HR Business Partner - Compliance & People Operations

Expounder Corp.; Murcia; Hybrid; PHP 279,000 - 391,000; Full time

Job summary

Expounder Corporation is seeking an experienced HR Business Partner to own internal HR operations with emphasis on corporate/regulatory coordination, labor compliance, employee relations, internal recruitment, training and development, performance management and HR policies. This is not purely an administrative HR position.

The successful candidate should advise management on HR and labor-related risks, maintain compliant employment practices and documentation, coordinate with government

Qualifications

• Bachelor's degree in a related field is required.
• 5+ years of progressive HR experience preferred.
• Experience with SEC/BIR/corporate compliance is required.
• Strong knowledge of Philippine labor laws and DOLE requirements.

Responsibilities

• Advise management on HR and labor risks and ensure compliant employment practices.
• Coordinate with government agencies and external advisers as needed.
• Oversee internal recruitment, onboarding and HR documentation.
• Develop and standardize HR policies, templates, and processes.

Skills

HR Generalist

Employee Relations

Compliance

Education

Bachelor's degree in Psychology, HR Management, Business Administration, Legal Management or related field

Job description

Company: Expounder Corporation
Location: Bacolod City, Negros Occidental
Work Setup: Full-Time or Part-Time, On-Site / Hybrid
Employment Type: Regular Full-Time or Part-Time
Target Salary: ₱25,000-₱35,000/month, depending on experience and competency

Role Overview

Expounder Corporation is looking for an experienced HR Business Partner who will take ownership of the company's internal HR operations, with particular emphasis on corporate/regulatory coordination, labor compliance, employee relations, internal recruitment, training and development, performance management, and HR policies and documentation.

This is not purely an administrative HR position.

The successful candidate should be capable of advising management on HR and labor-related risks, maintaining compliant employment practices and documentation, coordinating with government agencies and external professional advisers, and building scalable HR systems as the company grows.

The role will work closely with the Founders/Management, OICs/Team Leads, employees, external accountant/corporate consultants, and legal counsel when necessary.

Key Responsibilities

Government & Corporate Compliance Coordination

• Maintain a compliance calendar covering recurring corporate, labor and HR-related requirements.
• Coordinate and monitor requirements involving SEC, BIR, DOLE, SSS, PhilHealth, Pag-IBIG and other applicable government agencies.
• Review documents prepared by external consultants/accountants for consistency with company records before management approval or submission.
• Maintain organized copies of filings, government acknowledgements, receipts, certificates and corporate records.
• Track deadlines and follow up proactively to prevent late, incomplete or incorrect filings.
• Coordinate SEC-related corporate documentation and reportorial requirements with the Corporate Secretary, management and external consultants.
• Assist management in verifying government submissions rather than relying exclusively on third-party consultants.
• Escalate discrepancies, potential violations or material compliance risks immediately to management.

Labor Compliance & Employee Relations

• Maintain compliance with applicable Philippine labor laws, DOLE regulations, labor standards, and company policies.
• Monitor changes in labor regulations and recommend necessary policy or operational changes.
• Review employment contracts, independent contractor agreements, NDAs, offer letters, employee handbooks, HR policies, notices, and related documentation from an HR/compliance perspective.
• Manage employee relations concerns, grievances, attendance issues, performance concerns, and disciplinary cases.
• Ensure proper due process for disciplinary actions, including notices, documentation, administrative conferences when necessary, and records.
• Advise management and supervisors on appropriate handling of employee relations and labor issues.
• Maintain complete and confidential employee records and HR documentation.
• Coordinate with DOLE or external labor counsel when specialized legal advice or representation is required.

HR Policies, Contracts & Documentation

• Develop, review and continuously improve the Employee Handbook and HR policies.
• Standardize employment agreements, independent contractor agreements, NDAs, offer letters, regularization documents and HR forms.
• Maintain appropriate distinction between employees and independent contractors in company documentation and HR processes.
• Maintain personnel files and ensure documentation is complete, current and confidential.
• Develop HR SOPs, checklists and approval workflows.
• Ensure policies are consistently implemented across departments and shifts.

Internal Recruitment & Workforce Planning

• Manage or supervise Expounder's internal hiring, separate from recruiters working on client requisitions.
• Partner with management to identify workforce requirements and headcount priorities.
• Prepare and improve internal job descriptions.
• Oversee job postings, sourcing, screening, interviews, assessments, reference checks and offers.
• Maintain an internal recruitment pipeline and hiring tracker.
• Improve candidate experience and hiring quality.
• Develop structured interview and evaluation processes.
• Monitor internal hiring metrics including time-to-fill, offer acceptance and new-hire retention.

Onboarding, Training & Development

• Own the employee onboarding and orientation process.
• Develop structured onboarding plans for different positions.
• Conduct or coordinate company orientation, policies and compliance training.
• Work with OICs/Team Leads to identify skill and performance gaps.
• Develop training plans and maintain training records.
• Coordinate leadership and supervisory development for employees moving into OIC/Lead positions.
• Build career-development and succession frameworks as the organization grows.

Performance Management

• Manage probationary and regular employee performance-review cycles.
• Establish standardized evaluation forms, KPIs and documentation.
• Track probationary periods and regularization deadlines.
• Coordinate performance improvement plans where appropriate.
• Support managers in setting measurable expectations and documenting performance.
• Maintain promotion, salary-review and employee-development records.
• Help management identify high performers and employees requiring intervention.

Compensation, Benefits & HR Administration

• Coordinate payroll-related HR information including attendance, leaves, salary changes, promotions and employee status changes.
• Monitor statutory benefits and government contributions in coordination with payroll/accounting.
• Maintain leave records and ensure policies are consistently applied.
• Support compensation benchmarking and salary reviews.
• Maintain organizational charts, employee masterlists and headcount reports.
• Conduct periodic audits of personnel files and HR records.

HR Business Partner Responsibilities

• Serve as management's primary internal HR adviser.
• Translate business objectives into appropriate people and HR initiatives.
• Identify HR, labor and compliance risks before they become problems.
• Provide management with recommendations rather than merely processing instructions.
• Support organizational restructuring, promotions, succession planning and workforce planning.
• Maintain appropriate confidentiality regarding employee and corporate matters.
• Provide periodic HR reports covering headcount, recruitment, turnover, attendance, performance, employee relations, training and compliance.

Qualifications

• Bachelor's degree in Psychology, Human Resource Management, Business Administration, Legal Management or a related field.
• Preferably 5+ years of progressive HR experience.
• Experience and Familiarity with SEC/BIR/corporate compliance is required
• Strong experience as an HR Generalist, Senior HR Generalist, HR Officer, HR Supervisor or HR Business Partner.
• Practical knowledge of Philippine labor laws, DOLE requirements and employee due process.
• Experience handling employee relations and disciplinary cases.
• Experience in recruitment and onboarding.
• Experience in training, employee development and performance management.
• Working knowledge of SSS, PhilHealth, Pag-IBIG and other statutory HR requirements.
• Excellent written documentation and business communication skills.
• Strong attention to detail and ability to identify inconsistencies in contracts, records and government documentation.
• Comfortable working directly with Founders and management.
• Able to challenge or escape questionable HR/compliance practices professionally rather than simply following instructions.

Strong Advantages

• Experience coordinating SEC/BIR filings with accountants, corporate secretaries or external consultants is a must.
• CHRP/CHRA or other recognized HR certification.
• Previous experience dealing with DOLE inspections or labor cases.
• Experience preparing notices, disciplinary documentation and HR policies.
• Experience in a BPO, recruitment/search firm, professional-services firm or startup.
• Experience building HR systems for a growing SME.

Key Competencies

Philippine Labor Law & Compliance

Employee Relations & Due Process

HR Policy Development

Internal Recruitment

Training & Development

Performance Management

HR Documentation & Records

Government Compliance Coordination

Risk Identification & Attention to Detail

Confidentiality & Professional Judgment

Success Measures

Within the first 90-180 days, the successful hire should be able to:

• Complete an audit of existing HR files, contracts and policies.
• Establish an HR and government-compliance calendar.
• Identify material HR/labor compliance gaps and recommend corrective actions.
• Standardize core HR templates and documentation.
• Establish a structured internal recruitment process.
• Improve onboarding and probationary review processes.
• Establish a training and development framework.
• Review employee classifications and HR practices for consistency.
• Create a reliable system for verifying third-party government/compliance submissions.
• Provide management with a recurring HR dashboard and compliance report.