Human Resources Assistant Manager
Omron Asia Pacific Pte Ltd, Philippines

This is an individual contributor role and the role delivers the full Human Resources generalist service and experience for the workforce in Philippines within corporate policies, procedures and guidelines, and government regulations to support business growth and development. This role also supports the facility management and administration functions to ensure that the offices are operating seamlessly and effectively. The role amp; responsibility includes:

Business Partnering

• Strategize and develop workplace and business relationships with all relevant stakeholders for constant improvements and contribute towards implementation of best practices.
• Drive and manage people-agenda projects, initiatives and work streams while ensuring high quality end-to-end business partnering and value-added services to the business leaders and employees.
• Support organizational change processes and initiatives in the areas of integration and restructuring.

Talent Acquisition

• Understand current and future talent requirements and lead/support various talent acquisition/resourcing projects and initiatives through effective partnership with the business leaders. These include working within the recruitment budget and keeping track of recruitment metrics.
• Partner with the Talent Acquisition (TA) HQ team to prioritize critical open positions to be filled.
• Manage the talent recruitment cycle from job profiles development, candidate sourcing, interviewing and selection through offer negotiation and onboarding.
• Manage internship and graduate program to be in line with the business needs.
• Guide hiring managers in selection of candidates with right competencies, experience and culture fit.

Total Rewards and Benefits

• Partner with the Compensation amp; Benefits (Camp;B) HQ team to coach hiring managers in compensation strategies and programmes as well as to review needs of the workforce.
• Effective management and administration of the full spectrum of total rewards and benefits policies and programs to ensure internal equitability and external competitiveness of the business in the talent market.
• Benchmark, analyze and interpret external survey information to determine and support competitive and market pricing information for the business. This include participating in annual remuneration surveys.
• Analyze and provide recommendations for employee progression and movement (promotions, annual/ad-hoc market adjustments, transfers, relocations, role realignments) within the company to ensure alignment with the policies and programs.
• Prepare annual HR budget and to evaluate, propose and implement improvements to the current benefits plans.
• Manage third party vendors’ (healthcare and insurance) service level and performance standards to manage problem escalations, streamline processes and identify opportunities for improvement.
• Maximize utilization of government grants and keep abreast of latest government initiatives.

Employee Engagement

• Conduct onboarding and offboarding sessions, as well as to ensure new hires are well integrated in the company throughout their employment.
• Implement and manage employee engagement and health/well-being programs while ensuring diversity in the workplace.
• Create appropriate communications on employee progression and movement.
• Build rapport with the employees to promote and encourage participation in company programs and activities.

Talent Development amp; Performance Management

• Partner with the Learning amp; Development (Lamp;D) HQ team to define Lamp;D needs based on business and staff capability for career progression
• Guide hiring managers and employees in competency policy, framework and processes.
• Manage the performance review and management exercises including support hiring managers and employees throughout performance management lifecycle including to cascade key performance indicators and performance goals to employees.
• Manage end-to-end total company’s talent development plan (including succession plans to future-proof leadership pipeline) from understanding and prioritizing development needs and interventions.
• Maximize utilization of government grants and keep abreast of latest government initiatives.

Organizational Design and HR Systems

• Support the Business Leaders on organizational design initiatives.
• Support in key HR system projects and initiatives.
• Support in managing outsourced payroll vendor.

GHRMS Function

To provide day-to-day support on SuccessFactor activities and issues during system roll out and before technical Go-Live for all entities in Phili

Job Rewards and Benefits