Ingram Micro
Join our Talent Network

This site uses and sets "cookies" on your computer to help make this website better. You can learn more about these cookies and general information about how to change your cookie settings by clicking here. By continuing to use this site without changing your settings, you are agreeing to our use of cookies.

Skip to main content

Corporate Events & HR Engagement Lead

This job posting is no longer active.

Taguig City, Philippines
Job ID: 37704

Description

 

 

Job Description Template

 

 

Section 1:  Identifying Information

 

Position Title: 

Senior Professional, Work Life & Wellness

Job code:

150833

Grade:

 

Date Prepared:

September 17, 2018

Reports to:

Manager

Prepared by:

Michael Mariano

Department:

Employee Engagement & Communications

Business line:

Human Resources

Positions reporting to this position

N/A

Target team size:

n/a

Country/City:

Philippines/Manila

 

 

 

Section 2:  Position Summary

 

Guidelines: Please provide a brief summary of the overall scope of the position.

 

Responsible for the planning and implementation of Employee Engagement strategy. Collaborates with various internal stakeholders in assessing the employee engagement needs of the company based on the human capital goals. Executes campaigns and activities based on the engagement strategy and considering the relevance to target participants. Leads the assessment on the effectivity of the employee engagement programs and ensures that programs are implemented according to agreed success criteria. Innovates on enhancing people programs through digitalization.

 

Section 3:  Responsibilities, Supporting Actions & End-Results

 

Guidelines: List the essential responsibilities, functions and/or activities, provide the supporting actions to describe how the work will be accomplished and provide the desired end results. List the responsibilities in order of importance and the estimated percentage of time for the responsibility (no one responsibility should be greater than 60% of time or less than 10%).  The most important responsibility is not necessarily the one where the most amount of time is spent.             

 

 

Major Responsibility:Employee Engagement Strategy

 

Main Job tasks and responsibilities:

 

  • Develops and rolls out the Employee Engagement and retention strategy for the center
  • Measures the Engagement and retention strategy through Pulse Survey
  • Promotes the Employee Engagement strategy through various avenues, including new hire training, leadership cascades, etc. 
  • Creates measures to gauge the success of the strategy
  • Provide support to towers in terms of aligning their activities to the overall strategy

 

Percentage:     25%

 

 

 

Major Responsibility:Employee Engagement Campaign/Program Planning

 

Main Job tasks and responsibilities: 

 

  • Creates Engagement Calendar of activities supporting the key Engagement Drivers
  • Engages Key Leaders and Champions in developing campaigns and programs that are relevant to the interest of the associates and aligned on the key engagement drivers
  • 'Researches on the feasibility of campaign mechanics employing project management principles for successful implementation
  • Consults with internal partners to prepare the Purchasing and Financial Plan of the campaign

Percentage:     30%

 

 

 

Major Responsibility:Employee Engagement Campaign/Program Execution

 

Main job tasks and responsibilities:

 

  • Works with internal partners to execute the Purchasing and Financial Plan of the campaign
  • Works with Communication and Creative tracks in developing the communication plan for the campaign and program
  • Engages Champions and volunteers on the execution of event/campaign program logistical plans

 

Percentage:     30%

 

 

 

Major Responsibility:Stakeholder Management & Administration

 

Supporting Actions:

 

  • Provides updates to leaders and champions on the progress of People programs and initiatives
  • Provides responses to queries across channels for anything related to People programs and activities
  • Manages key Engagement Champions, Club Officers, and leaders to ensure their engagement and performance in driving Engagement strategy goals
  • Consolidates data to create a month-end report for all Engagement Programs and initiatives
  • Manages Employee Engagement digital tools
  • Identifies training needs and available avenues for training, informing department head accordingly
  • Use project requirements as potential training opportunities for team members appropriately

 

Percentage:     15%

 

 

 

Section 4:  Decision Making Authority Level

 

Guidelines: Describe the authority held by the position by listing the main decisions that the position is free to make and explain the decisions that depend on the position’s advice.

 

Decisions free to make:

        Initial review and approval of HR-initiated engagement activities

        Initial review and approval of Clubs and Resource groups’ mechanics and guidelines

        ...Initial review and approval of budget proposal in relation to HR, Clubs, or Resource Group’s initiated activities

        Initial review and approval of creative designs as aligned with the Creatives team

       

 

Explain the decisions that depend on position’s advice:

        ...Approval of Events plans

        ...Approval of budget for activities and campaigns

        ...Process and policy enhancements

        ...

 

Example decisions that depend on position’s advice:

        ...

        ...

 

Section 5:  Scope/Dimensions

 

Guidelines: List the main quantitative measures that define the size and scope of the position (headcount, budget, profit dollar target).

 

        ...

       

        ...

        ...

 

Section 6:  Job Qualifications and Educational Requirement

 

Guidelines: Provide the education, experience, skills and competencies necessary to perform the position.

 

        Four year college degree (or additional relevant experience in a related field).  Minimum 5 years experience in Human Resources  including a minimum of 3 years experience in Employee Engagement.

        Fluent in English, both in verbal and written form of communication

        Background in advertising, marketing, and events planning

        Background in Organizational Development is a plus

        Basic data and reporting management skills critical in the assessment of People program’s success criteria

        Negotiation skills with vendors/suppliers are critical

        Foundational Competencies:

  • Drives Results
    •  Self-directing to get results
    • High level of past achievement
    • Achieves despite difficult personalities
    • High task orientation
    • Willing to sacrifice to get results
    • has a strong bottom-line orientation
    • persists in accomplishing the objectives despite obstacles and setbacks
    • Has a track record of exceeding goals successfully
    • Pushes self and helps others achieve results
  • Decision Quality
    • Makes sound decisions, even in the absence of complete information
    • Relies on a mixture of analysis, wisdom, experience, and judgment when making decisions
    • Considers all relevant factors and uses appropriate decision-making criteria and principles
    • Recognizes when a quick 80% solution will suffice
  • Communicates Effectively
    • Is effective in a variety of communication settings, 1:1, small, large groups, or among diverse styles and position levels.
    • Attentively listens
    • Adjusts to fit the audience and the message
    • Provides timely and helpful information to others across the organization
    • Encourages the open expression of diverse ideas and opinions
  • Manages Complexity
    • Asks the right questions to accurately analyze situations
    • Acquires data from multiple and diverse sources when solving problems
    • Uncovers root causes to difficult problems
    • Evaluates pros and cons, risks and benefits of different solution options

 

Section 7:  IM Competencies

 

Guidelines: Provide the IM Competencies necessary to perform the position.

 

        Self Development

  • Open to variety of ways to develop/grow
  • Shows Energy for and commitment to personal growth
  • Looks for stretching assignments
  • Makes the most available development resources
  • Takes responsibility for learning new skills

        Interpersonal Savvy

  • Relates comfortably with people across levels, functions and culture
  • Acts with diplomacy and tact
  • Builds rapport in an open, friendly and accepting way
  • Builds constructive relationships with people both similar and different to self
  • Picks up on interpersonal and group dynamics
  • Some recognition of on job conflict
  • May suggest solutions to conflicts
  • Somewhat aware of sensitive issues
  • Some tolerance of difficult peopleInstills Trust

        Instills Trust

  • Follows through on commitments
  • Is Seen as direct and truthful
  • keeps confidences
  • Practices what he/ she preaches
  • Shows consistency between words and actions

 

        Being Resilient

  • Adequate emotional control
  • Shows temper only with provocation
  • Reasonably calm under criticism
  • Some ability to manage conflict
  • Occasionally defensive

 

 

Section 8:  Other Information

Guidelines: Indicate any information that would be helpful in understanding the nature, scope or purpose of the position, or any unusual or hazardous conditions associated with performing the position.                                                                                     

 

 

 

 

 

 

Ingram Micro
Share: mail
 

STILL LOOKING?

Get updates about the latest job openings
that match your skills.

Sign up today