Key Responsibilities

Strategic Partnership

• Partner with department heads to understand business objectives and translate them into HR priorities (talent, retention, engagement, productivity).

• Provide data-driven HR insights to leadership – turnover analysis, headcount planning, employee engagement trends, and hiring forecasts.

• Act as a bridge between business units and the central HR team (recruitment, payroll, comp & ben, L&D).

Talent Management & Workforce Planning

• Collaborate with recruiters to forecast hiring needs based on business growth and attrition rates (especially for field sales, collection officers, branch staff).

• Participate in interview and selection processes for key roles; ensure fit with both technical requirements and company culture.

• Support onboarding and offboarding processes to ensure smooth integration and compliance.

Employee Relations & Engagement

• Serve as the primary HR point of contact for employee concerns, grievances, and disciplinary actions – ensuring fair, timely, and legally compliant resolution.

• Conduct regular stay interviews, exit interviews, and pulse surveys; analyze data to improve retention.

• Plan and execute employee engagement initiatives (recognition programs, team-building events, wellness activities) suitable for a BGC office and field teams.

Performance Management

• Guide managers in setting SMART goals, conducting performance appraisals, and providing continuous feedback.

• Support the implementation of performance improvement plans (PIPs) for underperforming employees.

• Track performance metrics (e.g., sales targets, collection efficiency, customer service KPIs) and link them to HR actions (training, promotion, reassignment).

Compliance & Policy Implementation

• Ensure HR policies and labor standards comply with Philippine labor laws (DOLE regulations, contract types, working hours, overtime, 13th month, etc.).

• Assist in updating and communicating the employee handbook, code of conduct, and disciplinary procedures.

• Manage administrative due process for investigations, hearings, and terminations when necessary.

Learning & Development

• Identify skill gaps within business units (e.g., negotiation skills for sales, compliance for credit, resilience for collections).

• Coordinate with L&D team or external providers to deliver relevant training programs.

• Support career pathing and succession planning for high-potential employees.

HR Operations & Reporting

• Maintain accurate employee records (promotions, transfers, separations, disciplinary actions) in HRIS.

• Prepare monthly HRBP reports – attrition rate, absenteeism, case resolution time, engagement scores.

• Assist in payroll-related validations (attendance, leaves, adjustments) as needed.

Qualifications & Requirements

• Education: Bachelor’s degree in Psychology, HR Management, Business Administration, or related field. CHRP or other HR certification is a plus.

• Experience: Minimum 4–6 years of HR experience, with at least 2 years as an HRBP or HR Generalist supporting front-line / operational teams. Experience in consumer finance, fintech, telecom retail, or installment sales is strongly preferred.

• Industry knowledge: Familiarity with high-volume hiring, field staff management, and handling sensitive employee relations in a fast-paced environment.

• Technical skills: Proficient in HRIS (e.g., Sprout, BambooHR, or SAP SuccessFactors), Google Workspace / MS Office (Excel for data analysis).

• Soft skills: Strong business acumen, conflict resolution, coaching, communication, and problem-solving skills.

• Language: Fluent in English and Filipino (Tagalog) – must be able to conduct investigations and communicate with all levels.

• Availability: Willing to work on-site in BGC and occasionally visit other branches or field offices.