Workforce Strategy And Branding Section Head  

Under the supervision of the Talent and Organization Development (TOD) Division Head the Workforce Strategy and Branding Section Head oversees the overall management of the University’s recruitment function from strategic workforce planning, profiling, sourcing, selection, and onboarding of support service employees, employee mobility, and workforce analytics. The position also oversees HR Communication specific to employer branding.

Main Duties and Responsibilities

I. HR Business Partnering and Accounts Management

1. Keeps track of updates and developments that affect the University as an organization, including its employees.
2. Partners with clients by understanding and addressing their needs, providing proactive solutions that meet present and long-term needs, and monitors progress of project plans and deliverables.
3. Liaises with assigned school unit for their HR-related concerns and requirements, and recommends new technologies for possible improvements in the efficiency and accuracy of work processes.
4. Keeps abreast with the latest HR practices, labor and employment laws and regulations, and professional requirements that affect HR policies and practices.
5. Keeps up to date with industry and general community trends both local and international and forecasts future job requirements, anticipating change in processes and work profiles.
6. Ensures the proper cascading and communication of recruitment matters to the designated audience.
7. Educates unit heads responsible for hiring on recruitment best practices including interviewing, selection and job offer negotiations.

II. Workforce and Branding Plans

1. Sets employer branding and acquisition strategies, ensuring alignment with the established employee acquisition philosophy of the University.
   • Designs, implements and monitors adherence to policies and procedures pertaining to employer branding and acquisition strategies.
   • Leads the discussion on how to analyze employee data generated by the different OHRMOD sections (from recruitment demand and supply, employee count, performance, attendance, benefits, retention etc.) and how it affects employee experience and retention.
   • Prepares a monthly and annual employment insight report, in coordination with the different OHRMOD administrators, and designs a program to communicate such data to concerned administrators.
   • Sets an HR communication plan with the intent of attracting, informing, retaining talents.
     • Collaborates with the different OHRMOD sections and Subject Matter Experts in developing various contents for the specific target audience.
     • Publishes various contents across different channels and coordinates with the University Marketing and Communications Office for proper communication alignment.
2. Develops recruitment key performance indicators specific to the units and employee classification, measuring success rate and effectiveness of sourcing strategies.
3. Works with all the section heads in the Talent and Organization Development (TOD) Division in determining workforce demand, and proactively maps out sourcing activities based on known and anticipated vacancies.
4. Conducts exit “interview” process and analyzes trends on reasons for employee transitions.
5. Consolidates the year-end reports prepared by the OHRMOD sections for discussion of top management about workforce requirements and realities.

III. Sourcing and Acquisition

1. Implements strategic sourcing methods and establishes professional networks for the Office and the University.
2. Manages client expectations by ensuring they are informed of the recruitment plans, and recommends alternative solutions and /or best options when challenges arise.
3. Conducts validation interview for upper management, executives, and several critical roles.
4. Monitors progress of recruitment deliverables.
   • Ensures that jobs are properly designed and documented, and that job levels have been properly assigned based on a review of the job description with to ensure proper control and alignment with current organization design; this process entails clearance from the Organization Capability and Succession Management (OCSM) Section Head, especially when jobs have been re-designed.
   • Ensures the prompt submission of complete employment documents (e.g. hiring/renewal/resignation/ending notices, compensation package, etc.) are submitted to the TR Section Head.
   • Monitors employee contracts (e.g. probationary employment, contract of special service engagements), and all other employee movements, ensuring that the units are able to make timely decisions on their employee’s employment status.
     • Coordinates such updates with the HR Operations Division for compensation and clearance purposes.
   • Approves routine transactions, and whenever required, informs hiring units of decisions in relation to the recruitment process.
5. Oversees the design, production, and issuance of identification and business cards.
6. Oversees the implementation of the orientation, onboarding, and socialization program of support service employees.
   • Communicates to the unit heads what are expected of them during a new employee intake.
   • Works with the Career and Learning Development (CLD) Section Head in designing an orientation, onboarding, and socialization program for the different employee groups.

IV. Workforce Metrics and Analytics

1. Ensures the accuracy of all data and reports generated.
   • Manages initialization of employee records, ensuring accuracy and completeness of submitted employee data.
   • Ensures that the records in the HRIS are accurate, by coordinating with the Total Rewards Section whenever there are clarifications or updates to be made.
2. Regularly provides updates related to the achievement of workforce strategies, tracking workforce requirements and any employee movements in the University, profiling of (un)successful hires, etc.
   • Produces weekly detailed tracking of total lead volume by day, leads to hire ratios and other relevant metrics.
3. Oversees the administration of employee separation procedures, and analyzes data to provide insights and recommendations to respective OHRMOD sections and units concerned on improving employee retention.
4. Regularly provides data that would show a picture of the current workforce and workforce situation in the University, including forecasts on workforce situations on short- and long-term horizons to help the University prepare for the future.
   • Coordinates with the section heads under the TOD Division on workforce plans of the units, employee count/statistics, and employee capability profile.
   • Works with the different OHRMOD sections in preparing a regular (e.g., mid-year, year-end) Office report to inform top management, and guide them in making decisions related to HR.

V. Section Management and Development

1. Sets the direction of the Workforce Strategy and Branding Head Section, and determines its operational goals in alignment with the TOD Division and Office goals.
   • Conducts strategic assessment and evaluation of the Section’s processes, programs and initiatives, ensuring continuous improvement, maintenance and adjustment in program design and delivery.
   • Regularly monitors the achievement of Section metrics and goals.
2. Oversees the development of policies in the Section, and provides inputs for the development of general HR policies.
3. Prepares and monitors the Section’s budget and expenditures, and recommends cost effective solutions for the TOD Division.
4. Ensures that members of the Section are up to date with best practices and adhere to employment laws and regulations.
5. Manages the performance of employees in the Section by setting standards/targets, monitoring and evaluating performance, and providing development opportunities.

VI. Perform other duties that may be required by the Immediate Supervisor and authorized representatives.

Education and Experience Requirements:

• Graduate of management, psychology, or any related course. MA or PhD will be an advantage.
• Eight (8) year experience conducting full life cycle of recruitment preferably in more than one industry and/or six (6) year experience in a similar role
• At least Four (4) year experience in organization branding, HR communications and report writing
• At least Five (5) year experience in managing and development a team, planning and budget management
• At least five (5) year experience in managing and partnering clients
• HandHands-on experience on applicant tracking system and HR database
• Sound knowledge on statutory labor requirements related to Recruitment and Selection, and Benefits
• Experience or knowledge on several work process improvement, organization design, people analytics
• Experience in an academic setting, an advantage

Knowledge, Skills and Abilities:

• Leadership skills
• Knowledge on various branding techniques and methodologies
• Knowledge on statutory labor requirements
• Advanced knowledge of recruitment process, including forecasting and sourcing
• Possesses strong facilitation and interview skills (asking right questions and active listening)
• Strong communication skills, able to disseminate information/message in various modalities for different stakeholders
• Ability to identify needs of clients, and make accurate assessments and recommendations
• Critical and analytical thinking, has the ability to connect patterns and see the implications of actions to other systems/processes, analyze large scale data (qualitative and quantitative), and come up with recommendations
• Must be open to learning and ambiguity; ability to effectively adjust and manage a variety unexpected situations
• Ability to manage multiple priorities as well flexibility to adapt to and change new systems and methodologies
• Ability to handle multiple projects at a time (attention to details and project management skills are must haves)
• Strong sense of urgency balanced with quality-result orientation
• Excellent interpersonal, partnering, negotiation skills; Has the ability to innovate and partner changes; able to collaborate and deal with different levels of stakeholders
• Strong knowledge on presentations and several MS applications (Excel, PowerPoint, Visio etc.)