561 Hr Business Partnering jobs in Taguig

This is a HR business-facing role who leads a team of generalists and/or specialists to partner with business leaders to provide specialist advices to the business throughout the employee lifecycle; attract, develop, engage, separate and plan.

As the main point of contact between HR and the business, the HRBP adopts a service excellence mindset and is passionate about addressing organizational and employees' needs and issues.

MAKING THE IMPOSSIBLE, POSSIBLE

APL Logistics provides innovative, global supply-chain solutions across Automotive, Consumer, Industrial and Retail markets. These solutions include Order Management, Distribution & Fulfillment, Customs Brokerage and Transportation products delivered across six regions. We also pioneered the use of visual data analysis and offer a robust Data Management and Analytics product suite to help you understand and solve complex problems that span systems and processes. Our brand was built alongside a culture of deep customer focus and attention, and we are known for providing flexible solutions to complex problems.

AT THE HEART OF OUR OFFERING IS A GLOBAL, CROSS-FUNCTIONAL ABILITY TO MANAGE CUSTOMER ORDERS FROM ORIGIN ALL THE WAY TO FINAL DESTINATION VIA A NETWORK OF GLOBAL PROFESSIONALS.

Strategies & Business Partnering

• Implement strategies cascaded down from management at country/location level.

• Work with different stakeholders throughout the employee lifecycle; identify the business requirements and provide HR's support to the business where necessary.

• Actively participate in various HR initiatives such as HR Awards, business outlook to become the Employer of Choice; gather buy-ins from employees and line managers.

Talent Management, Workforce & Succession Planning

• Engage in regular meetings with the business to review all people issues at country/location level; proactively understand current/future manpower needs; advise on resource planning options.

• Deploy organization's workforce plans to maximize productivity.

• Partner with business to craft robust succession plans for business-critical roles; work closely with Senior Manager, Regional HRBP to manage roles with broader scope (i.e. regional and global).

• Execute both short-term and long-term plans that aligns with business strategies and growth.

• Ensure compliance to regulatory for separated employees.

• Conduct exit interviews to gather feedback for better employee retention.

• Review turnover rates for the country/location and have clear action plans to manage turnover to prevent redundancies in the company.

• Coach line managers to manage involuntary exits due to redundancy or other reasons.

• Facilitate re-employment of employees beyond retirement age.

Recruitment & Onboarding

• Lead the recruitments and onboarding in the country and ensure alignment to business plans; ensure business needs are met timely.

• Identify the best sourcing channel to hunt for the right candidates in line with business needs.

• Guide hiring managers in selection of candidates through effective screening and assessment processes.

• Work with HR Senior Manager to review the talent acquisition process frequently for continuous improvement.

• Evaluate the effectiveness of recruitment agencies engaged and ensure quality delivery of standards according to SLA.

• Implement on/off-boarding processes in the country such as engaging new hires once they are identified (i.e. pre-onboarding).

• Guide line managers on onboarding new hires to enhance effectiveness of orientation and induction programmes.

• Analyse post-surveys of on/off-boarding processes and provide recommendations for improvements.

• Work closely with OD team to deliver employer branding activities.

Total Rewards & Payroll Governance

• In liaison with Global Rewards, provide proposal for employee promotions, salary adjustment requests.

• Follow up on the necessary approvals for any ad-hoc requests from the business such as salary increases, staff retention.

• Work closely with Global Rewards to roll out annual compensation review, payment of allowances at country level, CIP etc.

• Work closely with HR Director/Senior Director on mass retrenchment and/or hiring exercises.

• Ensure payroll is processed timely and accurately; activate contingency plans for service failure.

• Ensure monthly OT compliance with local legislations. Flag out non-compliance and work with the business to ensure corrective actions are taken.

• Work with HR Senior Manager to standardize and streamline payroll systems and processes in the region.

• Assess and evaluate payroll vendors and quality of services provided.

Regulatory & Compliance Management

• Ensure the HR compliance to regulatory (external) and company's SOPs (internal) and audits.

• Review existing processes, makes changes and set up new processes where required.

• Actively involved in the audit processes and ensure all open items are closed out timely and non-compliances are rectified.

• Participate in the internal peer audit initiatives cross countries/regions; flag out areas for improvements and share best practices.

Employees Engagement

• Initiate employees engagement, experiences and initiatives in the country.

• Lead HR team participate in Employer of Choice, encourage employees engagement surveys, managing the action plans etc.

• Collaborate with OD team on communications dissemination to employees; anticipate possible feedback and issues raised by employees.

• Participate in trial runs and provide inputs to L&D team in the training program design, delivery and post-training evaluation.

Performance Management

• Supervise the performance management processes from goals setting to performance management tools.

• Coach and educate line managers and employees on the adoption of performance management tools.

• Monitor and ensure Performance Improvement Plans (PIP) are in placed for the underperformers. Work closely with the business and employees to develop action plans and get their buy-ins.

• Track, manage and analyse data to identify patterns of underperformers at country level and introduce interventions early as required.

Financial Management & Leadership

• Responsible for the country's budget and ensure all spends are within budget.

• Manage the country's headcounts and salaries and fringes.

• Lead and coach the HR teams; ensure the teams are strong to support the business; inspire the teams to accomplish the department's objectives.

• Translate business and department's objectives into actionable plans for the team.

• General Experience
• Experience level enables job holder to provide leadership to others regarding HR
  
  related systems, processes and challenges (Over 3 to 6 years).
  
  Good general knowledge about supply chain and logistics industry
• Managerial Experience
• Experience of interpreting HR strategy and policy in order to set and deliver
  
  objectives within medium to long time frames (Over 1 to 2 years).
• Bachelor's degree or equivalent level in Business Administration, Management Studies, Human Resources or related fields.

This is a HR business-facing role who leads a team of generalists and/or specialists to partner with business leaders to provide specialist advice to the business throughout the employee lifecycle; attract, develop, engage, separate and plan.

As the main point of contact between HR and the business, the HRBP adopts a service excellence mindset and is passionate about addressing organisational and employees' needs and issues.

This is a HR business-facing role who leads a team of generalists and/or specialists to partner with business leaders to provide specialist advice to the business throughout the employee lifecycle; attract, develop, engage, separate and plan.

As the main point of contact between HR and the business, the HRBP adopts a service excellence mindset and is passionate about addressing organisational and employees' needs and issues.

Strategies & Business Partnering

• Implement strategies cascaded down from management at country/location level.

• Work with different stakeholders throughout the employee lifecycle; identify the business requirements and provide HR's support to the business where necessary.

• Actively participate in various HR initiatives such as HR Awards, business outlook to become the Employer of Choice; gather buy-ins from employees and line managers.

Talent Management, Workforce & Succession Planning

• Engage in regular meetings with the business to review all people issues at country/location level; proactively understand current/future manpower needs; advise on resource planning options.

• Deploy organisation's workforce plans to maximise productivity.

• Partner with business to craft robust succession plans for business-critical roles; work closely with Senior Manager, Regional HRBP to manage roles with broader scope (i.e. regional and global).

• Execute both short-term and long-term plans that aligns with business strategies and growth.

• Ensure compliance to regulatory for separated employees.

• Conduct exit interviews to gather feedback for better employee retention.

• Review turnover rates for the country/location and have clear action plans to manage turnover to prevent redundancies in the company.

• Coach line managers to manage involuntary exits.

• Facilitate re-employment of employees beyond retirement age.

Recruitment & Onboarding

• Lead the recruitments and onboarding in the country and ensure alignment to business plans; ensure business needs are met timely.

• Identify the best sourcing channel to hunt for the right candidates in line with business needs.

• Guide hiring managers in selection of candidates through effective screening and assessment processes.

• Work with HR Senior Manager to review the talent acquisition process frequently for continuous improvement.

• Evaluate the effectiveness of recruitment agencies engaged and ensure quality delivery of standards according to SLA.

• Implement on/off-boarding processes in the country such as engaging new hires once they are identified (i.e. pre-onboarding).

• Guide lines managers on onboarding new hires to enhance effectiveness of orientation and induction programs.

• Analyse post-surveys of on/off-boarding processes and provide recommendations for improvements.

• Work closely with OD team to deliver employer branding activities.

Total Rewards & Payroll Governance

• In liaison with Global Rewards, provide proposal for employee promotions, salary adjustment requests.

• Follow up on the necessary approvals for any ad-hoc requests from the business such as salary increases, staff retention.

• Work closely with Global Rewards to roll out annual compensation review, payment of allowances at country level, CIP etc.

• Work closely with HR Director/Senior Director on mass retrenchment and/or hiring exercises.

• Ensure payroll is processed timely and accurately; activate contingency plans for service failure.

• Ensure monthly OT compliance with local legislations. Flag out non-compliance and work with the business to ensure corrective actions are taken.

• Work with HR Senior Manager to standardise and streamline payroll systems and processes in the region.

• Assess and evaluate payroll vendors and quality of services provided

Regulatory & Compliance Management

• Ensure the HR compliance to regulatory (external) and company's SOPs (internal) and audits.

• Review existing processes, makes changes and set up new processes where required.

• Actively involved in the audit processes and ensure all open items are closed out timely and non-compliances are rectified.

• Participate in the internal peer audit initiatives cross countries/regions; flag out areas for improvements and share best practices.

Employees Engagement

• Initiate employees engagement, experiences and initiatives in the country.

• Lead HR team participate in Employer of Choice, encourage employees engagement surveys, managing the action plans etc.

• Collaborate with OD team on communications dissemination to employees; anticipate possible feedback and issues raised by employees.

• Participate in trial runs and provide inputs to L&D team in the training program design, delivery and post-training evaluation.

Performance Management

• Supervise the performance management processes from goals setting to performance management tools.

• Coach and educate line managers and employees on the adoption of performance management tools.

• Monitor and ensure Performance Improvement Plans (PIP) are in placed for the underperformers. Work closely with the business and employees to develop action plans and get their buy-ins.

• Track, manage and analyse data to identify patterns of underperformers at country level and introduce interventions early as required.

Financial Management & Leadership

• Responsible for the country's budget and ensure all spends are within budget.

• Manage the country's headcounts and salaries and fringes.

• Lead and coach the HR teams; ensure the teams are strong to support the business; inspire the teams to accomplish the department's objectives.

• Translate business and department's objectives into actionable plans for the team.

General Experience

Experience level enables job holder to provide leadership to others regarding HR related systems, processes and challenges (Over 3 to 6 years). Good general knowledge about supply chain and logistics industry.

Managerial Experience

Experience of interpreting HR strategy and policy in order to set and deliver objectives within medium to long time frames (Over 1 to 2 years).

We are seeking a talented individual to join our Talent Strategy Consulting team at Mercer Philippines. This role will be based in Manila, Philippines. This is a hybrid role that has a requirement of working at least three days a week in the office.

As a Senior Consultant, you will get the opportunity to broaden and deepen your consulting skills, work on complex and interesting projects and take ownership of specific project or content domains. You will have the opportunity to take the lead on client consultations, build your project coordination capability and support the development of junior consultants.

We will count on you to:

• Develop and implement strategies and materials to position Mercer Philippines as a leading employer within the industry.
• Champion talent assessments solutions for recruitment and talent development needs of clients
• Design and embed enterprise-wide talent frameworks aligned with strategic workforce needs, including succession planning and high-potential programs.
• Drive skills transformation projects by designing and delivering upskilling and reskilling programs
• Lead key initiatives to elevate the talent strategy brand and value proposition of Mercer Philippines

What you need to have:

• Tertiary qualifications in business and/or human resources are highly desirable.
• Ideally someone with experience in Assessments, Talent Management, and Human Resource Organizational Development
• Proven experience in HR and/or Consulting (related to Assessments, Leadership Development, Performance Management and Competency Framework)
• Strong background as a trusted business partner, with the ability to influence and collaborate across senior leadership.
• Expertise in designing and delivering enterprise-wide talent and succession programs.
• Proficiency in data analysis and presenting insights to executive audiences.

What makes you stand out?

• Strong project management skills with the ability to manage multiple initiatives simultaneously.
• Knowledge of talent assessment tools and methodologies is a major plus.
• Excellent stakeholder engagement and communication skills in dynamic environments.
• Experience building partnerships with employers and industry associations to support workforce initiatives.
• Adaptability, agility, and a hands-on approach in a fast-growing, changing environment.

Why join our team:

• We help you be your best through professional development opportunities, interesting work and supportive leaders.
• We foster a vibrant and inclusive culture where you can work with talented colleagues both locally and regionally to create new solutions and have impact for colleagues, clients and communities.
• Our scale enables us to provide a range of career opportunities, as well as benefits and rewards to enhance your well-being.

Mercer, a business of Marsh McLennan (NYSE: MMC), is a global leader in helping clients realize their investment objectives, shape the future of work and enhance health and retirement outcomes for their people. Marsh McLennan is a global leader in risk, strategy and people, advising clients in 130 countries across four businesses: Marsh, Guy Carpenter, Mercer and Oliver Wyman. With annual revenue of $24 billion and more than 90,000 colleagues, Marsh McLennan helps build the confidence to thrive through the power of perspective. For more information, visit , or follow on LinkedIn and X.

Marsh McLennan is committed to creating a diverse, inclusive and flexible work environment. We aim to attract and retain the best people and embrace diversity of age, background, disability, ethnic origin, family duties, gender orientation or expression, marital status, nationality, parental status, personal or social status, political affiliation, race, religion and beliefs, sex/gender, sexual orientation or expression, skin color, or any other characteristic protected by applicable law.

Marsh McLennan is committed to hybrid work, which includes the flexibility of working remotely and the collaboration, connections and professional development benefits of working together in the office. All Marsh McLennan colleagues are expected to be in their local office or working onsite with clients at least three days per week. Office-based teams will identify at least one "anchor day" per week on which their full team will be together in person.

We are seeking a proactive, business-minded and customer-focused Financial Planning and Business Partnering Head to oversee product and logistics costing and provide strategic financial support across Manufacturing and Supply Chain functions. This role plays a critical part in ensuring accurate cost structures, driving operational efficiencies, and enabling informed decision-making across the organization.

Key Responsibilities:

Product and Manufacturing Costing:

• Develop, implement, and maintain accurate standard costing for products, including raw and packaging materials, labor, and overhead.
• Analyze manufacturing variances (material usage, specification changes, labor efficiency, overhead absorption) and provide insight into root causes.
• Lead cost roll-up processes, ensuring alignment with BOMs and ERP systems.
• Partner with plant operations and engineering teams to evaluate cost impact of process or design changes, efficiency projects, productivity initiatives.

Logistics Costing:

• Track and analyze end-to-end logistics costs including freight, warehousing, customs/duties, and distribution.
• Allocate logistics costs accurately to products, customers, or geographies to support profitability analysis.
• Partner with the logistics and supply chain teams to identify cost-saving opportunities in transportation, warehouse operations, and route optimization.
• Monitor key logistics KPIs

Business Partnering:

• Act as a trusted financial advisor to Operations / Manufacturing and Logistics/Supply Chain teams.
• Provide financial input on logistics contracts, outsourcing decisions, network design, and make-vs-buy analyses.
• Translate complex cost and operational data into clear business insights and recommendations.

Financial Planning & Analysis:

• Support the budgeting and forecasting process, focusing on cost of goods sold, freight, logistics and warehousing expenses, and margin performance.
• Build financial models and scenario analysis to evaluate business cases and investment decisions.
• Develop cost dashboards and reports for internal stakeholders to monitor performance trends and KPIs.

Key Skills & Attributes:

• Analytical mindset with strong attention to detail.
• Excellent communication and stakeholder management skills.
• Ability to work collaboratively with Operations, Logistics, and Executive committee.
• Proactive and results-driven approach.
• Strong problem-solving and decision-making capabilities.

Qualifications:

• Bachelor's degree in Accounting, Finance, Supply Chain, or related field
• CPA/CMA/MBA preferred but not required.
• At least 7 years of experience in costing, FP&A, or business partnering roles, with exposure to both manufacturing and logistics environments.
• Strong knowledge of standard and actual costing methodologies, logistics cost structures, and inventory valuation.
• Experience in the food & beverage / FMCG industry is an advantage.
• Proficiency in SAP and advanced Excel skills.
• Experience with BI tools (e.g., Power BI, Tableau) is a plus.

By submitting your application, you are agreeing to be bound by Pepsi-Cola Products Philippines, Inc.'s Data Privacy Policy. Please be advised that your information may be processed in accordance with the said Policy.

For more information, please visit

Job Description

Project Role: HR IT Consultant

Location: Taguig City

Work setup: Hybrid

Shifting Schedule: Mid shift

Roles and responsibilities

• Project Management: Initiate and lead new projects in accordance with the established roadmap and prioritized digital demands, adhering to Project Management principles/Oversee the successful implementation, roll-out, and training for all enhancements and new functionalities

• Communication & Training: Maintain transparent communication channels with key users regarding ongoing activities and project statuses/Support implementation and utilization of intelligent Training Tools (Online Training Center)

• Change Management: Ensure compliance with ContiTech standards throughout all change processes/ Orchestrate comprehensive user acceptance testing and secure formal business sign-off

• Stakeholder Management & Networking: Identify and maintain regular, strategic communication with major stakeholders and influencers/Engage in substantive exchanges with providers and vendors to stay abreast of industry best practices and future project opportunities

• Knowledge Management: Commit to continuous learning and stay current with state-of-the-art HR technologies and standard utilization practices

Qualifications

• Bachelor's or master's degree in business administration or comparable degree

• Several years of professional experience in comparable role - with either LMS or Master data focused

• Experience in delivering IT solutions for HR, requiring technical knowledge without deep specialization

• Business knowledge related to HR Processes

• Willingness to travel occasionally

• Strong background in working with international and cross-cultural teams

Note: Interested candidate can directly reach out

HR Strategy & Transformation is a team of HR Professionals who specializes in select areas within HR to help our clients target and deliver values for their HR and Talent investments using a distributed delivery model, and can be deployed globally - onsite, near shore and offshore. Our projects can typically cover one or more of the below elements:

• Digital / Cloud HR – Cloud / Platforms process design, Digital HR, Digital Reskilling, Transformation change Management
• HR Operating Model – HR Op Model Design, Organization Design, Capability Enhancement
• Talent Management and Reskilling – Competency and Skills design, assessment and integration with HR & Talent processes, talent acquisition domain knowledge, learning journey planning and management
• Strategic Workforce Planning – Workforce planning and sizing, Workforce effectiveness analysis, planning, and optimization
• Process Excellence – HR & Talent Processes design, SSC design, innovation & Implementation
• HR Analytics – Data Visualizations, Impact Analysis, ROI Calculations, Pattern recognitions, Predictions

Qualifications - Analyst/Consultant:

• 2 to 5 years consulting experience with significant experience is in Human Resource Transformation space
• Fundamental understanding of the HR domains across the value chain and an awareness of key trends in the talent & organization world:
• Cloud / Digital HR
• HR Process
• HR Diagnostics / Analytics
• HR Technology
• Workforce Planning
• Talent Management including Recruitment, Performance Management, Competency Modelling, Career Framework, Reward Design, Strategic Role Assessment, etc.
• Design and deployment of HR Service Delivery Model across diverse set of organizations
• Desired knowledge of HRIT and ERP (Oracle/SAP/Workday)
• Knowledge of outsourcing business model of key HR processes
• Working experience with international clients is desirable

As an Analyst/Consultant you will be responsible for:

• Support the solutioning and design of projects with a variety of global clients
• Manage project delivery while engaging with multiple internal and external stakeholders, at the client site or otherwise
• Practice in developing the client base under the offering and work on business development and research initiatives

Qualifications Manager/Senior Manager:

• More than 8 years of consulting experience with significant years of experience in Human Resource Transformation and Talent Management related projects is desired
• Hands-on experience in HR transformation and Talent Management projects

• Need to have deep expertise in at least one or more of the following areas

• Cloud / Digital HR

• HR Process
• HR Diagnostics / Analytics
• HR Technology
• Workforce Planning

• Talent Management including Recruitment, Performance Management, Competency Modelling, Career Framework, Reward Design, Strategic Role Assessment, etc.

• Project Management of large HR Transformation engagements

• Design and deployment of HR Service Delivery Model across diverse set of organizations
• Desired knowledge of HRIT and ERP (Oracle/SAP/Workday)
• Knowledge of outsourcing business model of key HR processes
• Working experience with international clients is desirable
• Open to cross-country relocation.

As a Manager/Senior Manager you will be responsible for:

• Leadership responsibilities: Focus on growing the practice by ensuring the right strategies and actions are in place. Achieve the target metrics on productivity, utilization, geographic penetration, head count growth, controlling attrition and high degree of engagement from the team and maintaining exception delivery quality
• Engagement Management: Manage engagement risk, project economics including planning and budgeting, manage account receivables, define deliverable content, ensure buy-in of proposed solutions from top management levels at the client/ client team
• Business Development: Work as part of a joint global sales team to identify and win potential opportunities.
• People Development: Performs role of counselor and coach, provides input and guidance into the firms staffing process, and actively participates in staff recruitment and retention activities.
• Domain Development: Development of assets and methodologies, development of point-of-view, research or white papers, support development of marketing collateral, public speaking, and publication in industry periodicals.

Job Type: Full-time

Pay: Php50, Php100,000.00 per month

Benefits:

• Health insurance
• Life insurance

Work Location: In person

Company Description
Continental develops pioneering technologies and services for sustainable and connected mobility of people and their goods. Founded in 1871, the technology company offers safe, efficient, intelligent and affordable solutions for vehicles, machines, traffic and transportation. In 2022, Continental generated sales of €39.4 billion and currently employs around 200,000 people in 57 countries and markets.

Continental Global Business Services in Manila started in June 2012 as Veyance Technologies Inc. and was acquired by Continental AG in January 2015. On the same year, it legally changed the company name to Continental Global Business Services Manila Inc., which reflects its global presence as a full-fledged subsidiary of ContiTech Division in Continental AG.

GBS Manila is composed of five (5) main work streams, structured to make processes centralized, standardized, and in leveraged technology with the support of IT group, Continental Business Systems & RPA Competence Center.

It provides end-to-end, front-to-back services; from customer service, order management, purchasing, invoice to payment, credit and collection, full finance activities, data management, and HR services including payroll, employee benefits and talent acquisition; all built to meet its customers needs.

Job Description
We are looking for a motivated and collaborative HR IT Consultant to join our Global HR Solutions Team. In this role, you will play a key part in supporting and evolving our HR IT landscape, with a primary focus on Master Data and Compensation IT Solutions - currently implemented in SAP SuccessFactors.

As a member of our international team based in Hanover (Germany), Manila (Philippines), and Timișoara (Romania), you'll work in a dynamic, cross-cultural environment that requires flexibility and alignment with EMEA working hours. While your core responsibilities will center around SuccessFactors, you'll also have the opportunity to broaden your expertise by supporting solutions in other areas such as Talent Acquisition, Health, Mobility and Workforce Analytics.

If you're a proactive problem-solver with a passion for digital HR transformation - and you thrive equally in project and stakeholder management as well as hands-on cloud system implementation - this could be the ideal opportunity for you.

Project Management:

• Ensure adherence to efficient purchasing processes, including timely involvement of purchasing department and maintaining transparent communication
• Lead projects according to established Project Management principles, with a primary focus on IT realization and coordination of vendor and in-house resources
• Collaborate effectively with Business Process Consultants to define and align technical ContiTech standards for new projects and enhancements
• Implement and maintain technical ContiTech standards as close to standard as possible to maximize scalability and maintenance efficiency
• Deliver successful and timely implementation of enhancements and projects, including new functionalities and applications

Project Budget:

• Develop and track project requests as required
• Oversee and manage the purchasing process throughout the project lifecycle, including CEOS shopping card creation and payment procedures
• Generate and communicate accurate project budget updates through the forecast process
• Maintain high reliability of project Budget and Forecast, ensuring requested budgets are consumed or adjusted in a timely manner

Technical Documentation:

• Ensure the availability and quality of technical documentation for both vendor and internal development projects
• Maintain up-to-date and accurate information in internal documentation tools (LeanIX)

Change Management
:

• Develop comprehensive technical concepts for changes
• Execute changes and provide dedicated hyper-care support

Knowledge Management:

• Implement and utilize lessons learned across teams and Competence Centers
• Commit to continuous learning and sharing of state-of-the-art practices and standard utilization, including attendance at relevant IT fairs

Qualifications

• Academic Degree in Technology or Business Administration or comparable qualification
• Several years of professional experience in comparable role
• Experience in IT Solutions (for HR)
• Business knowledge related to HR is a plus
• Excellent communication and interpersonal skills to effectively collaborate with stakeholders at all levels
• High level of initiative and the ability to drive projects independently
• Customer-orientation with ability to understanding and meeting the needs of internal stakeholders, ensuring satisfaction and fostering long-term relationships.
• Business fluent English language skills (spoken and written)
• Willingness to travel occasionally

Additional Information
The well-being of our employees is important to us. That's why we offer exciting career prospects and support you in achieving a good work-life balance with additional benefits such as:

• Training opportunities
• Mobile and flexible working models
• Sabbaticals
• and much more.

Ready to drive with Continental? Take the first step and fill in the online application.

Job Responsibilities

• Act as a functional consultant for the project
• Identify gaps and propose / implement solutions
• Analyze & translate user requirements into functional specifications
• Perform system configuration / enhancements / fixes
• Accomplish required documents such as configuration manuals, HLD, RTM
• Create and execute sound test strategies, plans, and cases
• Provide implementation / deployment support and defect resolution.

Job Qualifications

• With at least 4 years of working experience as an SAP HR Functional Consultant.
• Exposure to end-to-end SAP full cycle implementation is a plus.
• Experience with SAP HCM submodules - Payroll (PY), Personnel Administration (PA), Organizational Management (OM), and Time Management (TM) is an advantage.
• Must be willing to work on a morning shift schedule and a hybrid setup in Ortigas, Pasig City (RTO will depend on the project/clients' need).