412 Vp Of Human Resources jobs in Makati City

We are seeking a Subject Matter Expert (SME) in Employee Relations (ER), Employee Engagement, and Strategic Total Rewards (Compensation & Benefits) with HR Analytics. This role will serve as the main point of contact for ER and CnB services, overseeing employee concerns, compliance with labor laws, statutory and company-initiated benefits, payroll and leave administration, and separation processes. The SME will also lead engagement initiatives, employer branding, and compensation benchmarking, while ensuring all reports, policies, and analytics are accurate and timely.

What is career growth for this position?

This track is ideal for HR professionals who want to transition from subject-matter expert to people leader or client account owner. Growth may look like:

• HR Operations Manager / HR Improvement Manager – overseeing multiple HR processes or client accounts, leading HR Generalists, ensuring consistency and compliance in execution.
• HR Manager / HR Business Partner – driving strategic workforce planning, implementing frameworks, and supporting organizational development across business units.
• Client Account Manager for HR Services – directly handling client relationships, ensuring satisfaction, and growing account value through solutions-based recommendations.

This role is an excellent stepping stone for mastering HR service delivery while sharpening client-facing and strategic HR skills.

Responsibilities:

Employee Relations & Engagement

• Serve as main POC for Employee Orientation and ER concerns.
• Handle employee issues, IRs, NTEs, and NODs in line with company policies and due process.
• Conduct employee engagement surveys and drive initiatives anchored on the company's 11 core values.
• Develop and implement an Employer Branding Strategy.
• Lead employee engagement events and morale-boosting activities.
• Provide recommendations to clients based on engagement data and ER trends.

Compensation & Benefits / Strategic Total Rewards

• Administer statutory benefits (SSS, PhilHealth, Pag-IBIG) and company-initiated benefits.
• Manage timekeeping, payroll, and leave administration.
• Conduct salary benchmarking and recommend adjustments to ensure competitiveness.
• Submit quarterly compensation reports with HR analytics insights.
• Review and update policies and employee handbooks.
• Recommend compensation strategies or benefit enhancements to clients as value-add solutions.

HR Analytics & Reporting

• Weekly: Employee Masterlist, Open Positions, Separation Status, Employee Concerns, IR/NTE/NOD Summary, Policy Updates, Ticket Monitoring, Pending Tasks.
• Monthly: Changes & Developments, Timekeeping, Attendance, BCP Reports.
• Quarterly: Compensation Reports, Engagement Updates.
• Analyze HR data to provide insights and actionable recommendations to management and clients.

Records & Compliance

• Maintain accurate employee records and ensure DOLE compliance.
• Oversee separation and offboarding, ensuring compliance and smooth transition.
• Ensure data privacy and confidentiality of all records.

Process Improvement & Policy Development

• Guide and support HR Generalists, reviewing and validating their work.
• Identify and resolve process gaps through improvements or new process creation.
• Ensure changes are completed within the deadline from concept to closure.
• Monitor adoption and effectiveness of improvements, ensuring 100% delivery of intended business value.
• Maintain complete documentation including SOPs, KPIs, process maps, RACI charts, policy manuals, and training guidelines.
• Gather stakeholder feedback to measure rollout effectiveness.
• Identify trends in ER, CnB, or engagement data and recommend client-facing solutions that both improve client outcomes and create opportunities for additional services.

Minimum qualifications:

• Bachelor's degree in Human Resource Management, Psychology, Business Administration, Management, or any related field.
• At least 5 years HR experience with a focus on Employee Relations, Compensation & Benefits, or Engagement.
• At least 3 years HR operations, with a strong background in process improvement, documentation, or workflow enhancement.
• Proven ability to implement an HR process, policy, or system from scratch
• Hands-on experience in payroll administration, statutory benefits, and leave administration.
• Strong understanding of DOLE regulations and compliance requirements.
• Analytical skills to interpret HR data and produce reports.
• Effective communicator and facilitator, with the ability to engage clients and internal teams.
• Experience in client engagement and recommending HR value-add solutions.

Preferred qualifications:

• Background in HR analytics and use of dashboards, trackers, and reporting tools.
• Experience in employer branding and engagement program design.
• Familiarity with compensation benchmarking and total rewards strategy.
• Knowledge of drafting or revising employee handbooks and policies.
• Six Sigma or equivalent process improvement training.
• Experience in shared services or cross-departmental HR operations.

What are the benefits of the position?

• Birthday Gift
• Training and Development Programs
• Unlimited Career advancement opportunities
• Health Care Plan (HMO) with Dental and Vision upon regularization
• Group Life and Accident Insurance upon regularization
• Sick and Vacation Leave upon regularization. Unused sick leave credits are convertible to cash.
• Bereavement Leave of 3 days upon regularization
• Healthy and Encouraging Work Environment
• 13th Month Pay as mandated by the Philippine Government
• Government Mandated Benefits (SSS,PHIC and Pag-ibig)

We are seeking a Subject Matter Expert (SME) in Employee Relations (ER), Employee Engagement, and Strategic Total Rewards (Compensation & Benefits) with HR Analytics. This role will serve as the main point of contact for ER and CnB services, overseeing employee concerns, compliance with labor laws, statutory and company-initiated benefits, payroll and leave administration, and separation processes. The SME will also lead engagement initiatives, employer branding, and compensation benchmarking, while ensuring all reports, policies, and analytics are accurate and timely.

What is career growth for this position?

This track is ideal for HR professionals who want to transition from subject-matter expert to people leader or client account owner. Growth may look like:

• HR Operations Manager / HR Improvement Manager – overseeing multiple HR processes or client accounts, leading HR Generalists, ensuring consistency and compliance in execution.
• HR Manager / HR Business Partner – driving strategic workforce planning, implementing frameworks, and supporting organizational development across business units.
• Client Account Manager for HR Services – directly handling client relationships, ensuring satisfaction, and growing account value through solutions-based recommendations.

This role is an excellent stepping stone for mastering HR service delivery while sharpening client-facing and strategic HR skills.

Responsibilities:

Employee Relations & Engagement

• Serve as main POC for Employee Orientation and ER concerns.
• Handle employee issues, IRs, NTEs, and NODs in line with company policies and due process.
• Conduct employee engagement surveys and drive initiatives anchored on the company's 11 core values.
• Develop and implement an Employer Branding Strategy.
• Lead employee engagement events and morale-boosting activities.
• Provide recommendations to clients based on engagement data and ER trends.

Compensation & Benefits / Strategic Total Rewards

• Administer statutory benefits (SSS, PhilHealth, Pag-IBIG) and company-initiated benefits.
• Manage timekeeping, payroll, and leave administration.
• Conduct salary benchmarking and recommend adjustments to ensure competitiveness.
• Submit quarterly compensation reports with HR analytics insights.
• Review and update policies and employee handbooks.
• Recommend compensation strategies or benefit enhancements to clients as value-add solutions.

HR Analytics & Reporting

• Weekly: Employee Masterlist, Open Positions, Separation Status, Employee Concerns, IR/NTE/NOD Summary, Policy Updates, Ticket Monitoring, Pending Tasks.
• Monthly: Changes & Developments, Timekeeping, Attendance, BCP Reports.
• Quarterly: Compensation Reports, Engagement Updates.
• Analyze HR data to provide insights and actionable recommendations to management and clients.

Records & Compliance

• Maintain accurate employee records and ensure DOLE compliance.
• Oversee separation and offboarding, ensuring compliance and smooth transition.
• Ensure data privacy and confidentiality of all records.

Process Improvement & Policy Development

• Guide and support HR Generalists, reviewing and validating their work.
• Identify and resolve process gaps through improvements or new process creation.
• Ensure changes are completed within the deadline from concept to closure.
• Monitor adoption and effectiveness of improvements, ensuring 100% delivery of intended business value.
• Maintain complete documentation including SOPs, KPIs, process maps, RACI charts, policy manuals, and training guidelines.
• Gather stakeholder feedback to measure rollout effectiveness.
• Identify trends in ER, CnB, or engagement data and recommend client-facing solutions that both improve client outcomes and create opportunities for additional services.

Minimum qualifications:

• Bachelor's degree in Human Resource Management, Psychology, Business Administration, Management, or any related field.
• At least 5 years HR experience with a focus on Employee Relations, Compensation & Benefits, or Engagement.
• At least 3 years HR operations, with a strong background in process improvement, documentation, or workflow enhancement.
• Proven ability to implement an HR process, policy, or system from scratch
• Hands-on experience in payroll administration, statutory benefits, and leave administration.
• Strong understanding of DOLE regulations and compliance requirements.
• Analytical skills to interpret HR data and produce reports.
• Effective communicator and facilitator, with the ability to engage clients and internal teams.
• Experience in client engagement and recommending HR value-add solutions.

Preferred qualifications:

• Background in HR analytics and use of dashboards, trackers, and reporting tools.
• Experience in employer branding and engagement program design.
• Familiarity with compensation benchmarking and total rewards strategy.
• Knowledge of drafting or revising employee handbooks and policies.
• Six Sigma or equivalent process improvement training.
• Experience in shared services or cross-departmental HR operations.

What are the benefits of the position?

• Birthday Gift
• Training and Development Programs
• Unlimited Career advancement opportunities
• Health Care Plan (HMO) with Dental and Vision upon regularization
• Group Life and Accident Insurance upon regularization
• Sick and Vacation Leave upon regularization. Unused sick leave credits are convertible to cash.
• Bereavement Leave of 3 days upon regularization
• Healthy and Encouraging Work Environment
• 13th Month Pay as mandated by the Philippine Government
• Government Mandated Benefits (SSS,PHIC and Pag-ibig)

Job Type: Full-time

Pay: Php55,000.00 per month

Work Location: In person

We are seeking a Subject Matter Expert (SME) in Organizational Development (OD), Performance Management (PM), and Training. This role will serve as the main point of contact for OD and PM services, overseeing manpower planning, KPI and JD frameworks, appraisal processes, and training facilitation. The SME will also create, improve, and implement HR processes, policies, formats, and forms, ensuring alignment with company goals and SLA compliance.

Responsibilities:

Organizational Development & Manpower Planning

• Facilitate manpower planning, annual HR strategy sessions, and organizational design reviews.
• Ensure all positions have approved JDs, KPIs (using required syntax), and onboarding plans.
• Create and maintain a KPI library and validate KPI computations.
• Implement OD frameworks such as the 9-box grid model.

Performance Management

• Lead employee performance reviews, recommendations, and appraisal timelines.
• Develop and roll out PIPs (Performance Improvement Plans).
• Track probationary employees' 3rd and 5th month compliance through monitoring tools.
• Provide analysis of performance data and recommend interventions.

Training Facilitation & Capability Building

• Create, update, and improve HR processes, policies, formats, and forms.
• Partner with Trainers to prepare training materials and facilitate rollouts of new or updated processes.
• Act as the main POC for training facilitation services.
• Create an annual training plan based on gap analysis.

Client Value-Add Engagement

• Recommend KPI frameworks, appraisal methods, and performance interventions to clients based on data insights.
• Provide recommendations to clients on training programs and OD initiatives to close capability gaps.
• Propose organizational design and manpower planning improvements as value-add solutions.

HR Analytics & Reporting

• Weekly reports: Employee Movement, Org Chart updates, Recruitment status, New policies/processes, Ticket resolution updates, Pending tasks.
• Monthly reports: Employee Performance Review & Recommendations, Training and Development updates, OD changes and development.

• Quarterly reports: Training Effectiveness Reports, Performance Management Analysis.

• Analyze HR data to provide insights and actionable recommendations to management and clients.

Records & Compliance

• Maintain accurate OD, PM, and training documentation (SOPs, KPI dashboards, org charts, etc.).
• Ensure compliance with DOLE requirements, data privacy, and internal governance.

• Guide and support HR Generalists, reviewing and validating their work.
• Identify and resolve process gaps through improvements or new process creation.
• Ensure changes are completed within the deadline from concept to closure.
• Monitor adoption and effectiveness of improvements, ensuring 100% delivery of intended business value.

• Maintain complete documentation including SOPs, KPIs, process maps, RACI charts, policy manuals, and training guidelines.

• Gather stakeholder feedback to measure rollout effectiveness.

• Identify trends in OD, PM, or training and recommend client-facing solutions that both improve client outcomes and create opportunities for additional services.

Minimum qualifications:

• Bachelor's degree in Human Resource Management, Psychology, Business Administration, Management, or any related field.
• At least 5 years HR experience with a focus on OD, Performance Management, or Training.
• At least 3 years HR operations, with a strong background in process improvement, documentation, or workflow enhancement.
• Proven ability to implement an HR process, policy, or system from scratch
• Hands-on experience KPI development, appraisal tools, training facilitation, and OD frameworks.
• Exposure to performance frameworks (Balanced Scorecard, OKRs, KPI libraries).
• Knowledge of adult learning principles, gap analysis, and training effectiveness evaluation.
• Analytical mindset with ability to extract insights from performance and training data.
• Effective communicator and facilitator, with the ability to engage clients and internal teams.
• Experience in client engagement and recommending HR value-add solutions.

Preferred qualifications:

• Background in HR analytics and use of dashboards, trackers, and reporting tools.
• Six Sigma or equivalent process improvement training.
• Experience in shared services, cross-departmental, or client-facing HR operations.

What are the benefits of the position?

• Birthday Gift
• Training and Development Programs
• Unlimited Career advancement opportunities
• Health Care Plan (HMO) with Dental and Vision upon regularization
• Group Life and Accident Insurance upon regularization
• Sick and Vacation Leave upon regularization. Unused sick leave credits are convertible to cash.
• Bereavement Leave of 3 days upon regularization
• Healthy and Encouraging Work Environment
• 13th Month Pay as mandated by the Philippine Government
• Government Mandated Benefits (SSS,PHIC and Pag-ibig)

We are seeking a Subject Matter Expert (SME) in Organizational Development (OD), Performance Management (PM), and Training. This role will serve as the main point of contact for OD and PM services, overseeing manpower planning, KPI and JD frameworks, appraisal processes, and training facilitation. The SME will also create, improve, and implement HR processes, policies, formats, and forms, ensuring alignment with company goals and SLA compliance.

Responsibilities:

Organizational Development & Manpower Planning

• Facilitate manpower planning, annual HR strategy sessions, and organizational design reviews.
• Ensure all positions have approved JDs, KPIs (using required syntax), and onboarding plans.
• Create and maintain a KPI library and validate KPI computations.
• Implement OD frameworks such as the 9-box grid model.

Performance Management

• Lead employee performance reviews, recommendations, and appraisal timelines.
• Develop and roll out PIPs (Performance Improvement Plans).
• Track probationary employees' 3rd and 5th month compliance through monitoring tools.
• Provide analysis of performance data and recommend interventions.

Training Facilitation & Capability Building

• Create, update, and improve HR processes, policies, formats, and forms.
• Partner with Trainers to prepare training materials and facilitate rollouts of new or updated processes.
• Act as the main POC for training facilitation services.
• Create an annual training plan based on gap analysis.

Client Value-Add Engagement

• Recommend KPI frameworks, appraisal methods, and performance interventions to clients based on data insights.
• Provide recommendations to clients on training programs and OD initiatives to close capability gaps.
• Propose organizational design and manpower planning improvements as value-add solutions.

HR Analytics & Reporting

• Weekly reports: Employee Movement, Org Chart updates, Recruitment status, New policies/processes, Ticket resolution updates, Pending tasks.
• Monthly reports: Employee Performance Review & Recommendations, Training and Development updates, OD changes and development.
• Quarterly reports: Training Effectiveness Reports, Performance Management Analysis.
• Analyze HR data to provide insights and actionable recommendations to management and clients.

Records & Compliance

• Maintain accurate OD, PM, and training documentation (SOPs, KPI dashboards, org charts, etc.).
• Ensure compliance with DOLE requirements, data privacy, and internal governance.

Process Improvement & Policy Documentation

• Guide and support HR Generalists, reviewing and validating their work.
• Identify and resolve process gaps through improvements or new process creation.
• Ensure changes are completed within the deadline from concept to closure.
• Monitor adoption and effectiveness of improvements, ensuring 100% delivery of intended business value.
• Maintain complete documentation including SOPs, KPIs, process maps, RACI charts, policy manuals, and training guidelines.
• Gather stakeholder feedback to measure rollout effectiveness.
• Identify trends in OD, PM, or training and recommend client-facing solutions that both improve client outcomes and create opportunities for additional services.

Minimum qualifications:

• Bachelor's degree in Human Resource Management, Psychology, Business Administration, Management, or any related field.
• At least 5 years HR experience with a focus on OD, Performance Management, or Training.
• At least 3 years HR operations, with a strong background in process improvement, documentation, or workflow enhancement.
• Proven ability to implement an HR process, policy, or system from scratch
• Hands-on experience KPI development, appraisal tools, training facilitation, and OD frameworks.
• Exposure to performance frameworks (Balanced Scorecard, OKRs, KPI libraries).
• Knowledge of adult learning principles, gap analysis, and training effectiveness evaluation.
• Analytical mindset with ability to extract insights from performance and training data.
• Effective communicator and facilitator, with the ability to engage clients and internal teams.
• Experience in client engagement and recommending HR value-add solutions.

Preferred qualifications:

• Background in HR analytics and use of dashboards, trackers, and reporting tools.
• Six Sigma or equivalent process improvement training.
• Experience in shared services, cross-departmental, or client-facing HR operations.

What are the benefits of the position?

• Birthday Gift
• Training and Development Programs
• Unlimited Career advancement opportunities
• Health Care Plan (HMO) with Dental and Vision upon regularization
• Group Life and Accident Insurance upon regularization
• Sick and Vacation Leave upon regularization. Unused sick leave credits are convertible to cash.
• Bereavement Leave of 3 days upon regularization
• Healthy and Encouraging Work Environment
• 13th Month Pay as mandated by the Philippine Government
• Government Mandated Benefits (SSS,PHIC and Pag-ibig)

Job Type: Full-time

Pay: Php55,000.00 per month

Work Location: In person

Job Title: HR People Strategy

Location: Capitol, Pasig City

About LoveYourself

LoveYourself Inc. is a non-government organization that champions community health, empowerment, and well-being through inclusive programs in HIV awareness, mental health, and social care. Established in 2011, we continue to create safe spaces where people can thrive and live with dignity. Our HR team plays a vital role in enabling this mission by building a strong, engaged, and values-driven workforce.

Job Overview

We are seeking a dynamic and strategic HR professional to join our team as part of People Strategy & Workforce. This role will focus on talent management, employee engagement, organizational culture, stakeholder alignment, and employee relations to ensure that LoveYourself remains an inspiring and effective place to work.

Key Responsibilities

• Strategic Talent Management
• Drive recruitment and selection to ensure timely hiring of the right talent.
• Support internal promotion and career development opportunities.
• Monitor retention and workforce planning.
• Employee Engagement & Experience
• Lead initiatives to improve employee engagement and retention.
• Administer surveys, stay interviews, and engagement action plans.
• Organizational Development & Culture
• Champion culture-building and DEI (Diversity, Equity & Inclusion) programs.
• Support leadership development and organizational change initiatives.
• Business Alignment & Stakeholder Management
• Act as an HR partner to leaders and managers by aligning HR initiatives with organizational goals.
• Provide strategic workforce insights and participate in key business reviews.
• Employee Relations & Compliance
• Ensure compliance with labor laws and organizational policies.
• Handle employee relations, disciplinary cases, and conflict resolution.

Qualifications

• Bachelor's degree in Human Resources, Psychology, Business Administration, or related field.
• At least 3 years of relevant HR experience, preferably in HR Business Partnering, Organizational Development, or Employee Engagement.
• Strong background in employee relations and compliance is an advantage.
• Excellent communication, facilitation, and stakeholder management skills.
• Strategic mindset with ability to translate HR initiatives into organizational impact.
• Passionate about community service, inclusivity, and supporting LoveYourself's mission.

What We Offer

• Opportunity to contribute to meaningful advocacy work.
• Inclusive, values-driven work culture.
• Professional development and growth opportunities.
• Competitive compensation and benefits package.

How to Apply

Interested applicants may submit their CV and cover letter through Indeed or send directly to with the subject line: Application – HR People Strategy & Workforce .

#WeAreHiring #HumanResources #Jobs #LGBTQIA #HIVAwareness #JoinOurTeam #HR

Job Type: Full-time

Pay: From Php35,000.00 per month

Benefits:

• Additional leave
• Company Christmas gift
• Company events
• Pay raise
• Staff meals provided

Work Location: In person

Are you passionate about developing people, shaping culture, and building future-ready organizations? Join MaxiHealth and take on a high-impact role that combines strategy, culture, and people development across our nationwide clinic network.

This is your chance to design programs that grow leaders, strengthen teams, and transform culture—making a real difference for employees and the patients we serve.

What You'll Do

• Drive succession planning, career paths, and high-potential programs
• Enable impactful performance management and development planning
• Champion culture-building, engagement, and team effectiveness workshops
• Partner with leaders to enhance organizational design and collaboration
• Assess competency gaps and guide learning roadmaps
• Partner with Training on leadership and cross-functional programs
• Use data to shape workforce planning and HR strategy
• Lead rollouts of leadership onboarding, EVP, and recognition programs
• Be a change champion—driving adoption and buy-in across the organization

Qualifications

Education:

• Bachelor's degree in Psychology, Human Resources, Business Administration, or Organizational Development
• Master's Degree, MBA, or units in Organizational/Industrial Psychology, OD, or HR is an advantage

Experience / Knowledge:

• At least 5 years of progressive HR experience, with 3 years in Talent Management, Organizational Development, or related fields
• Background in program design and rollout (e.g., succession planning, performance management, engagement, leadership development)
• Skilled in facilitation, coaching, and leading workshops
• Proficient in HR analytics, dashboards, and talent reporting (Excel, Power BI, or similar tools)
• Strong project management and stakeholder management skills
• Excellent written and verbal communication; able to create clear, engaging presentations

Traits:

• Positive and collaborative attitude
• Strategic thinker with the ability to connect people programs to business goals
• Highly adaptable and resourceful in fast-paced, growth-oriented environments
• Data-driven yet creative in crafting people initiatives
• Passionate about developing talent and shaping culture

Next Steps: Required Application Form

To be considered for this role, please complete the following form:

Note: Failure to fill out the form may result in your application not being considered for interview.

Already submitted this form before? No need to resubmit. We'll review your past responses.

What We Offer

We offer competitive and meaningful benefits because we value our team:

• Guaranteed up to 15th Month Pay
• Quarterly Rice Subsidy
• Medicine Benefit
• HMO Coverage
• Life Insurance
• Convertible Leave Credits

Ready to join us?

Make a difference in everyday healthcare—apply today

Note:

If you've applied with us recently and were not selected, we kindly encourage you to reapply after six (6) months. This allows time for further growth and experience, and ensures we give every applicant a fair and refreshed consideration. We truly appreciate your interest and look forward to the possibility of reconnecting in the future

At JTI we celebrate differences, and everyone truly belongs.
46,000 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
Role Type
Temporary (1-year)

Reports to
Talent Management & Learning Development - Center Process Manager

Duty Post
Taguig City, Philippines

Application Deadline
October 9, 2025

Talent Management and Learning Development Specialist (Temporary)
The Talent and Learning Specialist ensures efficient service delivery to all partners, including entities, regions, and employees, in alignment with Service Level Targets. This role involves providing quality, timely, end-to-end service across all People and Culture (P&C) areas per Standard Operating Procedures (SOPs). Responsibilities include maintaining data within the GBS scope, preparing documents and certifications, generating reports, supporting communication within defined procedures, promoting the deployment of my JTI, collaborating closely with the market to ensure GBS processes are current, and updating SOPs to reflect system and process changes.

As the
Talent Management and Learning Development Specialist
in the area of
People & Culture - Service Delivery
, you will

• Ensure efficient delivery of Talent Management and Learning and services to all partners (Entities, HQ, JTI employees) in line with agreed Service Level Agreements.
• The responsibilities include timely completion and quality assurance of performance and talent reviews, handling employee nominations and follow-ups for training programs, coordinating the mentoring program including nominations and mentor/mentee matching, administering assessments per the Global Assessment Portfolio, handling access and analyzing usage of JTI Global Digital Learning platforms (such as Rosetta Stone, LinkedIn Learning, edX, Gartner), maintaining local Learning Catalogues in SuccessFactors, and being responsible for employee enrollment and session follow-ups in SuccessFactors, while addressing TM and L&D related queries and acting as an internal TM and L&D advisor within their area of responsibility.
• SOPs and related Documents Updates
• Talent and Learning Specialists updates the related working documents and procedures if case of changes. Updates Service Catalogue if the service becomes obsolete or a new service is added to the catalogue. Creates training documents, provides input to on-line learning modules, knowledgebase articles, one pager, etc.
• MyJTI Support
• Talent and Learning Specialist provides advisory support to JTI community on how MyJTI should be used, and what is the most appropriate and efficient way to request vital services from GBS. They collect user feedback and address it to MyJTI power users for further system improvements.
• Other tasks including
• Perform the vital onboarding/training/support activities for the new team members. Handle various tasks and projects as they arise and upon manager's request.

Requirements

• University degree or equivalent experience (Bachelor, Master)
• At least 1 year of validated and relevant experience in a multinational organization in a similar role preferably with hands on Success Factors and/or Mentorcliq experience.
• Experience in the area of learning and development is a plus.
• Fluent written and spoken English. Other languages would be an asset.
• Profound knowledge of Talent Management process and Learning & Development needs.
• Proven understanding of Success Factors (Talent Management and Learning and Development modules).
• Excellent knowledge of Excel.
• Strong Customer Service Mentality.
• Understanding cross-cultural sensitivity.
• Lean / 6-Sigma methodology knowledge is a plus.
• Excellent teammate, open minded and flexible.
• GBS related certification is a plus (Certified GBS Professionals Program, etc.

What To Expect
Expect wellbeing initiatives, flexible work arrangements, growth opportunities, and other benefits.

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 Talent Advisor > 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. If you need any specific support, alternative formats, or have other access requirements, please let us know.

Talent Management Specialist

As a Talent Management Specialist, primary role is to discover and secure exceptional talent for films, drama series, and new media projects. Expert in identifying potential, and passion for finding new faces will be crucial to our success.

Responsibilities:

● Talent Sourcing & Curation: Actively scout and identify new and emerging actors and on-screen talent for various productions.

● Exclusive Talent Identification: Identify and pitch potential exclusive talents that align with the company's current interests and specializations.

● Contract & Onboarding: Lead the onboarding process for new talent, ensuring the timely submission of contracts, profiles, and necessary documents.

● Administrative and Documentation: Prepare and maintain talent trackers, contact reports, and project timelines. Coordinate closely with the talent management team, finance and legal teams to ensure contract compliance and streamline payment processes.

● Market Analysis: Stay up to date on industry trends, new media platforms, and emerging talent to keep our pipeline fresh and competitive.

● Relationship Building: Develop and maintain strong relationships with other talent agencies, managers, and independent artists to build a robust network.

● Database Management: Maintain the talent prospecting database and provide key insights to senior management. ● Talent Development: Support career-building initiatives such as collaboration opportunities and internal activations.

Minimum Qualifications

● Bachelor's degree in marketing, Communications, or a related field.

● At least 2–3 years of relevant work experience in talent management.

● Strong communication, coordination, and talent-handling skills.

● Keen eye for detail when reviewing contracts and a meticulous approach to choosing talent.

● The ability to spot talent with high potential and align them with company goals.

Responsible for co-creating and executing talent management programs to develop and nurture talent and future leaders across the group to meet current and future business requirements. The role will co-create and implement learning and development strategies and programs, design career pathways and career progression opportunities in the organization and co-manage high-potential talent and succession management programs.

The role will be championing the creation of a learning culture across the group in collaboration with the CHRO, HRBL and Line Managers. Co-create and recommend a roadmap and/or change management interventions covering people, process and platforms to enable the organization to deliver its strategy, plans and programs.

Manage Learning and Development

• Co-create learning and development (L&D) strategies and targeted programs based on current and future business and competency requirements. This also includes conducting periodic strategy review and correction if L&D strategy is found not to meet business need or there is a change in business strategy and priorities.
• Define required financial resources for L&D and prioritize spending to invest in strategic organizational capabilities to enable current and future business strategies and objectives.
• Develop assessment and monitoring process to capture Ripple of Impact (ROI) of L&D strategy and programs.

Manage Organization Development

• Co-create the business case for organizational development and change interventions to build, embed and sustain people and organization resilience and effectiveness. Align organization development and change management interventions to support and enable business strategy and goals.
• Recommend / Co-create organizational and change management delivery model, including diagnostic tools to assess the organizations current and future capability needs and agility to respond organizational development and change management needs.
• Influence and play a part in the strategic development initiatives both at group and functional level strategy development sessions to ensure strong alignment of OD interventions and programs.

Performance Management

• Develop, implement and embed a performance management framework, ensuring policies and procedures and processes are robust and relevant to the needs of the business.
• Provide appropriate support, in collaboration with the Entity HR Heads, to line managers to cascade and communicate their objectives and key results (OKRs) to their team members and develop performance goals that are strongly aligned to the groups balance score card BSC and Entity OKRs.
• Co-create communication toolkit and support line managements to communicate overall performance appraisal ratings to their respective team members.
• Monitor and evaluate the effectiveness of the performance management system by analyzing data and feedback and developing continuous improvement actions.

Manage Talent Development and Succession Management

• Co-create, deploy and embed talent management framework and processes to identify, nurture and retain talents to meet current and future needs of the business.
• Recommend and implement talent assessment tools to support efforts to identify high performing and high potential emerging talents and future leaders across the company.
• rain and co-facilitate talent review and succession planning sessions together with entity Heads of HR across the company.
• Gather and analyze talent related data, in collaboration with the Lead, EX and People Analytics to derive insights on the effectiveness of talent management programs with the end in mind to further improve impact and relevance to the company.

Drive Career Management

• Co-create career development framework and toolkits to enable employees and take ownership of their career in Concepcion. This would include co-creating career pathways and role descriptions with reference to career and competency maps.
• In collaboration with the Entity Heads of HR, coach and enable line managers to provide consistent career development conversations with the end in mind to develop and nurture to enable them to reach their full potential and meet current, and future needs of the business.
• Plan and execute company-wide communication activities to build awareness and understanding of career structure and available options within the company.
• Gather and review feedback on effectiveness of the company's career development framework, policy and programs in sharing employee's career progression and identify / execute areas for improvement.

Undertake Analytics and Insights

• Correlate financial and workforce analytics to design HR metrics, identify causal relationships, analyze trend, and draw workable insights to facilitate decision-making in relation to nurturing talents and building future leaders across the company.
• In collaboration with the Lead, EX and People Analytics, develop insightful presentations derived from HR metrics and workforce analytics using dashboards or data visualization tools.

Requirements

1. Solid related work experience in the field of human resource, learning and organization development, or similar disciplines, with hands-on experience in developing and executing learning and development, talent management and development programs, organization review and design processes.
2. Bachelor's degree in psychology, behavioral science, organization development or social science is required.