HR Business Partner, Manager

Our Clients; Philippines; On-site; PHP 1,200,000 - 1,800,000; Full time

Job summary

Our Clients is seeking an experienced HR Business Partner to support employee relations, performance management, compensation, and HR operations. The role acts as a trusted advisor to leaders and staff, ensuring HR policies are implemented while aligning with local labor compliance.

The HRBP will drive engagement, organizational effectiveness, and HR operational excellence across a growing global business services environment.

Qualifications

• At least 8 years of progressive HR experience.
• Strong knowledge of Philippine labor laws, HR policies, and employee relations practices.
• Experience in dynamic, high-growth, shared services, BPO, or multinational environments.

Responsibilities

• Lead employee relations activities, performance management, talent reviews, succession planning, and employee engagement initiatives.
• Address workplace concerns, manage disciplinary and performance issues, and strengthen management capability for a high-performance culture.
• Support onboarding, recognition, retention, and engagement programs to improve workforce satisfaction.
• Support compensation and benefits activities, including salary benchmarking and annual reviews.
• Collaborate with HR Operations to resolve payroll, benefits, timekeeping, leave administration, and records issues.
• Identify opportunities to improve HR processes, systems, reporting, and HRIS adoption.
• Provide advisory support on workforce planning, organizational effectiveness, and change management.

Skills

Employee relations

Performance management

Compensation & benefits

HR governance

Workforce planning

HR analytics

Stakeholder management

HR operations

Tools

HRIS systems

Payroll processes

Job description

Role Overview

We are seeking an experienced HR Business Partner to support employee relations, performance management, compensation, and HR operations within a growing global business services organization.

This role serves as a trusted advisor to business leaders and employees, ensuring HR policies and people practices are effectively implemented while aligning with organizational goals and local labor compliance requirements. The successful candidate will play a key role in driving employee engagement, organizational effectiveness, and HR operational excellence.

Key Responsibilities

Employee Relations & Performance Management

The HR Business Partner will lead employee relations activities, performance management processes, talent reviews, succession planning, and employee engagement initiatives.

This includes partnering with leaders to address workplace concerns, manage disciplinary and performance issues, and strengthen management capability to build a high-performance culture. The role also supports employee development initiatives and ensures compliance with applicable labor regulations and company policies.

The HRBP will also support employee experience programs, including onboarding, recognition, retention, and engagement initiatives aimed at improving workforce satisfaction and effectiveness.

Compensation, Rewards & HR Operations

The role supports the implementation of HR programs, policies, and employee lifecycle processes, including compensation and benefits activities.

This includes assisting with salary benchmarking, market analysis, and annual compensation review processes. The HR Business Partner also collaborates with HR Operations to resolve employee concerns related to payroll, benefits, timekeeping, leave administration, and employee records.

In addition, the role identifies opportunities to improve HR processes, systems, reporting, and overall service delivery, including support for HRIS adoption and employee self-service tools.

HR Governance & Business Partnership

The HR Business Partner ensures HR policies, procedures, and employment practices are properly implemented and aligned with business needs and compliance requirements.

The role provides advisory support to business leaders on workforce planning, organizational effectiveness, change management, and people‑related decisions. It also involves analyzing workforce data, HR metrics, and employee feedback to provide insights that support business strategy and organizational growth.

Qualifications & Experience

The ideal candidate has at least 8 years of progressive HR experience, including strong exposure to employee relations, performance management, compensation and benefits, and HR business partnering.

Candidates must have strong knowledge of Philippine labor laws, HR policies, and employee relations practices, along with experience working in dynamic, high-growth, shared services, BPO, or multinational environments.

Experience in workforce planning, organizational change, HR program implementation, and stakeholder management is required. The candidate should also have hands‑on experience with HRIS systems, payroll processes, and HR analytics.

Strong business acumen, communication skills, analytical thinking, and problem‑solving ability are essential.

Key Skills

• Employee Relations & Case Management
• Performance Management & Talent Reviews
• Compensation & Benefits Support
• HR Policy & Compliance Governance
• Workforce Planning & Organizational Effectiveness
• HR Analytics & Reporting
• Stakeholder Management & Business Partnering
• Employee Engagement & Retention
• HR Operations & HRIS Systems

Impact of the Role

This role plays a critical part in strengthening organizational culture, improving employee experience, and ensuring HR practices are aligned with both business strategy and compliance requirements. By acting as a key advisor to leadership, the HR Business Partner enables effective workforce management and long‑term organizational growth.