Industry: Renewable Energy/Power

Work Location: Makati based/ onsite on weekdays

JOB SUMMARY: The HR Business Partner (HRBP) – Utilities Group serves as a strategic advisor and operational enabler to business leaders, ensuring the effective alignment of people strategies with business goals. Embedded within the business unit, the HRBP partners closely with line managers and functional heads to drive workforce planning, talent development, organizational effectiveness, employee engagement, and labor relations.

Talent Strategy

• Workforce Planning: Implement talent strategy and workforce planning across critical roles and future capability needs as aligned with COEs

• HR Cost Management: Monitor budget oversight and optimization of HR-related costs

• HR Cost Management: Implement resource planning and ROI tracking for programs

• Talent Strategy Formulation and Talent Management Activities Execution as Aligned with HR COE: Ensure end-to-end deployment of talent management and COE-aligned programs such as but not limited to performance management, succession and talent reviews, employee promotion, career pathing, competency assessment, etc.

• Talent Analytics and Reporting: Ensure availability and optimize Talent analytics and dashboard reporting

HR Programs Implementation

• Ensure end-to-end implementation of HR COE Programs to the business

• Ensure comprehensive and relevant employee communication and employee enablement

Learning and Development

• Learning Needs Analysis and Learning Solutions Design and Implementation: Facilitate company-specific learning needs and execution of business-specific learning interventions in collaboration with L&D team for implementation

Organization Development

• Organization Design and Structure: Review organization structure, planning and design

• Pulsing, Diagnosis, & Interventions: Facilitate diagnosis of team and organizational issues, intervention planning including retention planning and initiatives deployment

• Change Management: Implement change management activities during organizational transitions in partnership with the leadership team

Employee Relations/Labor Relations

• Implementation of End-to-End Discipline Process: Manage labor relations across the Utilities Group and oversee the end-to-end implementation of the employee discipline process

• Company-Specific Employee Resource Groups/Committees: Ensures facilitation of employee resource groups and committees

• Behavioral Threat Assessment and Management: Identify potential behavioral threats within the workforce and implement mitigation strategies to address and manage risk in collaboration with safety and security teams

Employee Engagement

• Employee Engagement Activities Planning and Implementation: Ensure availability and oversee execution of engagement and health and wellness activities

• Cascade and Planning for Employee Survey Results: Facilitate survey cascades, analysis, and action planning

• Ensure the conduct of Exit Interviews, Analysis and Interventions: Implement retention initiatives based on exit interview results

Employee Issue Resolution

• Level 3 (complex): Provide resolution on employee issues categorized at level 3 Crisis Management

• Act as the primary point of contact during crisis management

Education:

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field (required)
• Preferably with Master’s degree or MBA with HR specialization

Experience:

• Minimum of 4-5 years of progressive HR experience in a Business Partner or strategic HR role
• Demonstrated experience in talent management, organizational development, employee relations, and HR program implementation
• Proven experience managing complex employee relations issues and labor relations
• Experience working in utilities, infrastructure, or large-scale operational environments

Technical Skills:

• Strong knowledge of HRIS systems, talent analytics, and reporting tools
• Proficiency in Microsoft Office Suite (Excel, PowerPoint, Word)
• Familiarity with behavioral assessment tools, succession planning tools, and learning management systems (LMS)
• Knowledge of employment laws, regulations, and compliance standards

Please refer to job description.