HR Business Partner  

**Full JD to be sent to shortlisted candidates

Summary of Work Activities and Responsibilities:

The HR/OD Client Partner Officer III assists the organization operate at its optimum by ensuring that client concerns are properly attended to, queueing process is managed, trends are analyzed, and recommendations to improve current ways of proceeding are coordinated with the different HR offices and pertinent stakeholders. The position shall serve as a liaison between the HR and the assigned client unit.

Main Duties and Responsibilities:

I. Client Partnership Engagement

• Keeps abreast with trends and changes happening in and outside the University and determines how it affects the HR Cluster, and contributes to the overall employee engagement and experience.
• Works towards improving HR/OD systems in support of the academic and the administrative clusters’ realities and plans, and how it translates to the experience of the employees and leaders working in the University.
  • Understands and addresses unit and employee needs, providing proactive solutions that meet present and long-term needs, and monitors progress of project plans and deliverables.
    • Partners with leaders and employees, coaching and supporting them on issues related to team dynamics, working conditions, change management, and performance effectiveness. .
  • Assists the cluster’s leadership team and the HR offices in determining their HR/OD requirements, creating programs to address the needs of the cluster and the community, and identifies successes and areas for improvement, achievement of set organization and HR goals.
    • Liaises with clients for their HR/OD-related concerns and requirements and recommends new systems and technologies for possible improvements in the efficiency and accuracy of work processes.
  • Assists the cluster’s leadership team and the HR offices in creating programs to address the HR/OD needs of the assigned cluster, and in applying new systems, technologies and policies for possible improvements in the efficiency and accuracy of work processes to meet the present realities. .
• Works with all the HR offices in tracking all the concerns and requests of the clusters/schools and ensures that all concerns are addressed.
  • Reviews the timeliness of responses and resolution of concerns, and works with the HR offices to determine sources of bottlenecks and identify interventions to address such state.

II. Section Support

• Monitors metrics and quality measures with the assigned cluster/school leadership team to determine the academic cluster’s HR/OD initiatives’ progress by regularly checking, monitoring, and evaluating the progress and achievement of agreed deliverables and timelines.
  • Assists in maintaining focus and synergy among the Office personnel through the creation of parallel support mechanisms, systems, and programs.
• Assists in conducting studies and audits policies, systems, processes, and programs with employee engagement and experience in mind.
  • Assists in the assessment, evaluation and analysis of Office systems, design, programs, procedures vis-à-vis benchmarked trends, practices, and standards to ensure continuous improvement, maintenance of and adjustment in service delivery.
• Assists in designing and implementing data gathering and evaluation methods and processes in line with assessing and improving the Section’s programs, processes, and systems.

III. Performs other office-related tasks as may be assigned by immediate supervisor or authorized representative.

Knowledge, Skills, and Abilities:

• Systems Thinking: Ability to see interconnections and relationships of systems and processes and requirements.
• Needs Assessment: Ability to conduct needs assessment, which includes data gathering, data analysis, and assessments to determine best course of action.
• Networking and Relationship Management: Ability to establish, develop and maintain productive relationship with partners and other stakeholders over time. Ability to innovate and partner with stakeholders on changes brought about by the innovations; able to collaborate and deal with different levels of stakeholders.
• Data Management: Knowledge of data gathering methods, data mapping, data and statistical analysis; ability to communicate data that is relatable and in such a way that can inspire action.
• Technical Acumen: Knowledge of labor laws, statistics, qualitative and quantitative methodologies
• Technological Savvy: Ability to utilize information technology and computer and internet systems to accomplish tasks.
• Records Management: Ability to systematically organize, store, update, and protect records throughout their life cycle – from the time of creation or receipt to their eventual disposition/turnover.
• Service Orientation: Actively looking for ways to help people; Ability to relate with client well-pleasing, warm, patient and respectful in dealing with people.
• Critical Thinking: Ability to collect and consolidate information, and make sound decisions & solve problems by weighing possible benefits, risks, and other implications; with a legal sense or familiarity with legal laws or regulations.
• Interpersonal Skills: Ability to effectively relate, collaborate, and negotiate with different job levels in different circumstances, taking into consideration their needs, feelings, and context.
• Communication Skills: Ability to disseminate information/message in various modalities for different stakeholders; this includes preparing reports and infographics

Education and Experience Requirements:

• Bachelor’s Degree in Psychology/Management or related course
• Master’s Degree in Psychology or Business is an advantage
• At least three (3) years of experience facilitating groups and proposing interventions
• At least three (3) years of experience in managing clients and HR client partnering
• Experience or knowledge on several work process improvement, organizational design, people analytics, and data mapping
• Experience in an academic setting is an advantage