Senior HRBP - Cebu - Onsite

Functional Overview:

The Sr. HR Business Partner (Sr. HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position serves as a consultant to the Client on human resource-related issues. The role assesses and anticipates HR-related needs in line with KMC’s business as well as those of our Clients and formulates partnerships and mutual accountability. The Sr. HRBP maintains an effective level of business literacy and applies systemic thinking.


The main responsibilities of a SENIOR HR BUSINESS PARTNER include:

Duties and Responsibilities:

To establish and develop a strategic relationship particularly with key 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)
Conducts regular site visits to clients
Point of contact for employee concerns, including necessary documentation and certifications.
Conducts and facilitates HR-related enablement sessions to ensure that employees are kept updated as well as informed on the latest policies, guidelines and systems in use essential to the completion of the employee’s work.
Ensures that all HR-related service level agreements (SLAs) are met within the specified timelines.
Ensures timely communication, execution, and completion of the performance evaluations for beginning, mid and year-end appraisals, and other evaluations, as necessary
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.
Provide support to the People Experience Team to identify strategies that will increase employee engagement
Ensure that all HR-related deliverables, documentation, and action items are submitted, filed and/or processed within a prescribed period in relation to but not limited to Labor Law standards, all forms of internal and external audits and/or government-mandated directives.
Verify attendance, hours worked, and pay adjustments, and post information onto designated records.
Handle or escalate complaints or questions regarding discrepancies.
Manage input of bonuses, commission and/or deductions.