HR Business Partner (PH)

Coins.ph

APAC


ieWho we're looking for 

At , we are driven by our vision of a world where everyone has access to financial services
We place great value on open communication, work ownership, and continuous learning on the are a fast-growing fintech startup looking to work with passionate, motivated professionals in improving our products and accelerating financial inclusion in Southeast Asia through digital payments and blockchain technology
 We are looking for HR Business Partners whose primary mission is to align business objectives with HR strategies, plan/design and implement initiatives that drive business success through people
If you are the successful candidate, you will ensure that the company people agenda is embedded into the departments’ day to day operations as well as strategic directions
You are the go-to person for any first line HR concerns of employees, act as frontline people managers HR advisors, and manage people / HR projects within your designated business unit
You will have a strong ownership of the full HR value chain as well as strong advisory, stakeholder management and communication responsibilities within your designated business unit
 To be successful in this role, you will need to have solid experience in a wide range of HR functions – from talent acquisition, org design and development, talent management, employee discipline, labor relations, and employee engagement
A project management mindset and training will also help manage delivery of HR initiatives
You should also have strong insights on the talent market specifically around finance, financial services / Fintech, start ups, e-commerce or e-wallet and cryptocurrency industries
 ieWhat you’ll do 

â—Ź Provide outstanding support to employees throughout their lifecycle at the Company, towards overall satisfactory employee experience – from sourcing stage, to recruitment, job offer stage, onboarding, new hire transitioning, performance reviews, transfers, coaching and discipline, and crucial conversations until employee’s departure from the company ● Handle inbound employee or frontline people manager inquiries, issues or concerns, identify needs, stakeholders and policy reference, process necessary transactions and close out the inquiries/issues ● Facilitate talent management agenda and initiatives towards addressing needs such as recruitment needs, attrition, retention, engagement and development; report on and advise on these items with business owners and put forward sound solutions based on the company’s overall people strategy ● Support organization changes and other large-scale projects that require HR inputs, reports, updates and communications ● Personnel / Admin Concerns: ○ Acknowledges queries and works on them directly (eg CoE), or refers them to other resources/teams for proper handling (, Payroll) ○ Provides feedback on the issues and concerns on a timely basis ○ Tracks closure of issues and follows-up with other HR functions as necessaryâ—‹ Reviews issues or incidents or disputes reported and advises the employee on how the issue will be resolved; coordinates with other concerned resources such as Team Leader to resolve the issue ● Frontline Management Concerns ○ Ensures that all action items regarding movements are duly approved and documented ○ Drafts and circulates the employee movement letters for signature/approvalâ—‹ Ensures updated employee’s 201 records for documentation and referenceâ—Ź HR Projects / Initiatives management ○ Gain understanding of planned HR initiatives and assist in business unit – specific implementation tasks ○ Manage, as appropriate, HR initiatives (, market survey for compensation, academe partnerships, etc) ● Closely works with business owners and stakeholders in understanding and analyzing key people metrics (, attrition, hire rate, time to fill, engagement scores, etc) and puts forward resolutions that addresses these drivers ● Helps identify business’ or employees’ development needs and puts forward learning solutions or strategies to help address ● Facilitate calibration discussions with Hiring Managers; may likewise be asked to assisting coming up with sourcing initiatives ● Understands challenges of sourcing/recruitment team if any and flags issues with HiringManagers; bridges the gap (if any) between the Hiring Manager and HR ● Prepares reports as needed ieWho you are 

● 3 or more years experience in human resources preferably on a generalist role that spans across multiple HR service lines, or relevant experience ● Very strong business acumen in designated business line ● Strong time and project management skills ● Analytical and problem solving skills ● Above average labor and employment law knowledge and experience facilitating due process for discipline management ● Great team player and adviser; consultative in his/her approach ● Able to present data or research done and develop strategies based on them● High degree of integrity in dealing with sensitive information ● Strong ability to multi-task and excellent time management in juggling simultaneous priorities ● Positive attitude and ability to remain flexible in a non-static environment● Excellent written, verbal, and interpersonal communication skills ● Very keen attention to details specially reportorial responsibilities

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