hr Business partnerSun Life Financial

You are as unique as your background, experience and point of view. Here, you'll be encouraged, empowered and challenged to be your best self. You'll work with dynamic colleagues - experts in their fields - who are eager to share their knowledge with you. Your leaders will inspire and help you reach your potential and soar to new heights. Every day, you'll have new and exciting opportunities to make life brighter for our Clients - who are at the heart of everything we do. Discover how you can make a difference in the lives of individuals, families and communities around the world.
Job Description:
Job description (heading) / Description du poste (titre)
The HR business partner (HRBP) is responsible for aligning business objectives with employees and management in designated functions within ASCP Technology.
The HRBP serves as a strategic consultant to management on Human Resources-related issues and would act as an employee champion and change agent.
The HRBP is required to assess and anticipates HR- related needs and have a solution developing mind-set while partnering with all stakeholders within Leadership, Management, Enabling Functions and within HR teams.
ASCP is seeking a high potential individual contributor coming from a highly reputable IT Shared Services company who can work in a fast paced and dynamic environment and who has an aptitude to quickly learn; navigate stakeholders and plug and play HRBP expertise from previous work experience.
Preferred skills (heading) / Compétences particulières (titre)
Excellent stakeholder management capability as individual contributor particularly in dealing with ASPC Technology Leadership
Excellent Communication Skills, Negotiation Skills, Project Management and Change Management Skills
Excellent problem-solving skills and decision making skills
Ability to influence and navigate stakeholders
High speed to proficiency - Is able to adapt quickly to Sun Life's ways of working
Is able to withstand pressure and has a sense of "urgency"
Comes from a highly reputable IT Shared services company
Has extensive HRBP experience
Strong IT background would be a plus (but not a must)
Has a digital and process oriented bent of mind
Is able to function independently without any supervision but swith a knack of knowing when to bring agenda items to Leadership / HR teams on time and with the right business objective
Is able to manage time and be able to prioritize project and BAU tasks
Act as the gate-keepers of ASCP's ethos and culture with particular attention in maintaining confidentially, and on advising management on the right course of action to take
Qualifications (heading) / Compétences (titre)
Bachelor's degree and relevant industry experience.
At least 5-8 years of experience working as an HR professional in technology space with at least 2 years working with a leadership level on a consultative and partnering basis.
Experience of advising managers on a range of people matters (e.g. discipline, grievance, performance management, sickness absence, recruitment, etc)
Experience of working with middle/senior managers
Experience of working in a stand-alone role
Experience of implementing new initiatives and rolling out new ways of working.
Extensive working knowledge and experience in Philippines Labour Law
Working knowledge of multiple human resource disciplines, including compensation practices, performance management, learning interventions, talent acquisition
Responsibilities (heading) / Responsabilités (titre)
Main Responsibilities:
Partner with Technology stakeholders, HR and other teams to deliver best in class HR service in line with the needs and priorities of ASCP organization and Technology functions.
Oversee the implementation and delivery of key HR initiatives as the key interface between HR Centers of Excellence and Technology functions.
Translate business requirements into effective HR practices, delivering people solutions aligned to business objectives.
Work at an operational level with multiple stakeholders.
Deal with complex or sensitive day to day people management issues
Influence management and leadership around the people agenda issues
Performance Management
Responsible for performance management - providing advice, guidance and support to all staff and managers; providing high level people management and development support.
Ensure a seamless implementation of the performance management activities, annually
Capture learning and development trends and needs, up to leadership level and partner with L&D to provide appropriate interventions, identify and deliver training as required.
Employee Relations
Act as the first line of contact in HR for any employee relations issues involving employees between employees and leaders/managers.
Ensure that the HR and Communications Head is made aware of any sensitive employee relations issues that arise as appropriate.
Support, develop and coach people managers to manage employee relations issues using company policies, procedures, and best practices, ideally resolving issues where possible through corrective action.
Advice on occupational health issues, seeking specialist advice as appropriate.
Promotions
Manage all promotions up to management level, in consultation with HR Head to ensure reflection of competence, diversity and comparability with like for like roles across the Technology functions.
Work with leaders to ensure any salary revisions are aligned within new roles
Talent Mapping
Manage the talent profile of the Technology function, up to the band 6 level
Identify within and across the organization trends and possible needs for intervention and liaise with L&D to discuss appropriate interventions
Highlight trends in specific functions/units and feed through to HR teams to agree on any appropriate actions.
Developing Others
Support, develop, and coach people managers in relation to their approach and consideration of people issues, ensuring that they understand the impact of these on the individual and the business.
Organizational Development
Support functional change programs, ensuring that they provide a value adding service in all change management programs.
Reward & Remuneration
Support the HR and Site Head with the salary review process up to and including manager levels.
Working with HR and Site Head to identify the issues by function/unit which need to be considered and factored into the strategy
Support line managers with the salary review process guidelines
Work with managers to agree on how to distribute salary budget across functions/units based on knowledge of issues and market data
Ensure salary review across functions/units is complete, on time, within budget, and accurately reflects consistency across functions/units
Manage salary reviews as appropriate
Projects/Initiatives & Strategy
Partner with other HRBPs and HR colleagues in the implementation of the strategic HR plan, projects and initiatives in the organization, to positively add value to both our business and employees.
Identify projects and HR initiatives in line with functional needs, working with relevant, cross-functional groups, to gain additional support and leverage.
Partner with key stakeholders within the functions to ensure that HR projects and initiatives are appropriately communication and implemented.
Administration, Records and Systems
Promote the use of HR systems, policies, and processes, challenging appropriately as necessary.
Manage exit process for staff, carrying out exit interviews, etc.
Advice managers on use of services for non-employees (e.g. consultants, temp workers, etc.)
Job Category: Human Resources
Posting End Date:
Sun Life Financial

Manila City, Metro Manila Taguig City, Metro Manila
Permanent
Full-time