HR Business Partner

Sunpride Foods, Inc.; Mandaue; Presencial; PHP 600.000 - 900.000; Jornada completa

Ventajas ofrecidas por este puesto de trabajo

Free Medical insurance includingdepend

Life insurance

Sick Leave & Vacation Leave pro-rated

Free shuttle service

Longevity pay

Birthday Token

Employee Engagement activities

Employee discount (10%) on all SFI out

Descripción de la vacante

Sunpride Foods, Inc. is seeking an HR Business Partner to align business objectives with employees and management in designated units.

This role serves as a strategic consultant to leadership, acting as a change agent and employee champion to ensure HR strategies directly support growth and organizational goals. The HRBP will partner with senior leadership on workforce design, engagement, and talent management while ensuring compliance with labor laws and HR policies.

Formación

• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
• 3+ years of progressive HR experience, with at least 2–3 years in an HR Business Partner or HR Generalist role supporting business leaders.
• SHRM-CP/SHRM-SCP, PHR/SPHR, or equivalent HR certification is a plus.

Responsabilidades

• Strategic alignment: Partner with senior leadership and dept. heads to understand business goals and develop tailored HR strategies.
• Workforce analytics: Analyze workforce trends and metrics to guide data-driven decisions and performance improvements.
• Organizational design: Identify human capital needs and provide guidance on organizational design, restructuring, and workforce planning.
• Employee relations: Manage and resolve complex employee relations issues with fair investigations.
• Advisory role: Serve as a trusted advisor to managers and staff, fostering a positive and inclusive work environment.
• Engagement initiatives: Implement engagement, retention, and recognition programs to improve morale.
• Talent management: Evaluate team performance and plan for succession; drive performance management processes.
• Recruitment partnership: Collaborate with talent acquisition to align hiring with future capabilities.
• Change management: Lead change initiatives to support transformation and growth.
• Learning and development: Identify training needs and work with L&D to deliver leadership development.
• Equity and inclusion: Promote EDI across HR policies and practices.

Conocimientos

Deep understanding of business ops, fi

Employment laws and compliance

HRIS proficiency and HR metrics

Stakeholder management

EQ and decision-making

Verbal, written, presentation skills

Educación

Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field (Master’s/MBA preferred).

SHRM-CP/SHRM-SCP, PHR/SPHR, or equivalent HR certification is a plus.

Descripción del empleo

PERKS & BENEFITS:

• Free Medical insurance including dependents (upon regularization)
• Life insurance (upon regularization)
• Sick Leave convertible to cash & Vacation Leave pro-rated upon regularization
• Free shuttle service
• Longevity pay
• Birthday Token
• Employee Engagement activities
• Employee discount (10%) on all employee SFI outlet stores

Job Summary

The HR Business Partner (HRBP) aligns business objectives with employees and management in designated business units. Serving as a strategic consultant to leadership, the HRBP acts as a change agent and employee champion, ensuring HR strategies directly support overall business growth and organizational goals.

Key Responsibilities

1. Strategic Business Alignment & Consultation

• Partner with senior leadership and department heads to understand business goals and develop tailored HR strategies.
• Analyze workforce trends and metrics to guide data-driven decision-making and performance improvements.
• Identify human capital needs and provide guidance on organizational design, restructuring, and workforce planning.

2. Employee Relations & Engagement

• Manage and resolve complex employee relations issues through fair, thorough, and objective investigations.
• Serve as a trusted advisor to managers and staff, fostering a positive, inclusive, and collaborative work environment.
• Implement employee engagement, retention, and recognition initiatives to improve morale and workplace culture.

3. Talent Management & Succession Planning

• Support line management in evaluating team performance, identifying high-potential talent, and planning for succession.
• Drive performance management processes (goal setting, mid-year reviews, annual evaluations, and performance improvement plans).
• Partner with talent acquisition teams to ensure recruitment strategies align with future business capabilities.

4. Change Management & Organizational Development

• Lead change management initiatives to support business transformation, growth, or operational shifts.
• Identify training needs for business units and partner with L&D teams to deliver effective management and leadership development.
• Promote equity, diversity, and inclusion (EDI) principles across all HR policies and business unit practices.

5. HR Operations & Compliance

• Ensure full compliance with federal, state, and local labor laws and industry regulations.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks.
• Collaborate with HR sub-functions (Payroll, Total Rewards, Talent Acquisition) to ensure seamless delivery of HR services.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field (Master’s/MBA preferred).
• 3+ years of progressive HR experience, with at least 2–3 years in an HR Business Partner or HR Generalist role supporting business leaders.
• SHRM-CP/SHRM-SCP, PHR/SPHR, or equivalent HR certification is a plus.

Technical Skills & Competencies:

• Deep understanding of business operations, financial metrics, and organizational dynamics.
• Strong working knowledge of employment laws, compliance standards, and employee relations best practices.
• Proficiency in HR Information Systems (HRIS) and the ability to interpret HR metrics.

Soft Skills

• Proven ability to build trust and influence stakeholders across all levels of the organization.
• High emotional intelligence (EQ) with strong mediation and decision-making skills.
• Exceptional verbal, written, and presentation skills.