EY HR Business Partner Assistant Director in All, Philippines
Title: HR Business Partner Assistant Director
Location: PH-All-Taguig City
Job Number: TAG0002C
Global Delivery Services (GDS) provides enabling services to EY member firms, Service Lines, business support functions and Area/Global entities. These services are provided via 2 service delivery entities: GDS, Client Service - Assurance, Advisory, Knowledge, Tax and TAS, and GDS, Enablement Services - IT, Finance & Accounting, Risk Management Services, Talent Services, Markets, BMC & AWS Services and Procurement services. GDS is an important component of EY’s Vision 2020 strategy, and has an ever increasing footprint across the world, including five centres in India (Bangalore, Gurgaon, Chennai, Trivandrum and Kochi), plus Argentina, China, Poland and the Philippines. GDS headcount is approximately 24,000 (June 2017) and predicted to grow to over 35,000 by 2020.
The role is part of the GDS Talent organization. The role, is a client facing role and will be a single point of contact and partner with business leaders to develop a relevant, integrated talent agenda aligning to global, pan GDS and local requirements. The incumbent will be responsible in helping the business achieve their objectives and provide guidance and leadership on all people related matters.
In addition, the incumbent will take the role of Location Employee Relations Leader (GDS Philippines) and be responsible for having oversight of all ER related matters impacting the location. In this aspect of the role, the individual will work on the ground to provide local support and coaching to other talent team members, guide the services provided by ER CoE and be a point of contact for the Location Leader and the SGV member firm.
The role is a member of the global STC organization and locally, the Operations Leadership Team under the GDS Philippines Location Leader.
Essential responsibilities of the job:
Partner proactively with GDS Talent Leadership and business Leadership to align talent priorities with business priorities and drive the talent agenda, translating the business strategy into practical and innovative talent solutions at a GDS level
Advise the business on development of EY organizational culture that underpins our values, promotes high-performance teaming and enables the delivery of exceptional client service and partner with business to implement supporting actions
Advise the business on cultivating an inclusive and flexible work environment that values diversity and partners with business and D&I to implement supporting inclusiveness solutions
Advise on talent matters & talent implications of business issues
Understand future workforce needs/ workforce planning
Work closely with the business to balance resource deployment needs of the business with individuals‘ strategic career objectives
Understand and champion the role of technology (and the EY Talent Transformation agenda, Project Symphony) in enabling the EY workforce and in managing our reputation through social media
Advise business leaders in effective change management strategy and deployment of change (e.g. for restructuring, acquisitions)
Advise the business on ways to accelerate the engagement of our people and partner with business to implement supporting actions
Advise the business on rewards and recognition, support the Total Reward team in implementing supporting programs
Actively seek opportunities to brand EY and its culture to the external market through the advice and support of Brand, Marketing and Communications team
Strategic talent initiatives
Execute innovative HR programs
Facilitate change and support the implementation and successful adoption of special projects and initiatives across GDS locations
Contribute to workforce planning activities in the context of understanding capability, skills development also, manage workforce planning efforts to meet business needs at the location level.
Support the business in the development and retention of top performers (leveraging expertise in the Talent Development function) to build a pipeline of diverse future leaders for the sustainability and success of our business working with Talent leaders across business lines.
Effective HR service delivery
Accountable for overall business performance culture and outcomes of talent/ salary review
Ownership of people relate activities in the business
Responsible for talent implications of change within the business, e.g. workforce reductions, changes to org structure etc.
To ensure all talent processes are set up and working effectively, especially onboarding, payroll, Background verification, Performance Management, Exit process etc.
Establish, implement and keep under regular review, service level agreements between the GDS Operations and the SGV Talent Team;
Keep relevant and updated, the Compensation & Benefit structure for GDS Philippines, functions therein, including the annual salary review;
Support integration of new tools/processes/programs to service delivery, working with the CoE;
Coordinate, with inputs from the SGV Talent Team and customer representatives, all business resourcing needs. Coordinates Mobility programs for all business requirements;
Coordinate the people communication strategy for GDS;
Act as Project Manager, leading the implementation of both local and pan GDS People initiatives using appropriate project management skills and resources;
Channel customer feedback to the relevant business areas to support the focus on people development and ensure continuous service improvement;
Employee Relations Leader GDS Philippines.
Provide expert advice and guidance to business leaders and GDS talent consultants in managing all employee relations related matters;
Be a subject matter expert in local statutes/regulatory requirements related to employment practice and provide guidance to the GDS ER leader and GDS Manila location leadership whenever required;
Act on behalf of GDS Philippines in all cases of employee litigation, utilizing the services of specialist legal advisers/partners when required;
Take ownership for handling all report cases, ensuring adherence to policy and the timely closure/monitoring of all discussions and agreed actions;
Handle the relationship between EY and external legal advisers in the most serious of cases;
Oversee the day to day operations of the ER function;
Develop solutions and execute employee relation interventions that will mitigate people risk in the GDS Manila location;
Take responsibility for upskilling line managers/counsellors in the area of employee relations (such as poor performance, harassment etc) and encourage deployment of best practices;
Constantly keep under review the socio-political, employee relations and regulatory landscape in the Philippines and provide timely advice for incident management and BCP for the GDS Manila location;
Take proactive ownership for specific employee relations projects/initiatives and drive to closure.
Internal stakeholder management and team development
Develop strong relationships with member firm (SGV), all GDS talent functions and other EY entities both from a function and CoE perspective
Understand and leverage consistent talent solutions developed by GDS/Global talent functions
Understand external market landscape, research talent trends, develop own knowledge and share with others, be the face of GDS Talent Team in the local (Philippines) industry
Front end any audit/regulatory or investigation requests
Develop/coach other team members
Ensure compliance to local regulations and manage risks (e.g. performance management risk)
Maintain a strong understanding of key business and financial drivers that determine business success
Maintain a strong understanding of market trends that affect our industry and the resulting talent profile required to support the business
Responsible for development of the incumbents team and its performance management arrangements
Analytical/Decision Making Responsibilities:
Use financial metrics and people analytics to support decision making
Escalation point for resolving issues including sensitive ER cases
Ensure oversight on the HR cycle for the business: induction programs, annual plans, appraisals, salary reviews, promotions, exit procedures, etc.
Proactive in dealing with issues and strong problem solving skills; ability to work with ambiguity and build consensus across diverse, often global, groups
Ability to work both independently and within teams, including virtual teams, with a focus on our culture and values
Knowledge, Competency and Skills Requirements:
Strong business acumen and commercial awareness
Clear, comprehensive understanding of the link between the talent team strategy and business strategy
Ability to develop clear, actionable plans in support of an overall business strategy
Ability to identify new ways for Talent to support the business strategy
Strong client focus with the ability to build good relationships and work virtually/ across borders
Strong communication skills and ability to work effectively with multiple stakeholders across the organization at all levels
Ability to engage and influence others, with good change management skills and a desire to act as a change agent
Ability to lead and manage a virtual team – team members may be dispersed across different GDS Locations
Drive HR processes for team within the pan GDS and location frameworks
Motivate team members through effective monitoring, coaching, counselling and providing a positive working environment
Willingness to travel; some limited international travel may be required
Flexibility in working hours, as role will cover multiple time zones
10 years proven HR generalist experience (e.g. performance management, leadership development, employee relations etc)
Proven experience of leading a Talent Team with strong employee relations experience.
Proficiency with local Philippines labour laws and statutes , case investigation and legally representing EY with the choses law firms or labor commission.
Relevant experience, e.g. involved in / delivering / managing talent initiatives
Experience of working in a cross-border, virtual environment is essential
Can work effectively, with gravitas, with senior leaders and other talent team’s colleagues on a range of topics covering Recruitment, C&B, L&D, and Operations etc. Ability to handle escalations on challenges in these areas and driving to closure
Understands the importance of a metrics driven Talent organization to support exceptional client service
Experience of leading a positive learning culture, can coach, counsel and develop others
Ability to work in a changing environment will be key and to influence and work collaboratively with others as well. Having a Global Mindset and a comfort with ambiguity would be necessary.
Ability to establish lasting and productive relationships with local leaders and functional teams;
Proven ability to manage multiple projects simultaneously;
Highly team-oriented, flexible approach. Ability to prioritize conflicting demands to meet specific deadlines;
Proven ability of handling performance management processes and other HR projects
Ability to independently manage personal and professional development, including identifying personal development opportunities;
Ability to maintain a skill set that supports the GDS Talent organization's changing use of technology;
Excellent verbal and written communications, with strong executive presence;
Excellent interpersonal skills
A customer-focused approach, with an ability to influence at all levels;
Ability to take direction from leadership while working remotely