GBS PEOPLE AND CULTURE BUSINESS PARTNER JOB DETAILS | JT INTERNATIONAL S.A.

At JTI we celebrate differences, and everyone truly belongs.
people from all over the world are continuously building their unique success story with us.
83% of employees feel happy working at JTI.
To make a difference with us, all you need to do is bring your human best.
What will your story be? Apply now!   Learn more.
jti.
om     City.
Taguig Professional Area.
Local People and Culture Contract Type.
Permanent Professional Level.
Experienced Reporting to.
GBS Local P&C Director   GBS People and Culture Business Partner   The incumbent is responsible for acting as business partner and contribute to achievements of business objectives by efficiently driving People & Culture related processes within assigned business area, including and not limited to.
Recruitment, Compensation & Benefits, Learning & Development, Talent Management, Performance Appraisal, Internal communication, Succesion planning, Organization development, Employee/Labor Relations, Creation of Policies & Procedures and elements of Personnel Administration to ensure full compliance.
This role provides day-to-day support for the managers and employees within the designated functions and develops strong business relationships to be a trusted partner to the assigned HoD and line managers.
The incumbent shall possess commercial awareness of the business operations to anticipate challenges and propose effective solutions.
The incumbent fosters collaboration to increase effectiveness between the People & Culture function and the business.
Position.
As a People and Culture Business Partner, you main responsibilities are.
Business partnering.
Act as a business partner within assigned function for all P&C related matters.
Provide P&C strategic direction to contribute the achievement of the company business objectives.
Proactively and independently support P&C Director, Local Excom and line managers in identifying key people, business and organization challenges & opportunities, and partners with stakeholders to ensure effective solutions are developed and implemented from start to finish.
Talent Managenent.
Drives Talent Matrix review process for WG3 and WG4 and promotes talent management awareness across the organization.
Initiates and drives annual performance appraisal process and training needs plans for assigned business area.
Responsible for performance discussions process.
encourage employees to complete all performance discussion stages, driving the proper usage of My Talent Journey portal, develop and deliver related refreshment sessions, and provide employees with coaching and guidance on the process.
Performance Management.
Drive the Performance Management processes, including all stages of performance review, performance improvement plans.
Ensure all population within assigned function is well educated on Performance Management processes.
Recruitment.
Responsible for supporting line managers in recruitment activities, including support for.
job postings, screening, interviewing, feedback, working with vendors & GBS, managing promotions and any employee movements as well as managing the full onboarding and induction activities.
Proactively identify recruitment needs while taking into consideration HC plan and available budget.
Ensure the efficient use of recruitment tools and sourcing channels.
Organizational Design.
Ensure that the organizational structure design serves current business needs and is in line with AP headcount plan.
Review the job content and positions descriptions when required.
Compensation & Benefits.
Provide full support in Compensation & Benefits area including consultancy of employees regarding C&B package, support to managers related to HC planning, promotions and other related matters, including comp scenarios proposals, correct PIR and guidance for ASR.
Learning and Development.
Support all L&D related activities (on-boarding/training programs/conferences) to ensure that programs are in-line with expectations of internal customers and developed based on learning needs analysis of the employees (development plans).
Projects, Engagements, and Employer Branding.
Responsible for working and implementing Local, Regional and Corporate Projects as assigned either individually or in teams.
Responsible for driving annual projects - Employee Engagement Survey, TOP Employer and supports in developing P&C or cross functional policies as required.
Drives engagement initiatives in cooperation with other P&C BP targeted to the whole organization.
e.
.
GBS Huddle, GBS Channel, D&I related acitvities etc.
Support Employee Engagement acitvities inlcuding minor activities and major events with a strong internal P&C communication to ensure a fun and engaged culture.
Works with stakeholders on implementation of corporate or local EB strategy as required.
Identifies and drives opportunities to attract talent and advertise JTI as employer of Choice in line with all local regulations.
Employee & Labor Relations.
Provide the expertise on Labor Code, P&C policies, Compliance and corporate culture aspects to support all LR and EHS related processes with proper documentation, communication flow and with a full compliance to company and country standards.
Manage P&C administration processes to ensure compliance with internal policies and local legislation.
Within 6 months you will.
Become a well-rounded People and Culture Business Partner Be the go-to person for GBS Manila for P&C related questions, inquiries and concerns Be exposed in managing stakeholders from all GBS pillars   Requirements.
Minimum of 7 years of working experience in various areas of HR preferably from a multinational company and/or GBS/shared service industry Bachelor's / university degree in Psyhcology, Human Resources or any related field of studies Intermediate level of proficiency and expertise in all the facets of human resources Strong stakeholder management skills Excellent communication skills   What to expect.
Expect wellbeing initiatives, flexible work arrangements, growth opportunities, and excellent benefits, including a unique family leave policy.
For more details on local policies, speak with the Talent Advisor.
Are you ready to join us? Build your success story at JTI.
Apply now! Next Steps.
After applying, if selected, please anticipate the following within 1-3 weeks of the job posting closure.
Phone screening with TA > Assessment tests > Interviews > Offer.
Each step is eliminatory and may vary by role type.
At JTI, we strive to create a diverse and inclusive work environment.
As an equal-opportunity employer, we welcome applicants from all backgrounds.
We are committed to providing reasonable adjustments to applicants with special needs.
If you require any accommodations, please let the Talent Advisor know during the selection process.