HR Business Partner - Logistics

Private Advertiser; Parañaque; On-site; PHP 700,000 - 1,200,000; Full time

Job summary

Private Advertiser in the Philippines is seeking an HR Business Partner/Manager to deliver end‑to‑end HR services for the logistics business. You will partner with leaders, translating operational needs into people solutions across the employee lifecycle.

Key focus areas include talent acquisition, compensation and benefits, employee relations, and payroll coordination. You will work with regional HR and external providers while ensuring compliance and effective service delivery.

Qualifications

• Bachelor’s degree in Human Resources, Psychology, Behavioral Science, Business Administration or a related field.
• 6–8 years of progressive generalist HR experience including recruitment and C&B ownership.
• Hands‑on ownership of end‑to‑end HR processes from recruitment to workforce planning.
• Strong knowledge of Philippine labor laws, benefits, payroll fundamentals and due process.

Responsibilities

• Act as the first HR partner for logistics leaders and operational managers, advising on people decisions and policy application.
• Collaborate with Senior HRBP / Country HR Head to execute country HR priorities and provide timely updates.
• Oversee manpower requisition, hiring, onboarding, development, transfers, retention and separations.
• Coach managers on accountability, performance, leadership practices, and change management.
• Lead end‑to‑end recruitment for logistics functions and monitor time‑to‑fill and pipeline.
• Manage budgeting for HR and staff costs with business partners; address staffing risks.
• Lead compensation activities including salary benchmarking, offers, and annual merit cycles.
• Oversee benefits programs, communications, and liaise with brokers/vendors and payroll providers.
• Ensure HR operations, payroll inputs, and data integrity across systems.
• Maintain data accuracy in MyHR and payroll systems; drive timely HR transactions.

Skills

HR Business Partner

Recruitment ownership

Compensation & Benefits

Payroll coordination

HRIS

Data confidentiality

Stakeholder management

Analytical skills

Excel

Education

Bachelor’s degree in HR or related field

Tools

HRIS

Payroll systems

Job description

Role Profile

Primary purpose of the role

The HR Business Partner / HR Manager is responsible for the end-to-end delivery of Human Resources services for our company's integrated Philippines logistics business. Working closely with the Country HR Head, the role acts as a hands‑on HR partner to business and functional leaders, translating operational requirements into people solutions across the full employee lifecycle. The role has particular accountability for Talent Acquisition and Compensation & Benefits, while ensuring effective execution of employee relations, workforce planning, performance and talent management, HR operations, payroll coordination, and employee engagement. The role works with HR team members, regional stakeholders and external providers, while maintaining direct ownership of follow-through, service quality and compliance.

Key Accountability Areas

1. End‑to‑End HR Business Partnership

• Serve as the first point of HR partnership for logistics leaders and operational managers; advise on people decisions, policy application, organization effectiveness and employee issues.
• Work closely with the Senior HR Business Partner / Country HR Head to execute country HR priorities, elevate material risks, and provide timely recommendations and management updates.
• Support the complete employee lifecycle, from manpower requisition and hiring through onboarding, confirmation, development, internal movement, retention and separation.
• Coach managers on accountability, performance, leadership practices, employee communications and change management across office and operations environments.

2. Talent Acquisition and Workforce Planning (Priority Area)

• Own end‑to‑end recruitment delivery for assigned logistics functions: validate requisitions and approvals, develop sourcing plans, screen candidates, coordinate interviews and assessments, advise on selection and offers, and drive hiring through onboarding.
• Partner with hiring managers on timely recruitment for operational, specialist, supervisory and managerial positions; monitor time‑to‑fill, candidate quality, recruitment pipeline and hiring priorities.
• Lead manpower and succession discussions with business leaders; track headcount, vacancies, replacements, attrition and staffing requirements against approved organizational and budget plans.
• Work with Finance and business teams on annual HR budgets, staff‑cost forecasts, position controls, workforce movements and organization changes; identify staffing risks and practical options.

3. Compensation, Benefits and Payroll Governance (Priority Area)

• Take a leading role in country compensation and benefits activities, including salary offers, job grading and leveling inputs, internal equity checks, compensation benchmarking, salary adjustments, promotions, retention proposals and annual merit cycles.
• Review and validate compensation proposals for affordability, policy alignment, market competitiveness, approval requirements and employee retention impact; prepare analyses and business cases for Country/Regional HR decisions.
• Oversee day‑to‑day implementation and employee communication of benefits programs, entitlements, allowances and benefit harmonization initiatives; partner with brokers/vendors and regional Compensation & Benefits where needed.
• Coordinate closely with HR Operations, Finance and payroll providers to ensure accurate and timely payroll inputs, employee changes, statutory contributions, deductions, final pay and resolution of payroll exceptions.
• Maintain effective controls, reliable personnel cost data and documentation; identify opportunities to improve C&B administration, employee experience and cost discipline.

4. Employee Relations, Labor Compliance and HR Operations

• Manage employee relations matters including grievances, fact‑finding, disciplinary processes, notices, administrative hearings, attendance issues, performance concerns and exit cases, with appropriate escalation to the Country HR Head and Legal.
• Ensure compliance with Philippine labor laws, due process, data confidentiality, internal standards and required HR documentation; support government reporting and internal/external audits.
• Coordinate HR services, employment documentation, contracts, employee records, leave and attendance administration, benefits, separations and clearance processes with relevant HR colleagues and service providers.
• Maintain data accuracy in MyHR and local HR/payroll systems, and drive timely completion of HR transactions, reporting and process improvements.

5. Performance, Talent Development and Employee Engagement

• Drive probationary reviews, performance management cycles, improvement plans, talent reviews and succession actions with managers.
• Identify capability gaps and coordinate learning, leadership development, employee engagement, retention and recognition initiatives with Talent Development and business teams.
• Provide dashboards and actionable insight on headcount, turnover, hiring, personnel costs, overtime, employee relations and other people‑related indicators.

6. Integration and Change Management (Transitional)

• Support the completion of remaining convergence activities relating to the transfer of employees from our entities, including documentation, employee communications, data reconciliation, benefits and process alignment, and resolution of post‑transfer concerns.
• Help embed consistent HR processes, policies, people data and employee experience across the integrated logistics business.

Organisation Structure & Key Working Relationships

Reports to: Senior HR Business Partner / Country HR Head. Partners closely with country logistics business and functional leaders, site/operations managers, Finance, Legal, regional HR, HR Operations, Talent Acquisition, Compensation & Benefits, Talent Development, payroll providers and benefits partners. Direct reports, if any, to be confirmed based on the final HR operating model.

Knowledge, Experience and Skills

Essential

• Bachelor’s degree in Human Resources, Psychology, Behavioral Science, Business Administration or a related field.
• At least 6–8 years of progressive generalist HR experience, including meaningful hands‑on ownership of recruitment and compensation & benefits, with at least 2 years in an HRBP or HR management capacity.
• Demonstrated ability to independently manage end‑to‑end HR processes, from recruitment and employee lifecycle matters to C&B implementation, employee relations and workforce planning.
• Sound knowledge of Philippine labor laws, mandatory benefits, compensation practices, payroll fundamentals and disciplinary due process.
• Strong numerical/Excel, analytical, stakeholder management, written communication and problem‑solving skills; comfortable working with HRIS and confidential information.
• Pragmatic, organized and willing to be hands‑on; capable of balancing operational execution and advisory work in a fast‑paced, multi‑site business.

Desirable

• HR experience in logistics, freight forwarding, warehousing, transport, supply chain, manufacturing, distribution or another operations‑intensive environment.
• Experience in a multinational or matrix organization; exposure to regional C&B governance, workforce budgets, HR integration or organisational transformation.
• Experience managing external recruitment partners, benefits vendors or outsourced payroll arrangements.

Other Information

Philippines‑based role, with periodic site visits and interaction with operational teams as required. This job description is intended for candidate market assessment and may be refined based on the final organization structure and approved scope.