HR Business Partner (Parañaque)

Vikings Group of Companies; Parañaque; On-site; PHP 700,000 - 1,100,000; Full time

Job summary

Vikings Group is seeking an HR Business Partner to align HR initiatives with business goals across branches and departments. The role provides strategic and operational HR support, ensuring policy compliance, employee engagement, and organizational growth.

You will translate business needs into practical HR solutions, advise leaders on employee relations, performance management, and talent development, and drive workforce planning and workforce analytics to improve organizational effectiveness.

Responsibilities

• Act as the primary HR partner of assigned branches, departments, and business units.
• Build strong working relationships with Branch Managers, Department Heads, and other key stakeholders.
• Understand operational and manpower requirements and provide HR solutions.
• Provide HR advice to management on employee-related concerns.
• Conduct branch visits and HR check-ins to assess workforce concerns and compliance.
• Ensure HR initiatives align with business goals and operational needs.
• Partner with operations to identify current and future manpower requirements.
• Monitor vacancies, turnover, absenteeism, and staffing concerns.
• Work with Talent Acquisition to fulfill manpower needs.
• Review manpower requests and advise based on business needs.
• Monitor critical and hard-to-fill positions and suggest recruitment/retention strategies.
• Analyze workforce trends and provide data-driven recommendations.
• Serve as a trusted contact for employee relations and resolve grievances.
• Handle disciplinary actions fairly and in line with policies.
• Support performance management and development discussions.
• Identify performance concerns and interventions.
• Promote employee engagement and retention initiatives.
• Contribute to career development and succession planning.
• Ensure HR policies are implemented consistently across units.
• Monitor compliance with labor laws and company policies.
• Prepare HR reports and monitor key metrics.
• Identify trends and workforce risks early.
• Support organizational changes and change management.

Job description

The HR Business Partner (HRBP) serves as a strategic and operational partner to the business, providing comprehensive HR support to assigned branches, departments, and business units of Vikings Group. The HRBP works closely with management and employees to ensure effective implementation of HR policies, programs, and initiatives that support business objectives, employee engagement, operational efficiency, and organizational growth.

The role is responsible for translating business requirements into practical HR solutions while ensuring compliance with company policies, labor regulations, and established HR standards. The HRBP acts as a trusted advisor to leaders and managers on employee relations, manpower planning, performance management, talent development, organizational effectiveness, and other people-related matters.

KEY RESPONSIBILITIES

1. HR Business Partnership

• Act as the primary HR partner of assigned branches, departments, and business units.

• Build strong working relationships with Branch Managers, Department Heads, and other key stakeholders.

• Understand the operational and manpower requirements of assigned business units and provide appropriate HR solutions.

• Provide HR advice and recommendations to management on employee-related concerns and organizational matters.

• Regularly conduct branch visits and HR check-ins to assess workforce concerns, employee engagement, and compliance with HR policies.

• Ensure that HR initiatives are aligned with the company's business goals and operational requirements.

2. Manpower Planning and Workforce Management

• Partner with operations in identifying current and future manpower requirements.

• Monitor manpower levels, vacancies, turnover, absenteeism, and staffing concerns.

• Work closely with Talent Acquisition to ensure timely fulfillment of approved manpower requirements.

• Review manpower requests and provide recommendations based on business needs, approved staffing levels, and organizational structure.

• Monitor critical and hard-to-fill positions and recommend appropriate recruitment or retention strategies.

• Analyze workforce trends and provide management with data-driven recommendations.

3. Employee Relations

• Serve as a trusted point of contact for employees and managers regarding workplace concerns.

• Handle and facilitate the resolution of employee grievances, conflicts, and workplace issues.

• Conduct fact-finding and investigations involving employee relations cases when necessary.

• Ensure that disciplinary actions and corrective measures are handled fairly, consistently, and in accordance with company policies and applicable labor regulations.

• Partner with management in addressing attendance, performance, behavioral, and conduct-related concerns.

• Maintain proper documentation and confidentiality of employee relations cases.

4. Performance Management

• Support the implementation and administration of the company's performance management process.

• Guide managers in setting performance expectations, objectives, and performance standards.

• Monitor completion of performance evaluations and ensure timely submission of required documentation.

• Assist managers in developing Performance Improvement Plans (PIPs) when necessary.

• Identify recurring performance concerns and recommend appropriate interventions.

• Provide recommendations on employee development, promotion, transfer, or other talent-related actions based on performance and business requirements.

5. Employee Engagement and Retention

• Monitor employee engagement and identify factors affecting morale, productivity, and retention.

• Partner with management in implementing employee engagement initiatives and activities.

• Conduct employee check-ins, stay interviews, and other feedback mechanisms as appropriate.

• Analyze employee turnover and identify trends, root causes, and possible retention strategies.

• Recommend initiatives that promote a positive, productive, and inclusive workplace culture.

• Support recognition and employee appreciation programs.

6. Talent Development and Succession Planning

• Identify high-potential employees and critical talent within assigned business units.

• Partner with management and Learning & Development in identifying training and development needs.

• Support career development, succession planning, and internal mobility initiatives.

• Monitor employee readiness for promotion and ensure that talent decisions are supported by performance and competency data.

• Encourage managers to develop their people and build internal talent pipelines.

7. HR Policies and Compliance

• Ensure consistent implementation of company HR policies, procedures, and standards across assigned branches and departments.

• Educate managers and employees regarding HR policies and proper workplace practices.

• Monitor compliance with company policies and applicable labor laws and regulations.

• Identify HR compliance gaps and recommend corrective actions.

• Coordinate with the appropriate HR functions regarding government-mandated requirements and employee documentation.

• Ensure that employee records and HR documentation are properly maintained.

8. HR Analytics and Reporting

• Prepare and present regular HR reports and workforce updates to management.

• Monitor key HR metrics, including:

  • Headcount and manpower status

  • Turnover and retention

  • Absenteeism

  • Recruitment status

  • Time-to-Fill / Time-to-Hire

  • Employee movement

  • Performance management

  • Employee relations cases

  • Training and development

  • Engagement indicators

• Analyze HR data and translate findings into actionable recommendations.

• Identify trends and potential workforce risks before they significantly affect business operations.

9. Organizational Effectiveness

• Assess organizational and manpower-related issues that may affect operational performance.

• Recommend improvements to organizational structure, manpower allocation, workflows, and HR processes.

• Partner with management during organizational changes, restructuring, expansion, or new branch openings.

• Support change management initiatives and help ensure effective communication and employee adoption.

10. HR Projects and Initiatives

• Lead or participate in company-wide HR projects and strategic initiatives.

• Support the implementation of new HR policies, systems, processes, and programs.

• Collaborate with Talent Acquisition, Compensation & Benefits, Learning & Development, Employee Relations, and other HR functions.

• Provide project updates, identify potential issues, and ensure timely completion of assigned deliverables.