HR Business Partner

Quantrics; Hinoba-an; On-site; PHP 700,000 - 1,100,000; Full time

Job summary

Quantrics is seeking an HR Business Partner to serve as a strategic and operational partner to BPO operations leaders, aligning people strategies with business goals in a fast-paced, high-volume environment.

This role focuses on employee relations, policy compliance, performance management, attrition analysis, and engagement initiatives, delivering insights to drive client satisfaction and workforce experience while handling confidential information with discretion.

Qualifications

• Bachelor's degree in HR, Psychology, Business Management or a related field.
• Minimum of 4-5 years of experience in HR roles, with a focus on HR Business Partnering.
• Experience with HRIS and other HR software applications is an advantage.

Responsibilities

• Align HR initiatives with account goals and labor laws.
• Provide guidance on employee relations and discipline.
• Ensure compliance with labor laws and update HR policies as needed.
• Address disciplinary actions and maintain fair processes.
• Support performance management, goal setting, and evaluations.
• Leverage HR data to provide actionable insights for reviews.
• Develop initiatives to improve employee engagement and experience.
• Analyze attrition drivers with Ops leaders and design retention strategies.

Skills

HR Expertise

Business Acumen

Relationship Building

Communication

Problem Solving

Change Management

Collaboration

Employment Laws

Discretion & Confidentiality

Analytics

Education

Bachelor's degree in HR/Related field

Tools

HRIS

Job description

The HR Business Partner (HRBP) serves as a strategic and operational partner to BPO operations leaders, driving people strategies that directly impact business performance, client satisfaction, and employee experience.

This role is responsible for aligning HR initiatives with account/program goals (e.g., attrition, productivity, CSAT, revenue) while ensuring compliance with Philippine labor laws and fostering a high-performing, engaged workforce in a fast-paced, high-volume environment.

SPECIFIC DUTIES AND RESPONSIBILITIES

• Strategic HR Planning: Collaborate with business leaders to develop and implement HR strategies aligned with organizational goals.
• Employee Relations: Provide guidance and support in resolving employee relations issues including discipline management, ensuring fair and consistent treatment of employees.
• HR Policy and Compliance: Ensure compliance with all applicable labor laws and regulations. Review and update HR policies and procedures as needed.
• Discipline Management: Address and resolve employee misconduct or violations of Company policies and procedures. It involves maintaining a fair and consistent approach to enforcing disciplinary actions, promoting a positive work environment, and ensuring compliance with legal and ethical standards.
• Performance Management: Support the performance management process, including goal setting, performance evaluations, and feedback sessions.
• HR Analytics and Insights: Leverage HR data to provide actionable insights and recommendations and present insights during Ops and Stakeholder review.
• Employee Engagement: Develop and implement initiatives to enhance employee engagement, satisfaction, and overall employee experience.
• Attrition Management: Partners with Ops leaders to analyze attrition drivers and help design and implement retention strategies.

Others

• Performs other related tasks as required.

COMPETENCIES

Core Competencies (Must-have Competencies)

• HR Expertise: Possess a deep understanding of HR principles, practices, and policies. Stay updated with current HR trends and best practices.
• Business Acumen: Demonstrate a strong understanding of the organization's business goals and objectives. Apply HR strategies to support the achievement of these goals.
• Relationship Building: Build and maintain effective relationships with business leaders, stakeholders, and employees. Act as a trusted advisor, providing guidance on HR matters.
• Communication: Excellent verbal and written communication skills. Ability to effectively communicate complex HR concepts to a diverse audience.
• Problem Solving: Analytical mindset with the ability to identify and resolve HR-related issues and challenges. Develop proactive solutions to enhance employee experience and drive organizational success.
• Change Management: Proficient in managing organizational change initiatives. Assist in driving change and ensuring smooth transitions within the organization.
• Collaboration: Work collaboratively with cross-functional teams to implement HR programs, policies, and initiatives. Foster a culture of collaboration and teamwork.
• Strong knowledge of HR principles, practices, and employment laws.
• Proven experience in implementing HR programs and initiatives.
• Excellent interpersonal and communication skills.
• Ability to handle confidential and sensitive information with discretion.
• Strong analytical and problem-solving abilities.
• Experience in HRIS and other HR software applications is an advantage.

Complementary Competencies (Good-to-have Competencies)

• Exposure to multi-client or multi-site BPO operations
• Knowledge of DEI and wellbeing frameworks

QUALIFICATIONS

Educational Qualification/s

• Bachelor's degree in Human Resources, Psychology, Business Management or a related field.

Professional Qualification/s

• Minimum of 4-5 years of experience in HR roles, with a focus on HR Business Partnering.