The posting
The role of the HR Operations Manager involves close collaboration with the HR Operations Senior Manager, cross-functional teams, and various stakeholders to continually enhance and refine services. Responsibilities include overseeing HR Operations delivery for Talent as a Service, Managed HR Payroll services, and Launch accounts. He/She shall work closely with Sr. HR Business Partners, Team Leads and/or members for regular coaching and mentorship, while also serving as a consultant to management on HR-related matters. Additionally, HR Operations Manager maintains a strong understanding of the business unit's financial position, midrange plans, culture, and competition, ensuring an effective level of business literacy.
- You’ll be interacting with key players such as C-level executives from enterprise-level organizations which can expand your skills and network.
- Making sound decision-making and flexibility to ensure team dynamics and productivity.
- Competitive salary and benefits
- HMO + free dependent
- Access to KMC's exclusive pantry (MadMax Coffee, Fresh Fridge)
- Diverse learning & growth opportunities
- Accessible Cloud HR platform (Sprout)
- Above standard leaves
The role of the HR Operations Manager involves close collaboration with the HR Operations Senior Manager, cross-functional teams, and various stakeholders to continually enhance and refine services. Responsibilities include overseeing HR Operations delivery for Talent as a Service, Managed HR Payroll services, and Launch accounts. He/She shall work closely with Sr. HR Business Partners, Team Leads and/or members for regular coaching and mentorship, while also serving as a consultant to management on HR-related matters. Additionally, HR Operations Manager maintains a strong understanding of the business unit's financial position, midrange plans, culture, and competition, ensuring an effective level of business literacy.
Duties and Responsibilities: • To establish and develop a strategic relationship particularly with growing and complex Client stakeholders and other HR Business Partners by understanding the business needs and recommending the necessary approach in driving its business directives in accordance and compliance with both the Philippine labor laws and company-specific guidelines. (Strategic Partnership) • To identify, understand and support the business using data-driven studies and recommend or provide a systematic approach or resolution. (Data-Driven Solution) • To further align the huge portion of "business sense and acumen" of any HR person sitting in our accounts and that the best interest is to grow all businesses through superior HR services vs. traditional HR. (Business Driven)
Employee (Labor) Relations • Facilitates effective communication between management and employees by ensuring that the HRBP team members address employee demands, grievances, and concerns. • Takes the lead in creating a professional environment that fosters employee engagement, by organizing activities that demonstrate management visibility, promoting fair and consistent issue resolution, fostering team spirit, and enhancing employee wellness and morale. • Actively manages employee relations issues and facilitates fair and consistent resolutions. • Provides recommendations on termination, suspension, and other labor relations cases.
• Approves the exit management procedure for separating employees. • Incorporates the organization's overall vision and corporate objectives into the formulation of policies and procedures, effectively communicating their approval and implementation. • Continuously monitors labor regulatory frameworks, communicates updates on employment conditions, formulates relevant policies, ensures compliance, and promotes organizational safety and health. • Collaborates with Senior Management and the Executive Committee, and coordinates directly with external legal counsel for legal advice as needed. Implements disciplinary action when necessary.
Strategic Human Resources Management (Account Management) • Works closely with KMC Account Managers and represents in kick-off meetings, HR calibrations, and client profiling for growing and complex accounts. • Develop work culture and business acumen. • Ensures that all HR-related service level agreements (SLAs) handled by his/her department are met within the specified timelines. • Conducts regular site visits to clients and be involved in status check meetings with each to better understand the HR needs of the business. • Participates in meetings that involve a range of issues as needed and/or assigned (e.g. personnel actions, regulatory requirements, actions involving outside agencies, inter-department needs, etc.) • Monitors and establishes business trends from various data points and integrates same in monthly or quarterly business reviews with Clients. • Serves as the Client’s point of escalation for HR concerns; recommends the best course of action.
Employee Engagement • Provides partnership with the business unit to identify strategies to increase employee engagement through effective communication, policies, and practices. • Oversees all HR proponents in company events, is involved in the design and development of each initiative and ensures these are aligned with business needs. Timekeeping and Payroll • Ensure team members are able to verify attendance, hours worked, and pay adjustments, and post information onto designated records. • Ensure 100% automation of timekeeping activities • Handle escalated complaints or questions regarding discrepancies.
Training and Development • Conducts orientation, onboarding and other development-related programs as needed to the • Identify training needs by evaluating strengths and weaknesses. • Periodically evaluate ongoing programs and/or processes to ensure that these are up-to-date and appropriate • Stay abreast of the new trends and tools in employee development Records and Reports Management • Oversees the preparation of monthly and year-end reports on terminations, transfers, promotions, disciplinary action, and other information required • Oversee and ensure timely reports on complaints, counseling, grievances, surveys and other ad hoc tasks are being done by the team on a timely basis. • Ensures timely review and guidance for business reviews. Supervisory Responsibilities and Performance Management: • Recruits, interviews, hires and trains new staff in the department. • Oversees the daily workflow of the department. • Provide constructive and timely performance evaluations. • Oversees and reviews employee movement documentation to ensure accuracy in records and that employees are updated on their new movements and/or status within the organization. • Maintains performance evaluation tracking system • Collaborates with executive leadership and HR staff to identify needed improvements and enhancements to existing information services and databases; recommends and implements solutions.
Special Projects • Is tasked to take on additional projects as necessary and as per instructed by immediate superior or one-up manager.
Bachelor's Degree in Psychology, Industrial Psychology, Organizational Development, Human Resources Management, or related fields. • 5-10 years’ experience in an HR Generalist role with at least one other HR discipline. At least 3 to 5 years’ experience in handling HR supervisory positions. • Highly proficient in Microsoft Office Suite (preferred) • Strong Employee Relations experience as a Field and Specialist • Project Management Skills • At least 5 solid years of experience with Employee/Labor Relations • Preferably exposed to the BPO Industry • With experience with handling account management handling more than 1,000 -1,500 FTEs • Vastly knowledgeable about the Labor Law of the Philippines • Exposed in a customer-oriented environment • Willing to work on any KMC sites.
*Proficient Oral and Written Communication Skills • Strategic and Critical Thinking • Flexibility • Strong Sense of Insightful Business Acumen • Project Management • Interpersonal Skill
