HRBP and Talent Development Manager

HRBP and Talent Development Manager Industry: Global Shared Services Role Overview We are seeking an experienced HRBP and Talent Development Manager to lead and drive strategic human resources initiatives across a global shared services organization. This role will serve as a strategic partner to business leaders, providing HR guidance and solutions that support organizational effectiveness, workforce planning, talent development, employee engagement, and business performance. The position will oversee key HR functions, including HR Business Partnering, Talent Management and Development, HR Analytics, Employee Engagement, and Employee Relations. The successful candidate will leverage people insights, data-driven strategies, and effective HR programs to strengthen organizational capabilities, enhance employee experience, and support business growth. The ideal candidate has a strong background in strategic HR management within a multinational, Global Business Services (GBS), Shared Services, or BPO environment, with the ability to balance strategic HR initiatives with hands-on people management and execution. Key Responsibilities 1. HR Business Partnering Partner with business leaders and department heads to align HR strategies with business objectives and operational priorities. Provide strategic HR advisory and guidance on organizational design, workforce planning, talent management, performance management, and people-related matters. Support business leaders in addressing organizational challenges, workforce concerns, and employee-related issues. Drive employee retention, organizational effectiveness, and workforce optimization initiatives. Ensure consistent implementation of HR policies, processes, and programs in compliance with Philippine labor laws and company standards. Collaborate with regional and global HR teams to align local HR initiatives with broader organizational strategies. 2. Talent Development and Management Lead the development and execution of talent management and learning strategies aligned with organizational needs. Design and implement leadership development, management training, and employee capability-building programs. Conduct training needs analysis, competency assessments, and organizational skills gap analysis. Establish career development frameworks, individual development plans (IDPs), and internal talent mobility initiatives. Lead succession planning and talent pipeline development for critical and leadership positions. Identify high-potential employees and develop strategies to strengthen leadership capabilities and organizational readiness. Evaluate the effectiveness of learning and development initiatives through measurable outcomes and business impact. 3. HR Analytics and Workforce Insights Develop and maintain HR dashboards, reports, and analytics to provide meaningful insights into workforce trends and organizational performance. Monitor key HR metrics, including employee turnover, attrition, retention, headcount, absenteeism, engagement, workforce demographics, and talent development effectiveness. Analyze people data to identify workforce trends, potential risks, and opportunities for improvement. Translate HR data into actionable recommendations to support strategic business and people decisions. Partner with business leaders in developing data-driven workforce planning and employee retention strategies. Establish and monitor HR KPIs to measure the effectiveness of HR programs and initiatives. Drive continuous improvement in HR reporting, data accuracy, and people analytics capabilities. 4. Employee Engagement and Experience Develop and implement employee engagement strategies and programs that promote a positive workplace culture and employee experience. Lead employee engagement surveys, pulse surveys, and other feedback mechanisms to understand workforce sentiment. Analyze employee feedback and engagement results and develop action plans in collaboration with business leaders. Drive initiatives focused on employee recognition, organizational culture, employee well-being, and workplace satisfaction. Partner with leaders and internal stakeholders to strengthen communication, collaboration, and employee participation. Monitor engagement levels and assess the effectiveness of engagement initiatives through measurable outcomes. Promote a culture of inclusion, accountability, continuous improvement, and employee development. 5. Employee Relations Provide guidance and support to managers and employees on employee relations matters, workplace concerns, and HR policies. Oversee the handling of employee grievances, disciplinary cases, workplace investigations, and conflict resolution. Ensure fair, consistent, and legally compliant application of company policies and disciplinary procedures. Advise business leaders on employee relations risks and recommend appropriate interventions. Manage complex employee relations cases in accordance with Philippine labor laws and established company policies. Identify recurring employee relations issues and recommend preventive measures to minimize workplace conflicts and organizational risks. Promote positive employee-management relationships and a culture of accountability and mutual respect. 6. Organizational Development and Performance Management Drive organizational development initiatives, including organizational design, workforce transformation, and change management. Lead the implementation and continuous improvement of performance management frameworks and processes. Facilitate talent reviews, performance calibration sessions, and succession planning discussions with senior leadership. Support organizational culture initiatives that promote collaboration, accountability, and high performance. Partner with leaders to identify organizational capability gaps and implement appropriate development interventions. 7. Stakeholder Management and HR Leadership Build strong working relationships with local and global stakeholders to ensure effective delivery of HR initiatives. Collaborate with HR Centers of Excellence (COEs) and other HR functions, including Talent Acquisition, Compensation and Benefits, and HR Operations. Lead HR projects and initiatives from strategic planning through implementation and evaluation. Present HR insights, workforce analytics, and strategic recommendations to senior management. Ensure HR programs and initiatives are scalable, measurable, and aligned with the organization's global people strategy. Qualifications and Requirements Bachelor's degree in Human Resources Management, Psychology, Business Administration, Organizational Development, or a related field. At least 8–10 years of progressive HR experience , with substantial exposure to HR Business Partnering and multiple HR disciplines. At least 3–5 years of experience in a managerial or leadership capacity . Experience supporting Global Business Services (GBS), Shared Services, BPO, or multinational organizations is strongly preferred. Strong background in strategic HR business partnering, talent management, learning and development, and organizational development. Demonstrated experience in developing and implementing HR analytics, workforce reporting, and data-driven HR strategies. Experience managing employee engagement programs, engagement surveys, and employee experience initiatives. Solid knowledge and hands-on experience in employee relations, workplace investigations, grievance handling, and Philippine labor laws. Experience in succession planning, competency frameworks, career development, and performance management. Proven ability to partner with senior business leaders and influence strategic people decisions. Strong analytical, communication, stakeholder management, problem-solving, and leadership skills. Experience working with regional or global HR teams and diverse stakeholder groups is an advantage. Key Competencies Strategic HR Business Partnering Talent Management and Succession Planning Learning and Leadership Development HR Analytics and Workforce Planning Employee Engagement and Experience Employee Relations and Conflict Resolution Organizational Development and Design Performance Management Change Management Stakeholder Management and Leadership Work Arrangement Hybrid work setup – 3 days onsite per week . Must be comfortable collaborating with local and international stakeholders. Show more Show less