HR Business Partner

FILINVEST COMPANY: QUEST PLUS CONFERENCE CENTER MANILA


POSITION SUMMARY:

The HR Business Partner will help align the hotels HR initiatives and functions with the hotel's needs and objectives. HRBP must be able to help in identifying the employees training needs; handle employee engagement activities; streamline HR functions; provide HR reports; run onboarding processes of new hires; communicate role expectations; oversee staff welfare and facilities; provide support in resolving employee grievances and ensuring compliance of employees to hotel policies and procedures.

SCOPE AND RESPONSIBILITIES

TRAINING & DEVELOPMENT

1. Administer Annual Training Needs Analysis Survey and report the results to the Management.
2. Develop a Calendar of Training Activities and ask departments to develop a Calendar of Training Activities through the Coaches. HRBP to meet the Department Coaches on a regular basis for Training Announcements.
3. Develop and Submit a Training Budget (Corporate to help provide Inclusions).
4. Ensure that Training Events are documented and shared with the team/properly announced.
5. Ensure that Team Members receive their Certificates of Completion.
6. Ensure that Training Bond Agreements are documented and signed, copies of Certificates are secured, training hours are tracked properly and reported monthly to the Property Heads.
7. Ensure that employees training hours are monitored and reported to the General Manager.
8. Runs the Students in Hospitality internship program.

EMPLOYEE ENGAGEMENT

1. Organize a People Team every year (People Team assists the HRBP with Learning and Engagement Events) and run quarterly meetings to discuss employee activities.
2. Create an Annual Employee Engagement Calendar and submit to Management for approval.
3. Create an Employee Engagement Budget and submit to Management for approval.
4. Administer periodic Employee Engagement Survey (in coordination with Chroma Talent Development) and present results of the survey to the Management for action (results provided by Chroma Talent Development).
5. Administer employee onboarding and run New Employee Orientation.
6. Provide links to new employee modules (NEO SharePoint).
7. Add new hires to the employee engagement and Facebook page of the property.
8. Tracks 3rd and 5th Month PDR of probationary employees.
9. Tracks completion of all new employee required modules i.e.: Target Zero; OSH; Brilliant in Skills, etc.
10. Add new employees to the Training Tracker.
11. Submit report to HR on completion of required training during onboarding.

PERFORMANCE MANAGEMENT

1. Ensure employees comply with the deadlines set on the submission/completion of OKRs in the Performance Appraisal Tool.
2. Coordinate with Department Heads on possible need for forced calibration.
3. Champions Succession Planning.
4. Ensures all Rated 3s has a PDP.
5. Champions the Performance Improvement Plan.

EMPLOYEE DISCIPLINE

1. Assist in the Department Heads issuance of Notice to Explain, Corrective Action Report, Imposition of Disciplinary Action, etc.
2. Assist in organizing an administrative hearing/investigation.
3. Handles records filing of cases.
4. Assist in investigating complaints brought about by employees.
5. Assists in filing Job Order forms for legal consultations.

ADMINISTRATIVE

1. Schedules personal exit interview and prepares analysis report, for presentation to property ExCom members.
2. Prepares Quitclaim and Waiver form for resigned employees and notarial services and release of notarized quitclaim to separated employees.
3. Issuance of Certificate of Employment to requesting employees.
4. Processes Occupational Permit (Health and Mayors Permit) for employees.
5. Maintains HR Record: 201 files (as provided by Shared Services-Recruitment); employees medical exam records; disciplinary cases records; memo; letters; announcements and other official documents.
6. Monitors clearance form and accepts surrendered company-issued items by the separated employee.
7. Champions the Candidate Experience Program.

EMPLOYEE FACILITIES

• Management of employee facilities, including its perpetual maintenance schedules.
• Manages initiatives to improve staff welfare.

COMPETENCIES AND SKILLS REQUIRED

• Working knowledge of multiple human resource disciplines, including employee relations, performance management and training.
• Solutions-oriented, internally motivated.
• Excellent written and oral communication skills.
• Good interpersonal skills.
• Strong leadership skills.
• Good people skills.
• Good decision-making skills.
• Above average presentation skills.
• Highly organized and with meticulous attention to details.
• Efficient HR administration skills.
• Promotes good HR practice.