Transcom is looking for talented individuals like you to join our awesome team! Be the next HR Business Partner for our Transcom Iloilo site.

Join our Transcom Family as an HR Business Partner!

The Human Resources Business Partner (HRBP) is responsible for partnering with HR colleagues and key stakeholders and leaders to deliver HR service in line with the needs of the organization. The HRBP oversees the implementation and delivery of key HR initiatives as the key interface between the HR Center of Excellence and the business. He also translates business requirements into effective HR practices and delivers people solutions aligned with business objectives.

The HRBP works at an operational level with multiple stakeholders, deals with complex and sensitive people management issues, and influences management and leadership around the people's agenda and issues.

Other responsibilities include but are not limited to:

• Contribute to and support the delivery of the HR strategy in line with business objectives

• Support the development and continuous improvement of HR systems and policies in line with best practice

• Drive and deliver HR initiatives to support business needs, such as talent development, employee engagement, management development, and organizational change

• Work in partnership with the operational management teams to identify opportunities and areas of improvement to support improved organizational and people performance in line with business needs.

• Guide and coach supervisors and managers on employee relations and HR issues in line with Company policies and best practices, including disciplinary, grievance, performance, redundancy, and absence management.

• Support other roles within the HR team as required with other projects and operational issues, e.g. recruitment, payroll.

Detailed functions and responsibilities:

Employee Relations 

• Act as the first point of contact in Human Resources for any employee relations issues, including grievances and disciplinary issues, involving employees between entry level and Supervisor. 

• Manages disciplinary cases involving employees between entry level and Supervisor. 

• Ensure that the HRBP Lead 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 practice, ideally resolving issues where possible informally. 

• Partners with the Legal team in the resolution of external labor cases and coordinates with other HR functional areas, as needed 

• Advise on occupational health issues, seeking specialist advice as appropriate. 

Talent Management and Performance Management 

• Support the HRBP Lead’s management of the talent profile, including Succession Planning and Talent Forecasting, of the assigned groups at all levels.

• Identify trends and possible needs for intervention and liaise with the HRBP Lead and the HR Center of Excellence to discuss appropriate interventions.

• Highlight trends in specific groups and provide the same to the HRBP Lead and working together to agree on any appropriate actions.

• Facilitate sessions with different levels of leadership to develop and communicate business goals and objectives.

• Drive continuous performance improvement including partnering with supervisors and managers in the implementation of Performance Improvement Plans (PIPs).

• Coach supervisors and managers in developing appraisals and delivering feedback.

• Resolve performance rating disagreements.

Learning, Organization Development and Change Management

• Capture learning and development trends and needs up to Supervisors career level and provide appropriate inventions or and liaise with the HRBP Lead and the HR Center of Excellence to discuss appropriate interventions.

• Partner with HR Center of Excellence to identify and deliver HR related training as required.

• Support, develop and coach business supervisors in relation to their approach and consideration of people issues, ensuring that they understand the impact of these on the individual and the business. 

• Support the HRBP Lead on any specific change programs ensuring that they provide a value adding service in all change management programmes. 

• Identify change management requirements and develop interventions.

• Provide communications support as needed.

Total Rewards, Promotions, HR Data and Records 

• Support the HRBP Lead with the Salary Review Process up to and including Supervisor.

• Working with the HRBP Lead to identify the issues which need to be considered and factored into compensation or rewards strategy.

• Support Line Managers with the Salary Review process guidelines.

• Work with Line Managers to agree how to distribute salary budget across the covered group based on knowledge of issues and market data.

• Ensure salary review is complete on time / to budget and accurately reflects consistency across the company. 

• Manage deemed salary reviews as appropriate. 

• Manage all promotions up to Supervisor career level in consultation with the relevant HRBP Lead to ensure reflection of competence, diversity and comparability with like for like roles across the company.

• Work with business leaders to ensure any salary revisions are aligned within new roles.

• Champions the accuracy of HR Data by driving stakeholders in the timely resolution of action items related to employee records.

• Promotes the use of HR systems policies and processes, challenging appropriately as necessary. 

• Manage exit processes for staff, carrying out exit interviews etc.

Employee Programs and Initiatives 

• Partner with HRBP Lead and other HR colleagues in the implementation of the strategic HR Plan, projects and initiatives at the company to positively add value to both our business and employees. 

• Identify local project and HR initiatives in line with local group needs, working with the relevant HRBP Lead or HR Functional Lead, to gain additional support and leverage. 

• Partner with key stakeholders to ensure that all HR projects and initiatives are appropriately communicated and implemented. 

• Support, partner and develop POCs and/or SMEs in the implementation of HR Projects and initiatives where appropriate.

What we are looking for:

To be successful in this role you must…

• Has a university degree and/or proven competencies in HR management, labor law, employee relations, and management

• Can operate independently, understanding when to escalate issues.

• Can effectively provide expertise with HR issues at all levels of the organization.

• Excellent communication skills (both written and oral) as well as interpersonal and relationship-building skills.

• Proven ability to work successfully in a team environment.

• Highly organized and detail-oriented.

• High level of maturity and sense of responsibility

• Highly analytical and must be results-oriented  with a strong foundation of integrity

What's in it for YOU

Driven by our "Malasakit" culture, we make certain that our team members are well-cared for. Hence we are providing these employee benefits, which you'll be able to utilize once you join our team! 

• Day 1 HMO

• Meal & Transportation Allowance

• Rice Subsidy

• Clothing Allowance

• 24/7 Teleconsult

• Free Psychologist Consultation

• In-house & Online Pharmacy

• Scholarship Program

• Retirement Fund

• Free Meal & Medicine (through Transcom’s Tap Card Rewards)

• Loyalty Incentives

• Accidental & Life Insurance

• Free Shuttle Service

 What Life at Transcom is like

At Transcom, we’re relentlessly committed to our clients and each other. Every day, someone starts their journey with Transcom. Taking the potential they have today, and turning it into skills for the future. Getting recognized for working hard, being a team player, and supporting others. Championing positive, lasting change in their teams and communities. That’s just how we are at Transcom. Here we care, and root for each other. You’re included, just as you are, from day one. And with the right mindset, there’s no end to how far we can go together.

We are highly driven by our Malasakit" culture. Transcom, in its very core, is all about an inclusive team that is focused on people. It all comes down to setting the bar for dignity, equality, and respect. It means that each one takes part in proactively shaping, cultivating, and building the company we want to work and live in. This is why genuine concern is so vital to us.

Please refer to job description.