HR Business Partner

Hyperstacks Inc.; Cagayan de Oro; On-site; PHP 600,000 - 1,200,000; Full time

Job summary

Hyperstacks Inc. is seeking a strategic HR partner to lead the Business Partnership & Org Effectiveness across the organization in the Philippines.

You will collaborate with leaders on org design, role clarity, workforce planning, and people priorities aligned to business goals, coaching managers on day-to-day people leadership, and guiding policy application. You will drive performance management, rewards administration, employee relations, onboarding, learning and engagement initiatives, and

Job description

Business Partnership & Org Effectiveness

• Partner with leaders on org structure, role clarity, workforce needs, and people priorities aligned to business goals.

• Coach managers on day-to-day people leadership: hiring decisions, team performance, employee experience, and policy application.

• Support organizational development initiatives including job description design, role expectations, and career development guidance.

Performance Management & Talent

• Own the end-to-end performance management process for probationary and regular employees: goal-setting support, review cadence, form distribution, completion tracking, calibration logistics, and documentation.

• Enable managers to deliver effective performance conversations, coaching, and feedback.

• Consolidate performance results and insights, compute/validate ratings, and maintain secure performance records.

Total Rewards, Payroll Partnership & Statutory Compliance

• Oversee compensation and benefits administration, ensuring all employee changes are properly documented and communicated.

• Lead processing and coordination of government-mandated benefits and requirements (SSS, HDMF/Pag-IBIG, PhilHealth, BIR tax updates, TIN processing).

• Represent Hyperstacks in transactions/requirements with relevant government agencies; prepare remittance files/reports and maintain compliance documentation.

• Partner with Finance on payroll and timekeeping governance: cutoffs, validations, deductions, benefits, and timely payslip distribution.

• Monitor attendance/OOO trends and advise managers on policy-aligned actions.

Employee Relations, Risk & Policy Governance

• Point person for Employee Relations: intake and triage concerns, lead or support investigations, and ensure due process for disciplinary actions.

• Provide manager guidance on conflict resolution, performance issues, and policy interpretation, ensuring fairness and consistency.

• Drive updates and communication of company policies/programs; ensure acknowledgments and compliance requirements are completed.

Talent Acquisition & Onboarding Experience

• Lead end-to-end recruitment for employees and non-standard hires (consultants/project-based/contractors), ensuring a consistent hiring process and strong candidate experience.

• Facilitate interview processes and decision-making with management; ensure prompt candidate feedback.

• Own onboarding strategy execution: orientations, background/reference checks, and Day 1 readiness, ensuring smooth ramp-up and complete documentation.

Learning, Development & Manager Enablement

• Assess training needs and gaps; build and execute training plans (technical, behavioral, leadership, and personal effectiveness).

• Partner with engineering/project leaders to align learning interventions to role requirements and performance outcomes.

• Track L&D KPIs, budget, and effectiveness; keep training records fully updated.

Engagement & Culture

• Drive employee engagement initiatives through surveys/pulses, insights, action planning, and follow-through with leaders.

• Lead employee programs and events (team building, outings, sports fest, Year-End Party, and other engagement activities).

• Strengthen internal communications around policies, programs, and employee experience moments.

HR Operations, Data & Service Delivery

• Ensure HR operations are reliable and confidential: 201 files, employee records, HR database updates, and document controls.

• Maintain people trackers and reporting (hiring funnel, headcount movements, timekeeping trends, ER themes, performance and training completion).

• Identify recurring issues and recommend process improvements to improve speed, quality, and employee experience.

Office Management (Admin & Workplace Support)

• Maintain secure hard-copy and soft-copy filing systems for HR and office documents; ensure document tracking and safekeeping.

• Manage outgoing/incoming document transmittals and monitoring (receiving, routing, archiving, retention discipline).
  Support workplace operations coordination as needed (basic supplies/processes, employee office-related requests, vendor coordination if assigned).

• Prepare HR and office-related communications/correspondence; ensure timely distribution of announcements and employee notices.

• Uphold basic workplace organization standards (e.g., filing discipline, 5S practices) and support a well-run office experience.
  

WHAT SUCCESS LOOKS LIKE

• Leaders view HR as a trusted partner with clear guidance on org needs, performance, and people decisions.

• Performance cycles run on time with high completion, strong documentation quality, and consistent outcomes.

• Payroll, benefits, and statutory compliance are accurate, timely, and audit-ready (SSS/HDMF/PHIC/BIR).

• ER issues are handled fairly, consistently, and quickly, with proper documentation and risk controls.

• Hiring and onboarding deliver a smooth experience: responsive candidate comms, Day 1 readiness, complete requirements.

• Engagement initiatives translate into visible actions, strong participation, and improved sentiment/retention signals.

• HR data and records are clean, secure, and reliable for decision-making.

• Office operations feel organized and dependable: documents are controlled, requests are handled promptly, and workplace coordination runs smoothly.