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, Philippines

Job Family Group: Job Cat WD report test 1 (Inactive)

Worker Type: Regular

Posting Start Date: September 16, 2026

Business unit:

Experience Level: Experienced Professionals

Job Description:

Typically as HR Consultant (Country): PURPOSE • Define, design and lead implementation of country-specific projects and interventions to deliver the country People Agenda in support of the country business agenda. • Define, design and lead time-specific projects and interventions that enable delivery of the global Business or Function People Agenda in country. • Co-ordinate or execute projects and change initiatives, deployment of engage and perform and interventions to drive organisational capability.

ACCOUNTABILITIES • Collaborate with Country HR colleagues and/or HRBPs across Business and/or Function including JV and NOV environments. • Design, develop and implement specific interventions, solutions or programmes in support of the People Agenda for the country. • Define and contract the blend of HR (or other functional) resources locally required to deliver the intervention and contract with resources to deliver business-critical requirements. • Manage and co-ordinate delivery of defined interventions – leading cross-functional, cross-country and virtual team members where needed. • Manage cost-effective and timely local delivery of critical business change initiatives such as: o Country-specific organisational redesign and implementation including liaison with Country HR ER/IR and HR Operations specialists. o Implementation of country-specific D&I initiatives.

DIMENSIONS • Supporting the implementation of local initiatives and implementing local projects. • Scale of change impacts Team / Department / Country. • Is assigned work. • Business Agenda and/or associated People Agenda presents low complexity to build and improve organisational capability and to translate business strategy to people strategy (e.g. a relatively stable environment).

This job profile contains generic information and does not describe individual positions or required job competencies. Grading decisions will also depend on other factors.

Typically as HR Operations - HR Advisor: PURPOSE • Advise line managers on complex HR matters (e.g. performance management) • Provide end-to-end HR Advice to Line Managers and follow up support as necessary • Liaises with HR experts to get input on complex cases in order to provide informed guidance • Support line managers on tactical HR planning • Provide coaching & feedback to line managers, as well as to more junior colleagues in HR Advice.

ACCOUNTABILITIES • Responsible for delivering HR advice to employees and line managers; supporting managers with more complex HR-related cases. • Provide seamless end-to-end resolution of HR queries to line managers and employees. Queries may include, but not limited to: Exit/ Redundancy management; Policy guidance; Absence management; Leave, Retirement, Benefits advice • Collaborate with and support global/local HR Business Partners and Consultants with change initiatives. This includes, but not limited to: Country-specific organization redesign implementation; business/function ramp-up or demobilization events, requiring cross-HR co-ordination e.g. Talent, Integrated Resourcing and International Mobility. • Partner with line managers on most complex HR matters, provide operational as well as tactical HR support. For example, support line managers with performance management to heighten productivity; coach and support managers on team effectiveness strategies/resources. • Provide guidance and practical expertise to Line Managers on policy related issues to ensure the best performance of his/her team and the individuals within it. • Upon request, provide insight to line managers through analysis of data from Workday and other HR Systems. • Responsible for delivering great employee experience through pro-actively addressing employee and line manager needs. • Provide coaching and feedback to line managers, equipping line managers to deal with HR related matters correctly. • Establish strong working relationship with colleagues in country and the COEs to ensure the team can effectively partner when situation requires.

DIMENSIONS • Role reports to Country Operations Manager for given country.

This job profile contains generic information and does not describe individual positions or required job competencies. Grading decisions will also depend on other factors.

DISCLAIMER:

Certain positions within the organization may be subject to post-employment restrictions, including non-compete obligations. Additional details will be provided during the recruitment process where applicable.

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