HR Business Partner

Confidential; Taguig; On-site; PHP 1,200,000 - 1,800,000; Full time

Job summary

Confidential in the Philippines seeks an experienced HR Business Partner to advise leaders on people and organization priorities, translating business needs into practical HR strategies. You will lead employee and labor relations matters in the Philippines, applying local labor law, policies, sound judgment, and fair process.

You will work closely with business leaders, HR teams, Legal, and regional or global partners to manage people risks and drive strategic HR initiatives across client groups.

Qualifications

• At least ten years of combined HRBP/employee relations or similar advisory experience.
• Strong knowledge of Philippine labor and employment law.
• Ability to translate legal analyses into practical business advice.
• Business judgment with curiosity about talent, organization, engagement, and culture topics.
• Ability to advise senior stakeholders with discretion and communication clarity.
• Fluent business English and strong written communication.

Responsibilities

• Build trusted relationships with business leaders and provide clear, practical advice on workforce priorities, organization effectiveness, leadership, talent, engagement, and culture.
• Translate business priorities into people plans, identify organizational and workforce risks, and recommend actions balancing business needs, employee impact, policy, and legal requirements.
• Lead or support organizational changes, workforce planning, talent reviews, succession discussions, performance management, and other people initiatives for assigned client groups.
• Coach leaders constructively using sound judgment and evidence to improve decisions and accountability.
• Connect leaders with HR specialists and service teams, clarify ownership, and help resolve cross-functional issues.
• Use of AI, HR data, employee insights, and external trends to identify patterns and recommend actions to leaders.
• Lead the HR management of employee relations matters, including investigations, due process, grievances, performance concerns, and sensitive cases.
• Advise on case strategy, documentation, consistency, proportionality, and risk while safeguarding confidentiality and dignity.
• Assess labor and employee relations implications of workforce actions, organizational changes, working arrangements, and policy decisions; recommend controls or mitigations.
• Partner with Legal on matters requiring formal interpretation, external representation, or engagement with authorities.
• Monitor developments in Philippine labor regulation and lead changes to policies and guidance.
• Maintain reliable case governance and documentation and drive preventive actions.
• Serve as the primary contact and HRBP for transformation and restructuring in the covered location.
• Lead local implementation of global and country HR processes; ensure alignment with business needs.
• Support leadership, engagement, inclusion, and change management activities.
• Review HR policies and manager communications for compliance and practical application.
• Contribute to country HR priorities and participate in cross-functional discussions.
• Promote company values and an inclusive environment.

Skills

Stakeholder management

Labor law knowledge

Analytical skills

Communication skills

Discretion

Education

Philippine law degree

Job description

We are an equal opportunity employer. We welcome applications from all qualified candidates and are committed to an inclusive hiring process.

About the Role

As an HR Business Partner, you will advise leaders on people and organization priorities and translate business needs into practical HR strategies. You will lead employee and labor relations matters in the Philippines, applying local labor law, company policies, sound judgment, and fair process. You will work closely with business leaders, HR colleagues, legal, and regional or global partners to manage people risks

Responsibilities

Strategic HR Business Partnering

• Build trusted relationships with business leaders and provide clear, practical advice on workforce priorities, organization effectiveness, leadership, talent, engagement, and culture.
• Translate business priorities into people plans, identify organizational and workforce risks, and recommend actions that balance business needs, employee impact, company policy, and legal requirements.
• Lead or support organizational changes, workforce planning, talent reviews, succession discussions, performance management, and other people initiatives for assigned client groups.
• Challenge and coach leaders constructively, using sound judgment and evidence to improve decisions and strengthen manager accountability.
• Connect leaders with HR specialist and service teams, clarify ownership, and help resolve issues that require cross-functional coordination.
• Use of AI, HR data, employee insights, and external trends to identify patterns, test assumptions, and recommend actions to leaders.

Employee and Labor Relations

• Serve as a subject matter resource on local labor law and employee relations, and translate legal and regulatory requirements into practical HR guidance.
• Lead the HR management of employee relations matters, including fact-finding, investigations, due process, disciplinary action, grievances, performance concerns, workplace conflict, and sensitive employee cases.
• Advise leaders on case strategy, documentation, consistency, proportionality, and risk while safeguarding confidentiality, procedural fairness, and employee dignity.
• Assess labor and employee relations implications of workforce actions, organizational changes, working arrangements, and policy decisions, and recommend appropriate controls or mitigation measures.
• Partner with Legal on matters requiring formal legal interpretation, external representation, litigation strategy, or engagement with government and labor authorities.
• Monitor developments in Philippine labor and employment regulation, evaluate their impact, and lead or recommend necessary changes to policies, practices, manager guidance, and employee communication.
• Maintain reliable case governance and documentation, analyze recurring themes, and recommend preventive actions such as policy clarification, manager education, or process improvement.
• Serve as the primary point of contact and HRBP responsible for transformation and restructuring exercises in the covered location

HR Programs Culture and Governance

• Lead the local implementation of relevant global and country HR processes, ensuring that programs are adapted to business needs and applied consistently.
• Support leadership and organizational capability initiatives, employee engagement actions, inclusion priorities, and change management activities.
• Review HR policies, guidelines, and manager communications for legal compliance, practical application, and alignment with company standards.
• Contribute to country HR priorities and projects, and represent the HR perspective in cross‑functional discussions when assigned.
• Promote company values and an inclusive work environment through credible advice, consistent decisions, and respectful handling of employee concerns.

Qualifications

• At least ten (10) years of combined experience in HR business partnering, employee relations, labor relations, employment law, or a closely related advisory role. Experience may come from an in‑house HR or Legal function, a law firm, or a combination of these environments.
• Strong working knowledge of Philippine labor and employment law, due process, disciplinary and performance cases, workplace investigations, policy governance, and labor‑risk assessment.
• Demonstrated ability to convert legal or technical analysis into clear, balanced, and workable advice for business leaders and managers.
• HR business partnering experience is an advantage. Candidates with primarily legal experience must demonstrate business judgment, curiosity about the broader people agenda, and the ability to develop across talent, organization, engagement, and culture topics.
• Confidence in advising and influencing senior stakeholders, including the ability to challenge constructively and communicate difficult messages with clarity and discretion.
• Strong analytical skills and the ability to use case trends, workforce data, and business context to support decisions and preventive action.
• High standards of integrity, confidentiality, organization, and follow‑through when managing sensitive and time‑critical matters.
• A Philippine law degree holder and active membership in good standing with the Philippine Bar will be an advantage. Candidates with another relevant degree may be considered if they have substantial, hands‑on expertise in Philippine labor law and employee relations.
• Fluent business English and strong written communication skills, including the ability to prepare concise case documentation, recommendations, policies, and presentations.