001, ISO 27001, ISO 55001, ISO 50001, and ISO 22301 Standards.
Reports Environmental and Occupational Health and Safety events/incidents or potential events, or other security risks to the organization/ committees-in-charge.
Protects information assets from unauthorized access, disclosure, modification, destruction, or interference in accordance with ISMS policies.
Maintains availability, confidentiality, and integrity of documents.