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Job Function:

Human Resources

Job Sub Function:

HR Business Partners

Job Category:

Professional

All Job Posting Locations:

Taguig, National Capital Region (Manila), Philippines

Job Description:

 Position Summary

GS Asia Pacific is recruiting for a BU HR Leader (Senior Manager) based in Manila, PH.  The HR Leader will provide strategic HR partnerships to assigned groups and leadership teams, and contribute to shaping and driving business strategy.  The HR Leader will champion the GS Talent Strategy and ensure the organization is able to attract, develop, inspire and retain the best talents that will ensure the success and growth of GS well into the future.    

Major Duties & Responsibilities

Talent Strategy

• Identify and diagnose talent needs of the business through strong insights and effective analysis

• Create and deploy talent strategies to attract, develop, reward, and retain talents, including robust succession-planned pipeline and critical capability building (e.g., Digital, J&J Direct, C.E.O. Behaviors)
• Own and drive talent management for the business/function/geography; set and action priorities, develop talent talk rhythms aligned to global calendar; Champion our Boundaryless Talent Resourcing model across the GS organization   
• Partner with Leaders and HR groups to assess capability needs of the organization and action any identified gaps
• Actively measure and action key talent metrics (e.g., retention, movements, employee surveys, etc.)

Leadership coaching and effectiveness

• Develop trusted partnerships and coaching relationships with leaders to strengthen organization’s leadership accountability and effectiveness
• Provide guidance to Leaders on decisions related to Talent & People, ensuring decisions are compliant with HR policies as well as local labor regulations and/or work council requirements
• Provide internal and external data-driven insights to Leaders to help identify and drive key Talent & People focus areas aligned with overall J&J HR Strategy
• Partner with Leaders and ERLR in effectively and proactively managing employee performance  
• Coach and guide leaders in key talent decisions, including talent selection, OA’s, G&O’s and YE planning  
• Actively participate in Functional Leadership Councils, OneHR Councils, and/or Site Management discussions

Culture and Employer Brand

• Partner with business leaders to shape the culture of GS functions and capability centers guided by insights and results from Our Credo survey, employee sentiments, attrition and exit surveys
• Drive engagement, collaboration, and inclusion across GS functions

• Partner with key HR groups and business leaders to build a strong employer brand and sustain a positive employee experience  

Workforce Planning

• Support growth and/or organizational changes, providing Leaders with timely guidance and insights on appropriate resourcing; Partner with ERLR and HR PMO’s in reviewing and actioning any related employee impacts  
• Support employee communications and change management during functional transformations and work changes/movements   
• Support A&D activities and other assigned projects, as required
• undefined

Other Duties & Responsibilities

Describe important duties and responsibilities, not mentioned above, that are less significant and may not be critical to accomplishing the core functions of the job

• Support preparations for Leadership Visits to GS locations
• Represent J&J/GS in external benchmarking activities, industry events, and other networking opportunities     
• Support recruitment and branding activities, including university events and/or career fairs    
• undefined

Required Qualifications

Required Minimum Education: University/Bachelor’s Degree Graduate   

Required Years of Related Experience: 8+ years of relevant HR & Leadership experience

Required Knowledge, Skills and Abilities

• At least 8 years of experience in leading or managing regional or cross-regional functions, preferably within the GBS space
• Proven record of accomplishments in driving business outcomes for large regional and global organizations
• Knowledge and experience in HR or talent-related technologies
• Proven capacity to lead regional or cross-regional teams, able to foster a team-oriented environment
• Ability to manage complex scenarios and problems and deliver the right solutions and outcomes in a timely manner
• Ability to be flexible and work under changing requirements and priorities
• Uncompromising commitment to employee and client-group satisfaction
• Ability to recognize workforce and talent trends based on internal and external data, and be able to recommend appropriate improvements and actions to leaders  
• Results-oriented, motivated, with strong interpersonal and influencing skills needed to effectively partner and align decisions with Business Leaders
• Effective verbal and written communication skills with proven ability to clearly and effectively articulate ideas and solutions

Travel on the Job: Yes

Percentage Traveled: <10%

Type of Travel Required: International

Required Years of People Management Experience:

Ideally, at least 2 years of people management experience  

Preferred Area of Study: HR, Psychology or Business-related degree

Preferred Related Industry Experience (if applicable): GBS, Shared Services, Business Process Off-shoring/Outsourcing

Preferred Knowledge, Skills and Abilities: Knowledge in HR systems, MS office tools, AI tools (e.g., Co-Pilot)

Key Working Relationships

Internal

Business Leaders (including senior leadership), Other HR Leaders & Groups (Other BUHR’s, Corporate and GS HR)

External

Industry Associations, other Third-Party Vendors (as needed)

 

 

Required Skills:

 

 

Preferred Skills:

Business Alignment, Coaching, Employee Relations, Employee Retention, HR Business Partnership, HR Strategic Management, Human Resources Consulting, Human Resources Law, Interpersonal Influence, Organizational Change Management, Organizational Development (OD), Organizing, Problem Solving, Process Improvements, Project Management, Talent Management, Technical Credibility