46 Hr Business Partner jobs in the Philippines

Description
· Cultivate Culture: Foster Amazon's customer-centric culture through partnering with operations leaders to build and foster a culture of associate engagement, customer centricity and ownership.
· Develop Large Leaders: Hire and develop big leaders who care about customers, about their people, about results.
· Operate Optimally: Obsess on improving and simplifying processes, tools, communication, and measures. Be a leader that never settles for good enough.
· Strategic business and thought partner to managers (client) at a site level and across the network as appropriate.
· Coach and consult managers and front-line leaders on associate facing concerns (performance, policy, etc.)
· Engage and influence stakeholders that interact with the business at a local and regional level.
· Enable Growth: Hire and develop wicked-smart.
· Provide guidance, direction or partner with Amazon and external HR partners (recruiting, benefits, employee relations, legal, etc.) to ensure delivery of HR services as per agreement with internal client.
· Contribute to the business strategy by helping business leaders to identify, prioritize, and build organizational capabilities, behaviors, structures, and processes.
· Planning and execution in the areas of HR operations, culture, organization growth and planning, employee engagement, workforce planning and recruitment, and talent management and development for the assigned client group.
In this position, you will partner with leaders across the Customer Service and Corporate Operations organizations to establish and implement HR strategies that foster the organization and people development for the department. In addition, the HR Business Partner will be an active member of the global Customer Service HR network and Corporate Operations HR team, driving and supporting cross-group initiatives with team members in the U.S., Costa Rica, India and Europe. You will need strong analytical skills and the ability to translate client goals into human resource capabilities needed to achieve results. You will also work on projects that not only impact the Customer Service and Corporate Operations in Seattle, but also on a global scale.
· This position will require support of an overnight associate population.
· Schedules for the HRBP will include day, night and overnight shifts as needed.
Basic Qualifications
· 5+ years work experience in an HR Generalist/Business Partner role including, performance management, change management, and employee communications.
· Bachelor's degree
· Superior employee relations and influencing skills.
· Strong verbal and written communication skills.
· Strong analytical skills. Experience using and presenting data to make decisions.
· Experience managing cross-functional projects and initiatives.
· Experience working with: Microsoft Office, project management software, SharePoint.
Preferred Qualifications
· Able to diagnose problems and identify and drive appropriate solutions
· Outstanding interpersonal and leadership skills; a role model for the use of the concepts and skills we teach and exceptional commitment to our Leadership Principles
· Able to manage workflow, with minimal oversight, in a fast-paced, frugal environment with multiple and sometimes changing priorities
· Able to work both on a team (as member and/or leader) and independently to deliver results · Master's preferred
Demonstrated experience in implementing process improvement using six sigma methodologies
Prior experience in managing HR projects that focus on process optimization, quality management or operational efficiency
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit for more information. If the country/region you're applying in isn't listed, please contact your Recruiting Partner.

Be the spark that brightens days and ignite your career with TTEC's award-winning employment experience. As a People and Culture Generalist working hybrid in Metro Manila, Philippines, you'll be a part of bringing humanity to business. #experienceTTEC
Our employees have spoken. Our purpose, team, and company culture are amazing and our Great Place to Work® certification in The Philippines says it all!
**What You'll Do**
You will support assigned business units and leaders to strategically address Talent needs. Develop and implement talent initiatives in support key business goals and strategies. You will also proactively identify human resource initiatives that will substantially enhance bottom line results and improve employee related gross margins.
You'll report to Director of People and Culture
**During a Typical Day, You'll**
+ Understand all key business initiatives and goals for each supported business area.
+ Deliver talent solutions to challenges affecting the success of the business.
+ Collaborate with team members to deliver outstanding talent initiatives to the business?
+ Develop a "Trusted Advisor" relationship with key leaders at multiple levels?
+ Partner with and leverage COE teams across human capital, total rewards, development, payroll, talent acquisition and legal.
+ Provide day-to-day performance management guidance (coaching, career development, disciplinary actions)?Manage and resolve employee relation issues?
+ Provide support for a variety of HC activities including employee relations, compensation administration, job evaluations, policy interpretation, etc?
**What You Bring to the Role**
+ Experience in SHRM or continued education.
+ Strong experience in multiple HR disciplines (total rewards, talent acquisition, performance management, employee relations, etc.).We do have Centers of Excellence this person would partner with.
+ Proven ability to build relationships of trust with leadership (Executive Director and Director level)?Ability to influence leaders and teams of differing viewpoints to create positive outcomes?
+ Strong written and verbal communication skills?
+ Ability to coach and influence people leaders
**What You Can Expect**
+ Supportive of your career and professional development
+ An inclusive culture and community minded organization where giving back is encouraged
+ A global team of curious lifelong learners guided by our company values
+ Ask us about our paid time off (PTO) and wellness and healthcare benefits
+ And yes. a great compensation package and performance bonus opportunities, benefits you'd expect and maybe a few that would pleasantly surprise you (like tuition reimbursement)
Visit for more information.
**About TTEC**
Our business is about making customers happy. That's all we do. Since 1982, we've helped companies build engaged, pleased, profitable customer experiences powered by our combination of humanity and technology. On behalf of many of the world's leading iconic and hypergrowth brands, we talk, message, text, and video chat with millions of customers every day. These exceptional customer experiences start with you.
TTEC is proud to be an equal opportunity employer where all qualified applicants will receive consideration for employment without regard to race, color, religion, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. TTEC embraces and is committed to building a diverse and inclusive workforce that respects and empowers the cultures and perspectives within our global teams. We aim to reflect the communities we serve, by not only delivering amazing service and technology, but also humanity. We make it a point to make sure all our employees feel valued, belonging, and comfortable being their authentic selves at work. As a global company, we know diversity is our strength because it enables us to view things from different vantage points and for you to bring value to the table in your own unique way.
#LI-Hybrid
**Title:** _HR Business Partner_
**Location:** _PH-Central Luzon-Pampanga_
**Requisition ID:** _0453X_

This role will be responsible for partnering with managers in executing HR strategies focusing on Talent Management, Employee Engagement, Talent Acquisition, Compensation & Benefits and Labor Relations for the vessel division.

Responsibilities:  

Talent Management

Partner with Business Unit Head in managing the talent management and development including establishing career path, building internal & external pipelines and align training planCoach and support key leaders in creating a robust development plan that meets business needsEnsure execution of processes that focus on building stronger groupManage and align the succession and retention planningCoordinate with the Talent Management Specialist in executing talent strategies to support the growth/strategic objectives of the organizationIdentify and assess organization effectivenessLead management of organizational changes and manage employees' expectations to avoid potential resistance with the change management

Employee Engagement

Plan and develop applicable activities in promoting motivation and engagement level of the employees

Talent Acquisition

Manage and monitor the department approved headcountKeep track of all resignations, retirement and terminationValidate the additional headcount request based on the budget, demand and volume of workProvide assistance securing necessary approval for the hiring requestMonitor the success rate for fill-upConfirm the hiring challenges align with the Talent Acquisition Team and Hiring ManagerExtend, discuss and negotiate approved offer to the identified candidate

Compensation and Benefits

Initiate discussion between the Total Rewards Department and Key Leaders in standardizing the Rewards & Recognition program for the employeesReview compensation of new hires, potential and critical talents for salary adjustment, upgrading and promotionConduct review and calibration with the Functional Heads on the Performance Evaluation and Performance Bonus Plan per DepartmentEnsure smooth and effective implementation of Benefits Administration in partnership with Shared Services

Labor Relations

Ensure facilitation and execution of LR strategies, guidelines and initiatives in ensuring industrial peace and sustainable organizationResponsible in reviewing incident reports and issuance of NTEFacilitate mediation and finalize the decisionPresent the updated Company Policy & Procedure on time.Provide reminder & guidance of the Company Policy & Procedure on a regular basisPartners with Corporate Legal in handling administrative cases and providing guidance to ensure due process is being observed to avoid manage future legal litigation in coordination

Exit Management

Facilitate exit interviews to all outgoing employees whether through resignation, retirement or terminationReview and evaluate the exit clearance of the separated employees, and ensure proper endorsement to the Total Rewards Department for final pay computationRequirementsMust possess a Bachelor's Degree in Psychology, Human Resource Management or any other relevant fieldMust have at least 8 years' experience in Human Resources, with prior experience in a Human Resource Business Partner rolePreferably with experience in an FMCG or Shipping industryMust have excellent Account Management skills, supported by excellent communication and presentation skillsThrives in a fast-paced and agile working environmentPossess skills in critical thinking, people management and leadershipHigh regard to confidentialityWilling to work within TondoBenefitsHMO CoverageMedical ReimbursementLife InsuranceLeave BenefitsAnnual Merit IncreasePerformance BonusRetirement Benefits

SUMMARY:
Under managerial direction in a matrix reporting set-up (functional to HR Director and operational to CSD), the role shall provide end-to-end account management support and services to achieve business objectives through people engagement/morale/retention and client satisfaction. The role shall serve as the Single Point of Contact (SPOC)/Consultant between the resources and Management/Back Office/Client on HR related matters/issues before, during and after a project assignment of resources. br>

ESSENTIAL DUTIES AND RESPONSIBILITIES (HRBP Role):

A. As Strategic Business Partner

• artners with the CSD/SDM (business leaders) to execute business strategies and tactics of the staff augmentation business that is mainly driven by talent supply-and-demand. Standard HRBP to Resources ratio at 1:80-150, depending on the dynamics of account. < r>• D velop, maintain and update files/records/systems of the IT skills and technology certifications of resources (supply) in order to efficiently address current and potential client requirements (demand) < r>• M intain and update Scheduling Workbook/System/Tracker to ensure that information is accurate and reliable and prepare/distribute template and on-demand reports as required. < r>• M nitor, report and help manage key metrics such as utilization (days present/work days of the month), chargeability (total hours worked including OT/total regular workhours of the month), involuntary and voluntary attrition (total leavers/total headcount on an annual average basis) and retention (Average tenure served per resource, per client measured monthly over time ) < r>• M nitor, Evaluate and position internal off-boarding resources to current requirements to sustain revenue stream as far as possible < r>• L aise with client POCs and end-users/PMs, as may be authorized by the CSD, to address, fulfil and predict client requirements < r>• A tend, participate and contribute during weekly/regular staffing and scheduling meetings and conference calls and provide value-adding updates and close pending action items and issues. < r>• O her related duties that may be assigned by Management from time to time. < r>

B. As Employee Champion

• W rk with business and HR leadership to balance and align resource career preferences/development goals, by understanding the Resource’s strengths and areas for development (technical and soft skills) vis-a-vis client requirement in order to afford our people with an engaging environment for professional growth.
• D rectly address and close out based on TAT all Level 1 requests, queries and concerns of Resources and escalate to the Center of Expertise/HR Specialist/concerned Back Office units ONLY when questions and queries are either novel or complex. < r>• C nduct regular and ad-hoc townhall meetings with Resources (per client) to cascade/disseminate new information/policies (originating from Corporate Office or Client), gather feedback, address grievances and appreciate/highlight exemplary performance of resources. < r>• C nduct employee discipline/Administrative case handling from gathering facts, issuance of NTE, case analysis and decision and issuance of NOD, under the guidance of the HR Director/business leaders in a timely, effective, and thorough manner, with utmost fairness to the employee. Always observe due process of law and ensure cases are airtight to avoid suits against the company. < r>• C nduct one-on-one resource coaching following the GROW coaching framework or any similar method and keep records of the same. < r>• D velop, empower, motivate and maintain a set of HRBP conduits per client to help champion employee well-being. < r>• P rform regular calls or FTF meetings with resources in accordance to approved intervals (1-30-60-90 days) and keep records of the same. < r>• O her related duties that may be assigned by Management from time to time. < r>

C. As Administrative Expert

• I sue inter-BU template announcements relating end-to-end resource management, from on-boarding to off-boarding, including updates while on-assignment, in a timely and accurate manner. < r>• F cilitate all on-boarding and off-boarding procedures, and obtain a good command of the Back-Office policies, SOPs, standards and procedures (Timekeeping, Accounting, Billing, NAG, Admin, ISMS etc) to ensure compliance < r>• P ocess all forms of documentation (contracts, extension letters, PAF, salary approval, AVRs, EOC/PC Notices, etc) via Docusign/Dynafile in a timely and accurate manner. < r>• R port to HRIS Custodian all requests for data changes in JPS (end dates, salaries, employment status, etc). < r>• F cilitate requests for CV update and ensure a, editable copy is saved in Dynafile for every case of CV updating to ensure that the right skills are properly highlighted in accordance to the requirement. < r>• P epare all forms of employment certification (COEs, with or without salaries) and coordinate with Center of Expertise on the issuance of client-specific on-boarding requirements. < r>• P epare regular and on-demand administrative reports and updates as may be necessary. < r>• O her related duties that may be assigned by Management from time to time. < r>

D. As Change Agent

• C ntinuously look for new and better ways of serving the client and resources < r>• P rticipate actively in Department-wide or Company-wide change initiatives like system development, process improvement and optimization < r>• P an, organize and facilitate any change (big and small) originating from client or Corporate Office/CSD that may affect our resources to ensure smooth transition by following, where applicable, the SCARF model of change management. < r>• O her related duties that may be assigned by Management from time to time. < r>
EDUCATION AND/OR EXPERIENCE:
Bachelor’s Degree in Psychology, Human Resources Management, or any Humanities or Business field; with at least 5 years of generalist HR experience.

Description
As the Sr. HR Business Partner, you will be responsible for the development of new programs that ensure adoption of Leadership Principals and values, across the site. You will also operate as the trusted partner to the Sr. Site leader and take an active role in developing coaching relationships along with developing the site leadership team. You will assist with the onboarding of senior leaders to site, ensuring that their onboarding and introduction to Amazon is effective and assimilates our Leadership Principals.
Organizational Development and Planning:
In this role, you will apply your deep business knowledge to inform long-term business decisions and priorities for your sites. You will partner with the business to drive the people strategy in context of the broader Worldwide CS Amazon strategy. You will partner with senior teams to lead the organization design and talent strategy to optimize business objectives, talent acquisition activity, organization capability, communication plans and succession planning. You will also be responsible for setting the site HR strategy and goals integrating wider CS Philippines HR priorities.
Organizational Health:
You will engage with leaders in order to address workplace environment, team and employee engagement, retention issues, identify projects, programs and workplace systems to remedy. You will be able to identify larger risks with complex or sensitive investigations and engage legal counsel as needed. You will set strategy for compliance initiatives, directing change management as required.
Talent Management & Development:
As the Sr. HR Business partner, you will partner with leaders to evaluate Talent Management metrics relative to the site, You will develop a talent strategy for your respective site utilizing critical roles, top talent movement, forward looking promotions and succession planning. You would also collaborate with the business on compensation and benefits to ensure total rewards programs continuing to effectively attract and retain employees. You will foster a culture of Leaders developing Leaders, drive development of Sr. leaders and help define success metrics across levels.
People Management:
You will demonstrate the ability to attract senior talent from multiple functions from inside and outside of Amazon. You will be required to teach others how to determine the performance and leadership bar, facilitate understanding of broader organizational tenets and strategic goals for department. You will audit site goals to ensure alignment against broader Philippines and worldwide CS goals, remaining accountable for your own team's performance against goals. You will be required to set high performance standards for your team, consistently challenging the bar and performance as well as effectively planning and advocating for people within your teams.
People Strategy:
You will develop and communicate the CS Philippines and site vision that supports the broader organizational vision. You will ensure team culture consistently demonstrates alignment with leadership principles and visibly ties department decisions to leadership principles and tenets. You will hold overall accountability for the development and delivery of the site HR Vision and Strategy in line with country and global business objectives, leadership principals and tenets, holding all HR team members to account for their contribution and delivery.
Key job responsibilities
- Attend all senior leader staff and planning meetings; work with the PXT leadership to advise and think long-term about the strategy for India CS PXT
- Take planning meetings into action through owning global PXT team meeting agendas, delegating on behalf of the PXT leadership, and following-up on all action items
- Drive coordination and facilitation of the Philippines CS PXT Monthly Business Review
- Research and help author key narratives, including MBRs/QBRs, Strategic Planning Session Documents, and contributions to OP1/OP2 docs
- Track Philippines CS PXT goals in partnership with PXT PM Leaders
- Own Philippines CS PXT Connections analysis, reporting, and action item follow-up
- Streamline reporting for easy consumption and distill data for further deep dive and Sr. Leader follow-up
- Respond to CS data/policy/practice inquiries on behalf of the PXT Leadership
- Support additional projects, as necessary.
Basic Qualifications
-Bachelor's degree in HR related field
-10+ years of experience leading, coaching, and mentoring direct reports and leading large HR teams with talented HR professionals
-Strong understanding of HR practices, employment laws and organizational development.
- Proven ability to use initiative in carrying out tasks
- Proven ability to prioritize tasks and to organize workload to assure that short timelines are met while having frequent interruptions.
Ability to analyze HR processes, identify inefficiencies and lead continuous improvement projects
Change management skills
Data driven decision-making skills with proficiency in HR analytics and metrics
Preferred Qualifications
- Strong Problem-solving and strategic thinking skills
- Knowledge of lean principles and other quality management frameworks
- Proven ability to prioritize tasks and to organize workload to assure that short timelines are met while having frequent interruptions.
- Master's degree in HR related field
Demonstrated experience in implementing process improvement using six sigma methodologies
Prior experience in managing HR projects that focus on process optimization, quality management or operational efficiency
Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit for more information. If the country/region you're applying in isn't listed, please contact your Recruiting Partner.

We are hiring for a Talent Management Head to lead the strategic direction and execution of all talent management initiatives for a premier real estate developer.This leadership role is pivotal in shaping the organizations culture, building high-performing teams, and ensuring a strong leadership pipeline through comprehensive programs in talent acquisition, employee development, engagement, succession planning, and performance management.

Key Responsibilities Talent Strategy & Workforce Planning

• Lead the development and implementation of a holistic talent management strategy aligned with corporate goals.
• Partner with senior leaders to understand workforce requirements and design scalable strategies for talent attraction, development, and retention.

Leadership Development & Succession Planning

• Design and roll out programs to identify, develop, and retain high-potential talent and future leaders.
• Manage succession planning for critical roles, ensuring leadership continuity across the organization.

Performance Management

• Oversee the performance management cycle, including goal-setting, performance reviews, feedback, and career development plans.
• Drive a culture of accountability, coaching, and continuous performance improvement.

Employee Engagement & Retention

• Champion engagement initiatives that foster employee satisfaction, recognition, and well-being.
• Create and execute retention strategies to minimize attrition and sustain a motivated workforce.

Learning & Development

• Lead the strategy and execution of training programs that support skill-building, compliance, and professional growth.
• Cultivate a learning culture across all levels of the organization.

Data & Insights

• Use HR metrics and analytics to evaluate program effectiveness and guide talent-related decisions.
• Provide regular talent insights and reports to executive leadership.

Governance & Best Practices

• Ensure compliance with labor laws and organizational policies in all talent programs.
• Stay updated on HR and talent trends to incorporate innovative practices into the organizations people strategy.

Qualifications

• Bachelors degree in Human Resources, Psychology, Business Administration, or a related field (Masters degree or MBA preferred).
• At least 8 years of progressive HR experience, including 3 years in a senior talent or HR leadership role.
• Strong background in building and executing talent management frameworks and leadership development strategies.
• Experience in fast-paced, dynamic organizations, ideally within real estate, FMCG, or multinational companies.

Key Competencies

• Strategic mindset with the ability to translate business goals into people initiatives.
• Strong leadership and stakeholder management skills.
• High emotional intelligence and capability in coaching and mentoring.
• Deep expertise in performance management, succession planning, and organizational development.
• Proficient in HR systems and data analytics tools.

Graduate of Psychology or Human Resources Management or Business Administration or related field
Minimum 10 to 15 years of HR experience with at least 5 years in a managerial capacity br>Extensive background in Employee relations, Compensation and Benefits, Recruitment and Engagement
In-depth knowledge of Philippine labor laws and government compliance requirements
Prior experience working in an industrial or construction industry
Has managed HR operations for organizations with at least 500 - 600 employees
Strong leadership, interpersonal and conflict-resolution skills
Proven ability to handle confidential matters with professionalism and discretion
Relevant certifications in labor law, employee relations or HR Management is an advantage

We are seeking a detail-oriented and proactive Human Resource Administrator to support our HR department in carrying out a wide range of administrative and operational HR tasks. This role is essential in ensuring efficient HR processes, maintaining accurate records, supporting employees, and helping to create a positive and compliant workplace culture.
br>Duties and Responsibilities:

1. Recruitment and Onboarding

HR administrators play a central role in attracting and bringing new talent into the organization.

Key Duties:

Job Posting & Advertising:
Write and post job descriptions on job boards, career websites, and social media platforms.
Application Management:
Collect and screen resumes to identify qualified candidates, and maintain applicant databases.

Interview Coordination:
Schedule interviews, communicate with candidates, and prepare interview materials. Conduct reference checks, background verification, and ensure documentation is complete before hiring. Prepare onboarding documents, introduce new hires to policies, assign onboarding tasks, and ensure a smooth integration into the company culture.

2. Employee Records Management

Pre-employment Checks:
Onboarding:
Maintaining accurate and up-to-date personnel records is crucial for compliance and HR operations.

Key Duties:

Record Keeping:
Create and maintain employee files, including personal information, job history, evaluations, and disciplinary actions.
Database Management:
Enter and update employee information in HRIS (Human Resources Information System) or other HR software.

Documentation Compliance:
Ensure all employee records are accurate, confidential, and meet legal and company policy standards. Monitor employee attendance, manage leave applications, and maintain leave balances.

3. Payroll and Benefits Administration

Attendance & Leave Tracking:
While HR administrators may not run payroll directly, they often support the payroll process and manage employee benefits.

Key Duties:

Data Collection for Payroll:
Collect and verify data on work hours, leave, overtime, and bonuses for payroll processing.
Benefits Coordination:
Assist with employee enrollment in benefit programs such as health insurance, retirement plans, and wellness programs.

Payroll Queries:
Address employee inquiries related to salaries, deductions, and benefit programs. Help distribute payslips and maintain payroll records for compliance.

4. HR Policy and Compliance

Payslip Distribution & Recordkeeping:
HR administrators help ensure the organization adheres to internal policies and external labor laws.

Key Duties:

Policy Communication:
Assist in disseminating HR policies to employees and ensuring understanding through handbooks or training.
Legal Compliance:
Ensure HR practices comply with labor laws, such as working hours, contracts, workplace safety, and non-discrimination.

HR Audits:
Assist in internal or external audits by organizing and providing required documentation.

5. Training and Development Support

HR administrators help coordinate employee development activities to support skill growth and career progression.

Key Duties:

Training Coordination:
Schedule training sessions, book venues or virtual platforms, and notify participants.
Tracking Development:
Maintain training records, track employee certifications, and follow up on training evaluations.

Support Learning Platforms:
Help manage Learning Management Systems (LMS) or training portals.

6. Employee Relations and Engagement

Building a healthy work culture starts with supporting good communication and employee morale.

Key Duties:

Employee Communication:
Serve as a point of contact for general HR-related queries.
Event Planning:
Help organize team-building activities, corporate events, recognition programs, and wellness days.

Conflict Support:
Support managers and HR personnel with administrative tasks related to disciplinary action or conflict resolution.

7. General Administrative and Office Support

As part of a larger HR team, administrators handle a wide range of day-to-day office support duties.

Key Duties:

Correspondence:
Draft emails, memos, and letters on behalf of the HR department.
Calendar Management:
Schedule HR meetings, interviews, and employee reviews.

Report Generation:
Compile HR reports and dashboards (e.g., turnover rates, absenteeism, hiring metrics).Ensure HR department supplies (forms, office materials) are stocked.

Skills:

Attention to Detail: Accuracy in handling employee data and documents.
Confidentiality & Integrity: Handle sensitive information with care and discretion.
Communication Skills: Clear written and verbal communication with employees and stakeholders.
Tech Savviness: Familiarity with Microsoft Office, HRIS, payroll software, etc.
Time Management: Ability to prioritize tasks in a busy HR environment.
Job Type: Full-time

Schedule:


10 hour shift
8 hour shift
Work Location: In person

The Human Resources Manager will oversee HR functions related to recruitment, training, performance management, and compliance for drivers, checkers, and other positions within the Truck Garage. The role involves ensuring efficient workforce planning, promoting employee engagement, and maintaining a productive and harmonious work environment tailored to the unique needs of the team.
br>Responsibilities:

• Manage HR-related documentation, contracts, and policies. < r>• Provide administrative support for HR initiatives, including employee events, recognition programs, and internal communications < r>• Manage the staffing process, including recruiting, interviewing, hiring, and onboarding for drivers, checkers, and other positions within the Truck Garage. < r>• Act as a liaison between employees and management, addressing concerns, resolving conflicts, and promoting a positive workplace culture. < r>• Provide guidance and support on employee behavior, compliance with company policies, and legal requirements. < r>• Establish clear performance expectations for all garage-based employees and ensure alignment with company goals. < r>• Handle confidential information and personal data in accordance with data protection laws. < r>• Oversee employee shift scheduling to ensure proper coverage for the garage's operations. < r>• Monitor attendance, handle absenteeism, and manage leave requests effectively. < r>• Ensure staffing levels meet operational requirements and that new employees are onboarded efficiently. < r>• Administer project safety, accident, and hazard communication programs to maintain safe work environments. < r>• Conduct investigations of accidents and injuries through employee interviews, equipment inspections, and site inspections, ensuring the integrity of personal protective equipment, materials, and job-site-specific gear. < r>• Ensure employees adhere to company policies and procedures. < r>• Perform other duties that may be required from time to time < r>
Qualifications:

• Bachelor’s degree in Human Resources, Psychology, or a related field.
• In-depth knowledge of employment laws and regulatory compliance. < r>• Strong leadership, communication, interpersonal, and conflict resolution skills. < r>• Proven ability to manage workforce planning, succession management, retention, and employee engagement initiatives. < r>• Excellent verbal and written communication skills. < r>• Ability to effectively manage multiple projects with competing priorities in diverse and challenging environments. < r>• Strong analytical and problem-solving skills. < r>• Attention to detail and a commitment to producing high-quality work. < r>• Effective teamwork and collaboration abilities.