HR Business Partner

Moongig; Manila; On-site; PHP 900,000 - 1,600,000; Full time

Job summary

Moongig is seeking an HR Business Partner to build and run the people function as the team grows in Manila. You’ll partner with the founders on org design, hiring, performance, compensation, culture, and ensure labor compliance for a Philippine-based company.

In year one, you’ll design the system and run it hands-on, then transition routine tasks to an HR associate or outsourced provider as the team scales.

Qualifications

• Bachelor’s degree in Human Resources, Psychology, Business Administration, or a related field.
• At least 6 years in HR, including 3+ as HR business partner or senior generalist advising leaders directly.
• Experience building HR processes at startups or fast-growing companies.

Responsibilities

• Design org structure, roles, levels, and headcount plans based on strategic goals.
• Own end-to-end talent acquisition: scoping, sourcing, interviewing, offers and closing.
• Lead performance cycles, compensation frameworks, and growth discussions with managers.
• Manage employee relations cases end-to-end and ensure compliance with Philippine labor law.
• Oversee HR operations: payroll, timekeeping, leave, and statutory remittances; manage HRIS and HR vendors.
• Build and communicate metrics on headcount, attrition, and hiring funnel.

Skills

HR leadership

Employee relations

Data-driven HR

English & Filipino comms

Education

Bachelor’s degree in HR/psychology/business admin or related field

Tools

Sprout HRIS

Salarium

Job description

Role Overview

We are hiring an HR Business Partner to build and run Moongig’s people function as the team grows. You will be the founders’ partner on org design, hiring, performance, compensation, and culture, and you will own the HR operations and labor compliance that keep a Philippine company in good standing.

In year one this role is hands-on: you design the system and you run it. As the team grows, routine operations move to an HR associate or an outsourced provider, and your time shifts toward partnering with leaders.

Key Responsibilities

Org Design & Workforce Planning:

• Turn company plans (funding milestones, new markets, product roadmap) into a headcount plan, budget, and hiring sequence
• Define roles, levels, and reporting lines as teams form across engineering, operations, and business development
• Advise the founders on whether to hire, contract, or outsource each function

Talent Acquisition:

• Own hiring end to end: role scoping with the hiring manager, sourcing, structured interviews, offers, and closing
• Set the hiring standard: scorecards, defined interview loops, and a consistent bar across teams

Performance, Compensation & Growth:

• Design and run the performance cycle: goal setting, mid-year and annual reviews, and regularization decisions at the end of probation
• Build the compensation framework: salary bands, benchmarking against Manila market data, and an annual review process
• Coach managers, many of them first-time managers, on feedback, underperformance, and development conversations
• Spot retention risks among key people and bring the founders a plan before they turn into resignations

Employee Relations & Labor Compliance:

• Handle employee relations cases end to end: investigation, due process under the twin-notice rule, documentation, and resolution, with legal counsel where needed
• Keep Moongig compliant with the Labor Code, DOLE rules, the Data Privacy Act (RA 10173), and the OSH Law (RA 11058), including all mandatory workplace policies
• Represent the company with counsel in DOLE inspections, SEnA conferences, and other labor matters
• Advise on worker classification for employees, project-based staff, and contractors
• Track funnel metrics (time to fill, offer acceptance, regularization rate) and report them monthly
• Build Moongig’s employer brand on LinkedIn, Jobstreet, and our careers page

HR Operations:

• Run or oversee payroll, timekeeping, leave, HMO and benefits, and statutory remittances (SSS, PhilHealth, Pag-IBIG, BIR, alphalist)
• Choose and manage the HRIS and HR vendors (payroll, HMO, insurance), and own the HR budget
• Keep employee records accurate, confidential, and audit-ready
• Run onboarding so new hires are productive in their first week, and offboarding so exits are clean

Culture & People Data:

• Turn the company’s values into practice in how we hire, review, recognize, and make decisions
• Run engagement pulses and stay interviews, and act on what they show
• Send the founders a monthly people report: headcount, attrition, hiring pipeline, engagement, open employee relations cases, and HR spend

Decision Rights

You decide: HR process design, interview structure, HR tools and vendors within the approved budget, onboarding and offboarding, and day-to-day policy interpretation

You recommend, the founders approve: the headcount plan, salary bands, offers outside band, new or changed policies, terminations, and anything with legal exposure

You escape the same day: any DOLE notice, labor complaint, harassment allegation, or data privacy incident

Minimum Qualifications

• Bachelor’s degree in Human Resources, Psychology, Business Administration, or a related field
• At least 6 years of experience in HR, including 3 or more as an HR business partner or senior generalist advising leaders directly
• Track record of building HR processes at a startup or fast-growing company, not only running existing ones
• Experience handling employee relations cases end to end under Philippine labor law, including due process and DOLE or SEnA matters
• Hands-on experience with Philippine payroll, benefits, and statutory compliance
• Experience building or managing a compensation structure using market data
• Comfortable tracking people metrics in a spreadsheet or HRIS and using them to make a case to leadership
• Clear, direct communication in English and Filipino, written and spoken

Nice to Have

• Experience in healthcare, staffing, or a marketplace business
• Experience hiring engineers and product people in Manila
• Exposure to cross-border hiring, employer of record setups, or teams in more than one country
• Experience setting up an HRIS such as Sprout or Salarium
• A graduate degree in HR or Industrial/Organizational Psychology, or an HR certification (SHRM, HRCI)