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    People and Culture Lead - Central Visayas, Cebu City, Pilipinas - Hawodtechsolutions

    Hawodtechsolutions
    Hawodtechsolutions Central Visayas, Cebu City, Pilipinas

    3 araw ang nakalipas

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    Buong oras Teknolohiya/Internet
    Paglalarawan

    Job Description:

    Position Purpose Statement

    The key purpose of this role is to lead People & Culture activities within your region andacross the business where required, in accordance with the People & Culture strategy.

    The People & Culture Lead is responsible for managing larger projects of work, ensuringthe delivery of activities by any direct reports, and overall contributing to theimprovement and execution of our team measures of success. This role is essential insupporting other business units to manage, develop and support their teams' dailyactivities.

    Key Responsibilities

    The People & Culture Lead is responsible for overseeing all human resources relatedprocesses in their region, including recruitment, onboarding, engagement, performance,equipment, document & file management, Compliance, Payroll.

    Awareness & Acquisition

    • Contribute new ways of enhancing our employee value proposition and buildingof our employer brand
    • Lead and identify opportunities to enhance a data-driven recruitment strategy, ensuring best practice in each region
    • Managing regional recruitment activities, including overseeing multiple active roles as well as engaging with candidates to bring them through the recruitment cycle
    • Engaging with hiring managers to coordinate interviews, utilizing systems to streamline the process

    Activation & Performance

    • Oversee onboarding & induction activities for new hires including covering compliance requirements, systems access, business & cultural inductions, equipment provision & any role-related training.
    • Work closely with business unit leads to capture and automate onboarding processes
    • Facilitating Performance Review processes and actioning any associated outcomes such as salary increases, promotions, development, or performance management plans
    • Advising or coaching team Leads on the best practices for managing, engaging, and developing their direct reports

    Retention & Growth

    • Work with managers by engaging employees to identify challenges and
    • opportunities to impact retention by improving their experience
    • Lead by example as a cultural ambassador, seeking opportunities to showcase our values and holding the team to a high standard of behavior.
    • Ensuring all employees are engaged as part of as well as activities are aligned with the company'sstandards, policies & cultural expectations

    Process

    • Ensure disciplined management of employee related documents and files, organizing them appropriately within Employment Hero, MyPass, Google Drive or other relevant systems
    • Work closely with the Finance Team to ensure the monthly payroll process is streamlined and any issues resolved
    • Capture internal People & Culture processes in the handbook, to set strong foundations for others to follow
    • Support the People & Culture team to maintain an agile mindset, leading Scrum ceremonies where appropriate
    • Support the People & Culture Manager to deliver other activities outside of your region where required, depending on workload and capacity to support

    Key Accountabilities

    • Demonstrating strong leadership, collaboration, and communication skills across all activities
    • Identifying improvements to existing processes & taking ownership of proposed. solutions
    • Hiring candidates who are strong cultural & technical fits for the business
    • Ensuring all onboarding & induction outcomes are met
    • Providing opportunities to identify, support & develop individual capabilities
    • Upholding a values-led culture across the organization
    • Ensuring processes are updated & correct information is available to all stakeholders
    • Abiding by local employment legislation and guidelines to ensure all activities are compliant with the PHP labor law

    Measures of Success

    • Demonstrable leadership & values-driven behavior in all scenarios
    • Execution of projects & improvement initiatives within agreed timeframes
    • Less than 42-day time to hire for all roles (leading or supporting)
    • Average Onboarding Survey Rating of 9+
    • Regional eNPS score of 60+
    • Complete 80% of committed JIRA tasks each Sprint

    Development Objectives

    0-3 Months -

    • Build internal relationships with the existing People &
    • Culture and Finance teams, as well as employees & Hiring Managers within your region.
    • Learn & align with the annual and quarterly People &
    • Culture Strategy, understanding major programs of work, projects & measures of success
    • Develop an understanding of the product, focusing on how we use it internally. Review our product candidate pitch and adapt to the local market or general improvement
    • Learn the People & Culture framework and core activities that sit beneath each pillar

    3-6 Months

    • Build talent pooling strategies, overseeing candidate management, and conducting interviews for key hires
    • Work with team leads to review existing onboarding and induction processes for each department, seeking opportunities for improvement
    • Play a key role in building quarterly P&C Strategy plans
    • Taken ownership overseeing regional recruitment and working with Hiring Managers to place key roles
    • Forward plan cultural and social initiatives across the business, leading and coordinating the Culture Club where required

    6 12 Months

    • Build out process documentation and informationwithin Teamwork Spaces under areas of ownership
    • Assigned responsibility for key P&C projects based on quarterly goals
    • Responsible for onboarding new hires into the People & Culture team who will be direct reports
    • Continue evolving the active capability plan, engaging with department leads to ensure it is updated and hiring requirements are prioritized correctly

    12 - 24Months

    • Nurture and develop direct reports, seeking opportunities to handover great responsibility to them over time
    • Participate in external events or training opportunities to connect with industry and identify new practices to implement at the company
    • Develop and begin executing a Professional
    • Development Plan, identifying new capabilities and areas for growth aligned with potential new opportunities
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