The incumbent is responsible for acting as business partner and contribute to achievements of business objectives by efficiently driving People & Culture related processes within assigned business area, including and not limited to Recruitment, Compensation & Benefits, Learning & Development, Talent Management, Performance Appraisal, Internal communication, Succesion planning, Organization development, Employee/Labor Relations, Creation of Policies & Procedures and elements of Personnel Administration to ensure full compliance.

• Business partnering Act as a business partner within assigned function for all P&C related matters. Provide P&C strategic direction to contribute the achievement of the company business objectives. Proactively and independently support P&C Director, Local Excom and line managers in identifying key people, business and organization challenges & opportunities, and partners with stakeholders to ensure effective solutions are developed and implemented from start to finish.
• Talent Managenent Drives Talent Matrix review process for WG3 and WG4 and promotes talent management awareness across the organization. Initiates and drives annual performance appraisal process and training needs plans for assigned business area. Responsible for performance discussions process encourage employees to complete all performance discussion stages, driving the proper usage of My Talent Journey portal, develop and deliver related refreshment sessions, and provide employees with coaching and guidance on the process.
• Performance Management Drive the Performance Management processes, including all stages of performance review, performance improvement plans. Ensure all population within assigned function is well educated on Performance Management processes.
• Recruitment Responsible for supporting line managers in recruitment activities, including support for job postings, screening, interviewing, feedback, working with vendors & GBS, managing promotions and any employee movements as well as managing the full onboarding and induction activities. Proactively identify recruitment needs while taking into consideration HC plan and available budget. Ensure the efficient use of recruitment tools and sourcing channels.
• Organizational Design Ensure that the organizational structure design serves current business needs and is in line with AP headcount plan. Review the job content and positions descriptions when required.
• Compensation & Benefits Provide full support in Compensation & Benefits area including consultancy of employees regarding C&B package, support to managers related to HC planning, promotions and other related matters, including comp scenarios proposals, correct PIR and guidance for ASR.
• Learning and Development Support all L&D related activities (on-boarding/training programs/conferences) to ensure that programs are in-line with expectations of internal customers and developed based on learning needs analysis of the employees (development plans).
• Projects, Engagements, and Employer Branding Responsible for working and implementing Local, Regional and Corporate Projects as assigned either individually or in teams. Responsible for driving annual projects – Employee Engagement Survey, TOP Employer and supports in developing P&C or cross functional policies as required. Drives engagement initiatives in cooperation with other P&C BP targeted to the whole organization. e.g. GBS Huddle, GBS Channel, D&I related acitvities etc. Support Employee Engagement acitvities inlcuding minor activities and major events with a strong internal P&C communication to ensure a fun and engaged culture. Works with stakeholders on implementation of corporate or local EB strategy as required. Identifies and drives opportunities to attract talent and advertise JTI as employer of Choice in line with all local regulations.
• Employee & Labor Relations Provide the expertise on Labor Code, P&C policies, Compliance and corporate culture aspects to support all LR and EHS related processes with proper documentation, communication flow and with a full compliance to company and country standards. Manage P&C administration processes to ensure compliance with internal policies and local legislation.

Within 6 months you will

• Become a well-rounded People and Culture Business Partner
• Be the go-to person for GBS Manila for P&C related questions, inquiries and concerns
• Be exposed in managing stakeholders from all GBS pillars

• Minimum of 7 years of working experience in various areas of HR preferably from a multinational company and/or GBS/shared service industry
• Bachelor’s / university degree in Psyhcology, Human Resources or any related field of studies
• Intermediate level of proficiency and expertise in all the facets of human resources
• Strong stakeholder management skills
• Excellent communication skills