HR Business Partner Officer

Department

HRBP Hotel

Employee Type

Probationary

Job Responsibilities

• Serves as a strategic partner to assigned business unit or department/s, aligning HR initiatives with organizational goals. This role focuses on driving workforce efficiency, fostering organizational development, ensuring compliance, managing employee relations, enhancing employee engagement, and implement digital transformation of HR functions.
• Workforce Management: Collaborate with department leaders to forecast staffing needs and develop strategies to attract and retain a diverse talent pool. Monitor headcount, attrition, and talent pipeline to ensure optimal staffing levels. Support recruitment strategies and onboarding processes to meet business needs.
• Organizational Development: Assist in reviewing and developing organizational structure for all departments in the hotel. Assist in reviewing and developing job descriptions for all positions in the hotel.
• Disciplinary Process Management: Guide line managers in handling employee relations issues in compliance with labor laws and company policies. Manage investigations, documentation, and resolution of disciplinary cases. Facilitate documentation of disciplinary actions, performance improvement plans, and conflict resolution processes, ensuring consistency and fairness in all cases. (Assist) Deliver results of employee/disciplinary cases, performance improvement plans, etc.
• HR Digitalization: Support the implementation and optimization of HRIS (Darwinbox) and digital tools for process automation. Be well-versed on the Darwinbox and be able to train and support employees and management in utilizing HR digital tools effectively to enhance productivity and end-user engagement. Provide training and guidance for hotel team members on HR digital platforms, fostering a culture that embraces technology in HR processes.
• Policy Development and Compliance: Provide guidance to management on HR-related matters, promoting understanding and adherence to policies among staff. Stay informed about HR trends and changes in labor laws that may affect the hospitality sector.
• Employee Engagement: Collaborate in the development and implementation of employee engagement initiatives that foster a positive workplace culture and improve retention rates. Conduct employee surveys and focus groups to assess workplace culture and identify areas for improvement. Work with management to facilitate regular feedback sessions and engagement activities that encourage open communication and team collaboration
• Rewards and Recognition: Promote a culture of recognition and reward, developing programs that acknowledge exceptional performance and contributions to the organization. Assist to implement employee recognition initiatives that drive engagement and morale. Facilitate recognition programs that reinforce organizational values and achievements.
• Team Collaboration and Support: Work closely with HR Centers of Excellence (COEs) and other HRBPs to deliver integrated HR solutions. Support the Director of HR in strategic planning and execution of HR projects and initiatives. Foster a positive employee experience by being a trusted point of contact for team member inquiries and concerns.
  
  

• Bachelors degree in Human Resources, Business Administration, or Psychology is preferred.
• Two-Three (2-3) years of HR experience, ideally in the hospitality industry or a customer-focused environment.
• Strong knowledge of labor laws, HR policies, and organizational development principles.
• Experience in handling disciplinary processes and employee relations.
• Familiarity with HR digital tools and platforms; experience in HR digital transformation is a plus.
• Excellent communication, interpersonal, and presentation skills.
• Strong analytical skills, with the ability to interpret HR data to drive decision-making.
• A proactive, solutions-oriented mindset with a focus on fostering a positive workplace culture.
• Strategic Thinking: Ability to align HR strategies with business goals and anticipate future workforce needs.
• Strong Communication Skills: Good verbal and written communication skills to engage effectively with employees and leadership at all levels.
• Interpersonal and Relationship-Building Skills: Capacity to build and maintain strong working relationships with employees, managers, and stakeholders.
• Conflict Resolution: Skills to address and mediate conflicts effectively, promoting a respectful and productive workplace.