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:
Major Accountabilities
Identify 5-6 major accountabilities. Describe these accountabilities by what is to be accomplished, how and why. Include the approximate percentage of time spent on each accountability. Use action verbs to begin each statement. Avoid the use of acronyms.
Operational/Professional/Business
Contribute to the business strategy by helping identify, prioritize, and build organizational capabilities, behaviours, structures, and processes of assigned department.
Support the business leaders and line management of the assigned department in the following HR processes:
(Talent Management) Work with the business leader in forecasting and planning the talent pipeline requirements in line with the department's business strategy. This includes ensuring adequate succession pipeline, and development of identified successors. Work with the Staffing Team in recruiting and placement of the best-fit talents from the market within agreed service level agreement. Work with line management to ensure that new employees have memorable first impression.
(Talent Development) Work with the business leader in ensuring strong organizational capability to execute on business strategy. Work with line management in identifying the learning needs of the employees in support of its business plans. Work with the Training Team to identify appropriate leaning interventions to close any identified gaps. Work with line management in ensuring that learning investments are optimized.
(Performance Management) Work closely with the business leader and line management to ensure that Performance Management Process is implemented consistently, fairly and as an integrated process across the department. Ensure that management and staff are well versed with the process, and utilize it in their day-to-day people and work management; may conduct PMP learning sessions as required.
(Compensation Management) Work closely with the business leader and line management in ensuring fair, objective and consistent implementation of the various compensation programs (annual salary review, AIP, off cycle review). Work with Compensation Team for any off-cycle salary recommendations, promotions, evaluation and pricing of newly-created and/or revised jobs.
(Employee Relations) Work with the HR Head or assigned HR specialist area in developing employee relations programs in order to create a positive, ethical, effective and productive work environment. Implement approved disciplinary measures, as required, in cases of violation of company rules, policies and procedures and Code of Business Conduct. May conduct actual investigation of reported violations.
(Benefits and Payroll Administration) Ensure timely and adequate dissemination of changes on benefits and payroll schemes to management and staff of assigned department/s. Work with Benefits and Payroll Team to address any issues or requirements from the department/s.
Leadership
Ensure leadership and coaching culture is cascaded through the department.
Provide clear leadership in driving people agenda by demonstrating understanding of the department operations and needs and business trends that impact the department.
Management
Implement HR strategy and policies to ensure consistent application in the department.
Develop and promote feedback mechanisms for line management and employees to aid HR functions in continuous improvement of its services and processes.
Manage specific projects as determined in the annual HR operational plan as well as participate in functional and cross-functional initiatives.
Identify gaps in existing HR policies and contribute to the development of new or revision of existing HR policies and procedures. Consult and deliver new/amended HR policies and procedures to the assigned departments.
Relationship
Provide expert advice and coaching to line management and employees where appropriate.
Understand employee opinions and anticipate their needs and concerns.
Performance Indicators (if necessary)
Finance Metrics (If relevant, describe type and amount (e.g. size of budget managed, revenue, etc.)
Sales Metrics (If relevant, describe type and amount.)
Specialized Knowledge/Skills Describe the level of technical/professional knowledge and key skills needed to successfully perform the work of the job.
Technical Skills and Knowledge
HR generalist skills across range of HR responsibilities
Understand business process, role and resource requirements, strong diagnostic skills and ability to provide advice on solutions to complex problems.
Working independently, to establish and implement large-scale policies / programs / practices in a wide spectrum of HR activities, including C&B, Recruitment, T&D, while linking those to the overall HR operational focus and business objectives.
Ability to design and apply change management and organizational development strategies in support of business strategies
Ability to apply in-depth understanding and experience to deliver a wide range of activities in different HR areas
Knowledge of the latest development in various HR practices and the ability to apply this in consulting related assignments
Understands the regulatory/legal environment for employee relations
Leadership Skills
Strong business acumen and strategic orientation
In-depth level of oral and written communication skills
In-depth level of facilitation skills
In-depth level of consulting skills
Basic project management skills
In-depth level of coaching skills
Strong customer service orientation
Ability to engage and influence people across levels
Team player, strong collaboration
Ability to manage own time and workload and juggle conflicting priorities (especially, if the HR Business Partner is responsible for more than 1 department)
Education and Experience Indicate the minimum education and experience required to perform the work. Include specific professional designations, licenses, registrations, etc. required to perform the job.
Education
Minimum
University degree, preferably, with emphasis in a relevant HR discipline
Desirable
Professional qualification in HR management
Experience
8 - 10 years HR experience as a generalist, with at least 3 to 5 years business partnership role
Job Category: Human Resources
Posting End Date:
Sun Life Financial

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