Sr. Team Lead, Human Resources

POSITION TITLE: SENIOR LEAD – HUMAN RESOURCES
REPORTING TO: Global Manager for Human Resources
LOCATION: Cebu, Philippines
Summary Description:
The Human Resources Senior Lead will provide human resources support with regard to various HR-related processes, employee relations with our local Cebu team, and on-going HR-related projects. The Senior Lead will be a key transformational position that will be responsible for the execution of various HR-related tasks covering recruitment, continuous improvement, data analytics and employee engagement. The Senior HR Lead will lead a team of recruiters and be accountable for their performance, and undertake all hiring activities, from advertising open roles to interviewing candidates and closing hires. Apart from the recruitment function, the Senior Lead will also be tasked with Data Analytics on termination reports, attrition, demographics, survey results, etc. In addition, the role will spearhead continuous improvement initiatives to establish tracking mechanisms which will require a deep understanding of the core HR value-adding processes. The role will also manage the direct drivers for overall employee engagement across the entire site and work with the respective brand ambassadors across all functions to continually improve the overall employee experience.

Essential Responsibilities:
• Partners with key hiring managers and HR Team to perform recruiting and talent acquisition duties (setting-up interview schedules, conducting proactive recruiting searches, and creating new positions and on-boarding new hires).
• Lead a team of recruiters (typically between 2 direct reports) in their day-to-day tasks and be accountable for their performance; accomplishes directs’ performance assessments on specified timelines and whenever necessary, and actively guides and coaches recruiters to become better professionals. • Evaluate candidates, assess resumes and credentials, conduct pre-screening interviews and build a network of potential employees for complex/niche requirements and executive/leadership roles.
• Design and explain compensation and benefits packages to successful candidates and guide them through the onboarding process.

• Maintains and updates the Recruitment and Onboarding Module as the single source of truth for the Applicant Tracking System (ATS) leveraging the SuccessFactors platform.
• Performs audits on team’s work to ensure accuracy of information and data integrity. • Maintains all recruiting research, market intelligence data, salaries and reporting metrics with a high level of confidentiality; initiates efforts based on stakeholder requests and updates information when necessary. • Handles complex escalated recruiting issues and makes judgment calls based on available data and experience, taking into account DBS’ risk and controls framework. • Represent the recruiting function to business stakeholders, and actively contribute to strategic recruiting initiatives (e.g., workforce planning, talent management) • Actively track hiring metrics including time-to-hire, time-to-fill and source of hire; makes recommendations to team processes and ways of working to optimize recruiting function performance based on metrics.
• Design, distribute and measure the results of candidate experience surveys.
• Train and advise hiring managers on interviewing techniques and assessment methods.
• Host and participate in job fairs or hiring blitz programs.
• Maintain relationships with candidates throughout the hiring process and function as SME for best practices to retain engagement throughout the application journey.
• Provides local HR support for the organization to ensure clear communication and alignment to company HR policies and employee engagement initiatives.
• Builds relationships with business leaders, managers, and the HR team to help drive successful people strategies and programs; serves as leader in promoting positive employee relations.
• Collaborate with the Global HR Manager and the HR team on HR analytics to provide strategic partnership for Operations on data that impacts costs, hiring trends, attrition and other talent retention initiatives. • Leverage SharePoint as a pivotal tool in the streamlining and transformation of core HR functions such as the following:

o Onboarding Portals: Create dedicated onboarding sites for each new hire. These sites can host welcome messages, essential reading, forms to be filled out, and introductions to the team and company culture.

o Automated Workflows for Discipline Management: Use SharePoint's workflow capabilities to automate the disciplinary management process. For instance, workflows can be set up to alert Team Leads to trigger pertinent documents for administrative due process requirements and upload substantive evidence to track compliance with the local employment laws.

o Interactive Checklists: Develop interactive checklists for new employees. This can guide them through each step of the onboarding process, ensuring they don't miss critical tasks like submitting necessary paperwork or completing mandatory training.

o E-Learning Modules: Use SharePoint to host e-learning modules. These can range from interactive courses to simple instructional documents or videos. The integration with Microsoft Office also allows for easy creation and editing of training materials.

o Progress Tracking: Implement SharePoint lists or libraries to track employees' training progress. This setup can be used to monitor who has completed mandatory training and identify areas where employees might need additional support.

o Feedback and Improvement: Leverage SharePoint's survey features to gather feedback on training programs. Use this feedback to continuously improve the content and delivery of your training modules.

o Role-Based Access Control (RBAC): Implement RBAC in SharePoint to ensure that employees have access only to the data necessary for their role. This minimizes the risk of unauthorized access to sensitive information.

o Encryption: SharePoint encrypts data both in transit and at rest. Ensure that these features are enabled and configured correctly to protect data against interception and unauthorized access.

o Audit Trails: Utilize SharePoint’s audit trail capabilities to monitor who is accessing, modifying, or deleting HR documents. Regular review of these logs can help in the early detection of any unauthorized or suspicious activities.

o Secure Sharing Practices: Train HR staff on the SharePoint HR best practices for secure sharing of documents. SharePoint allows sharing of documents with external parties, but it should be done cautiously, preferably with additional security measures like password protection or expiration dates for shared links.

o Organized Document Libraries: Create well-organized document libraries for different categories of HR documents. A clear organization helps in managing access and retention policies effectively.

o Document Lifecycle Management: Implement document lifecycle management in SharePoint. This includes automating the archiving and deletion of documents in compliance with retention policies.

o Training and Awareness: Regularly train HR staff on the importance of data security and compliance, as well as on the proper use of SharePoint. This will keep everyone aware of the best practices and their role in maintaining security and compliance.

o Data Retention Policies: Establish and enforce data retention policies in SharePoint. This is crucial for compliance with laws and regulations regarding how long certain types of employee data should be retained.

o Rights Management Services: Use SharePoint's Rights Management Services to control what users can do with the information. For instance, preventing the printing or forwarding of sensitive documents can help in maintaining compliance.

o Regular Compliance Audits: Conduct regular audits to ensure that your SharePoint environment complies with relevant laws and regulations. These audits should assess both the technical setup and how data is being handled and shared.

o Continuous Improvement: Keep abreast of changes in legal requirements and advancements in SharePoint’s security features. Continuously adapt and improve your security and compliance strategies to stay ahead of potential risks.

• Brainstorm employee engagement processes and systems designed to motivate and reinforce the behavior of employees by working in tandem with the HR Leaders to improve organizational development.

Qualifications
Bachelor’s degree in Business, Human Resources or related field
Minimum of 6 years of experience in a generalist HR role with any Offshoring/BPO/IT/Shared Services industry.
Must have at least 2 years of experience in an HR leadership role.

Knowledgeable on current candidate assessment trends and sourcing techniques and keeps updated on how these can be applied to the organization.
Some experience in executive search and/or offshore recruiting will be optimal.
• Working knowledge of employment & labor law, benefits programs and the respective laws that apply.
• Experience with SharePoint to leverage opportunities for improvement of core Human Resources processes.
• Clear communication skills with ability to communicate with individuals at all levels of the organization.
• Strong interpersonal and influencing skills with the ability to establish and maintain effective working relationship with individuals at all levels within the organization.
• Some experience in project management with ability to support multiple projects effectively
• Excellent computer skills with advanced skills in Microsoft Office Suite (Excel, PowerPoint, Word, and Outlook) and SharePoint.
• Strong analytical, planning, and organizational skills with great attention to detail and focus on data integrity management processes, high proficiency in reporting and data analytics.
• Ability to use critical thinking and multi-task.
• Ability to quickly adapt in a fast-paced high-energy environment.

Preferred Qualifications
• High level of customer focus and ability to maintain a positive attitude at all times
• High level of proficiency in Microsoft Office products and SharePoint
• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists
• Ability to prioritize and multi-task in a fast paced environment
• Self-directed, positive and ethical role model able to work with minimal supervision
• Ability to be an effective team member and display initiative
• Ability to maintain a professional demeanor at all times with suppliers, internal customers and coworkers; fully observe Dover’s Code of Ethical Conduct, Employee Handbook “Personal Conduct of Employees” policies and ISO Quality System Standards

COMPANY OVERVIEW
Dover Business Services (DBS) is an independent business to business service provider within Dover Corporation, a diversified global manufacturer with annual revenues of $7.5 billion. DBS is accountable for delivering selected transactional services in Finance, IT and HR to the entire organization. With locations in Hamilton, Ohio, Dundee, Scotland and soon to be Suzhou, China, DBS centers operate across the globe to maximize service to our operating companies (OpCos).
Dover Corporation deliver’s innovative equipment and components, specialty systems and support services through four major operating segments: Energy, Engineered Systems, Fluids, and Refrigeration & Food Equipment. Dover combines global scale with operational agility to lead the markets we serve. Recognized for our entrepreneurial approach for nearly 60 years, our team of over 27,000 employees takes an ownership mindset, collaborating with customers to redefine what’s possible. Headquartered in
Downers Grove, Illinois, Dover trades on the New York Stock Exchange under “DOV.”