Ingram Micro
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HR Business Partner

Taguig City, Philippines
Job ID: 38379

Description

Ingram Micro touches 80% of the technology you use every day with our focus on Technology Solutions, Cloud, and Commerce and Lifecycle Solutions. With $46 billion in revenue, we have become the world’s largest technology distributor with operations in 56 countries and more than 30,000 associates. We continue to strategically expand our global reach with 32 acquisitions since 2012. 

The Consultant, HR serves as a HR Business Partner between the business and employee. Assist Human Resource and business staff in providing professional HR counselling to the organization. Work with the Head of HR in the development and improvement of company policies, procedures and documentation.

Assist Operations management in maintaining a high level of employee performance and engagement.  Executes the smooth implementation of new policies, may assist in communication of company-wide policy changes and updates. 

Responsible for conducting and measuring “pulse of employees”. Assess employee needs and help formulate action items to Management.  Coordinates resolution of policy related issues.  Assists and advices company managers and process owners all Employee related and Human Resources issues. Assist in planning and implementation of retention initiatives and attrition management. Responsibilities includes HR Project Management, report development, adept in Labor Related matters. Performs as primary HR liaison for the business and the rest of the HR related functional areas.

 

Responsibilities, Supporting Actions & End-Results

Performance and Talent Management (30%)

Provide input in developing and implementing HR program in the areas of performance management, goal setting and monitoring, promoting HR programs/initiatives, employee relations, performance management, organizational development and communications while maintaining strict confidentiality.

  • Oversee the talent management pool through the identification and assessment of talent strengths and development opportunities.
  • Facilitate Talent Assessment Planning sessions, Succession management & monitor performance management processes.
  • Support management in the preparation of development plans to ensure associates are prepared for future opportunities.
  • Ensures client groups are structured optimally and provide appropriate career paths to enable organizational effectiveness, while driving consistency and alignment across the Company.
  • Conduct workforce planning sessions purposed in helping the organization plan, forecast, and actively manage headcount and compensation expenses. Communicate proactively with the Talent Acquisition Team about projected changes in the business, staffing needs, skill set and competency focus, etc.

 End Results: 100% Annual Performance Review and 100% TAP Completion on Workday. 

 
Employee Relations (30%)

Partner with HR Leaders and Business Leaders to act as an employee conduit regarding all aspect of human resource issues for assigned tower groups.  Assist with counseling employees concerning work-related problems and provide feedback to HR leaders as necessary.

  • Provides Employee Relations support in alignment with the company policies and guidelines as well as applicable laws. Investigate employee relations issues and work with team leaders and managers around performance management.
  • Investigate employee relations issues and work with team leaders and managers around performance management.
  • Implement policies related to pay per performance schemes, leverage legislation & process knowledge to increase management knowledge for employee relations matters & ensure proper basic HR support can be delivered by manager of each team to their respective direct reports.
  • Front line resource for handling all people-related issues within an assigned business group or functional unit.
  • Report issues that affect employee morale to Business Leaders and act as part of the team to address these issues.
  • Conduct confidential investigations into employee performance, harassment complaints, and potential termination actions.

 End Results: Less than 20% annualized attrition and within SLA issuance of Corrective Actions.

                

People Managers Coaching & Support (15%)

Partner with HR Leaders and Business Leaders to act as an employee conduit regarding all aspect of human resource issues for assigned tower groups.  Assist with counseling employees concerning work-related problems and provide feedback to HR leaders as necessary.

  • Utilizes management metrics and associate feedback tools to identify and act on trends which will proactively: help drive organizational efficiency; improve management quality and effectiveness; make recommendations to enhance company and departmental profitability; improve associate performance; and improve employee retention and engagement.
  • In partnership with management counsel up to and including senior members of the executive team, this position creates alignment between people and organizational development strategy and short and long-term business strategy.
  • Conduct training & orientation sessions to new managers for their people management responsibilities and obligations.

End Results: Regular cadence and one-on-ones with the leaders; and HRBP Roadshows.

 
HR Policies and Change Management (15%)

Partner with HR Leaders and Business Leaders to act as an employee conduit regarding all aspect of human resource issues for assigned tower groups.  Assist with counseling employees concerning work-related problems and provide feedback to HR leaders as necessary.

  • HR policies creation and implementation.
  • Responsible for new hire orientation, including review of Company policies and procedures.
  • Provides HR expertise and assistance in enhancing company culture while promoting corporate values and mission.
  • Manages change and complex projects in support of organizational objectives.
  • Acts as a change leader within the organization and coaches others in change management.

 End Results: All corporate guidelines to be implemented in alignment with local laws, management understanding to be ensured.


Organizational Governance, Operation Excellence and Projects (10%)

Collaborates with other members of the group in requirements gathering, analysis, planning, development and delivery of new projects, initiatives, and on-going Human Resource functional responsibilities. Develop and publish new reports both proactively and in response to client requests to improve operational efficiencies. Assist in processing employee changes through HRIS.

  • Ensure compliance with all local HR laws and regulations.
  • Liaise with Talent Acquisition, Talent Development, HR Services, and Employee Engagement in order to align and coordinate efforts managing HR processes and to work collaboratively on business and HR issues and initiatives.
  • Implement HR best practices and processes such as performance management (in conjunction with the HR leaders), employee engagement, compensation planning and workforce/succession planning timely and accurately and in compliance with employment law.
  • Participate and, when requested, lead project related to various fields of HR targeted at improving customer satisfaction and leaner HR processes.

 

End Results:  All corporate guidelines to be implemented in alignment with local laws, management understanding to be ensured.

 

Job Qualifications and Educational Requirement

  • Minimum of a Bachelor's degree or equivalent in Human Resources, Business, or Organization Development, Management or Psychology.
  • Experience working flexible evening shift.
  • Five plus (5+) years of progressive HRBP leadership experience in HR Generalist functions, Employee Relations and other related HR functions. Average tenure of 2-3 years with each previous employer.
  1. Preferably Coaching and consulting skills with demonstrated record of problem solving and organizational development diagnosis skills.  Possess the ability to maintain strict confidentiality and demonstrate knowledge and understanding of employment law, policies and procedures is essential.
  2. Excellent experience investigating employee issues and complaints.
  3. Vast and current understanding of employment laws, labor codes and practices
  4. Experience coaching team leaders and managers.
  5. Very good knowledge in compensation, organizational planning, organization development, employee relations, training, and preventive labor relations, preferred.
  6. An understanding of the administration of benefits and compensation programs and other Human Resources programs.
  7. Excellent computer skills in a Microsoft Windows environment. Must include Excel and demonstrated skills in database management and record keeping.
  8. Evidence of the practice of a high level of confidentiality
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