HR Officer (Generalist/Business Partner) - Night Shift

VXI Global Holdings B.V. (Philippines); Makati; On-site; PHP 700,000 - 1,100,000; Full time

Job summary

VXI Global Holdings B.V. (Philippines) is seeking a seasoned People & Culture professional to partner with Operations leaders, advise on employee relations, and drive retention and engagement initiatives. The role emphasizes data-driven HR, governance of policies, and collaboration with Legal for high-risk cases.

You will support onboarding, mid-to-long term talent plans, and develop cross-functional action plans with a focus on a positive employee experience at Makati, Philippines.

Qualifications

• Bachelor's degree in HR, Psychology, Business Administration, or related field
• At least 4 years of progressive HR experience, preferably in a BPO or high-volume environment
• Strong experience in HR Business Partnering, Employee Relations, engagement, performance management, and workforce analytics
• Working knowledge of Philippine labor laws and employment practices
• Strong business acumen and ability to connect people issues to operational results
• Strong influencing, coaching, communication, analytical, and stakeholder-management skills
• Ability to work independently and manage multiple priorities
• Experience working directly with Operations leaders and senior stakeholders
• Must be amenable to work onsite - VXI Buendia, Makati City
• Must be amenable to work on night shift

Responsibilities

• Act as a trusted People & Culture advisor to assigned Operations leaders and management teams
• Understand business priorities, workforce challenges, and operational requirements and translate these into people actions
• Provide insights and recommendations on key people metrics, including attrition, absenteeism, engagement, productivity, and workforce trends
• Participate in business reviews and leadership discussions and provide the P&C perspective on business decisions
• Proactively identify people risks and recommend practical solutions
• Advise leaders on employee relations, performance management, attendance, conduct and policy application
• Manage and handle administrative cases, including investigation, documentation, case assessment and coordination of appropriate actions
• Coach leaders in handling employee concerns, difficult conversations, performance issues, and corrective actions
• Ensure employee concerns and administrative cases are addressed fairly, consistently, and within established timelines
• Partner with Legal on complex or high-risk cases
• Maintain accurate and confidential documentation of employee relations and administrative cases
• Analyze attrition and employee feedback to identify root causes and opportunities for intervention
• Partner with Operations leaders to develop and execute targeted retention action plans
• Support early-tenure retention initiatives, particularly during onboarding, training, nesting and the first 90 days
• Use employee listening channels, focus groups, stay interviews, exit data, and engagement results to identify employee experience gaps
• Monitor the effectiveness of retention and engagement interventions
• Partner with Operations and the Employee Engagement Committee on initiatives that strengthen employee connection, culture, recognition, and engagement
• Translate engagement results and employee feedback into practical business action plans
• Support leaders in building a positive, inclusive, and high-performing employee experience
• Monitor completion and impact of agreed engagement actions
• Partner with leaders on talent reviews, succession planning, performance management, career development and internal mobility
• Identify high-potential and critical talent and recommend appropriate development actions
• Support leaders in addressing performance gaps and building stronger talent pipelines
• Partner with Talent Acquisition and Learning teams on hiring and capability-building priorities
• Regularly review and interpret people data to identify trends, risks, and opportunities
• Develop meaningful insights and recommendations rather than simply reporting HR metrics
• Track agreed people action plans and measure outcomes
• Prepare people-related reports and presentations for business and P&C leadership
• Support the rollout and adoption of P&C programs, policies, and initiatives across assigned business units
• Identify opportunities to simplify or improve existing people processes and ways of working
• Ensure consistent application of P&C practices while considering business-specific needs
• Participate in cross-functional P&C projects and country-wide initiatives
• Perform other tasks and responsibilities that may be assigned from time to time in support of the team, business, and People & Culture objectives

Skills

HR Business Partnering

Employee Relations

Engagement

Performance Management

Workforce Analytics

Stakeholder Management

Coaching

Analytical Skills

Communication

Education

Bachelor's degree in HR/Related field

Job description

Key Responsibilities

1. Business Partnership

• Act as a trusted People & Culture advisor to assigned Operations leaders and management teams

• Understand business priorities, workforce challenges, and operational requirements and translate these into people actions

• Provide insights and recommendations on key people metrics, including attrition, absenteeism, engagement, productivity, and workforce trends

• Participate in business reviews and leadership discussions and provide the P&C perspective on business decisions

• Proactively identify people risks and recommend practical solutions

2. Employee Relations & Leader Coaching

• Advise leaders on employee relations, performance management, attendance, conduct and policy application

• Manage and handle administrative cases, including investigation, documentation, case assessment and coordination of appropriate actions

• Coach leaders in handling employee concerns, difficult conversations, performance issues, and corrective actions

• Ensure employee concerns and administrative cases are addressed fairly, consistently, and within established timelines

• Partner with Legal on complex or high-risk cases

• Maintain accurate and confidential documentation of employee relations and administrative cases

3. Retention & Employee Experience

• Analyze attrition and employee feedback to identify root causes and opportunities for intervention

• Partner with Operations leaders to develop and execute targeted retention action plans

• Support early-tenure retention initiatives, particularly during onboarding, training, nesting and the first 90 days

• Use employee listening channels, focus groups, stay interviews, exit data, and engagement results to identify employee experience gaps

• Monitor the effectiveness of retention and engagement interventions

4. Engagement & Culture

• Partner with Operations and the Employee Engagement Committee on initiatives that strengthen employee connection, culture, recognition, and engagement

• Translate engagement results and employee feedback into practical business action plans

• Support leaders in building a positive, inclusive, and high-performing employee experience

• Monitor completion and impact of agreed engagement actions

5. Talent & Performance

• Partner with leaders on talent reviews, succession planning, performance management, career development and internal mobility

• Identify high-potential and critical talent and recommend appropriate development actions

• Support leaders in addressing performance gaps and building stronger talent pipelines

• Partner with Talent Acquisition and Learning teams on hiring and capability-building priorities

6. People Analytics

• Regularly review and interpret people data to identify trends, risks, and opportunities

• Develop meaningful insights and recommendations rather than simply reporting HR metrics

• Track agreed people action plans and measure outcomes

• Prepare people-related reports and presentations for business and P&C leadership

7. P&C Programs & Continuous Improvement

• Support the rollout and adoption of P&C programs, policies, and initiatives across assigned business units

• Identify opportunities to simplify or improve existing people processes and ways of working

• Ensure consistent application of P&C practices while considering business-specific needs

• Participate in cross-functional P&C projects and country-wide initiatives

8. Other Responsibilities

• Perform other tasks and responsibilities that may be assigned from time to time in support of the team, business, and People & Culture objectives

Qualifications and Education Requirements

• Bachelor's degree in Human Resources, Psychology, Business Administration, or related field

• At least 4 years of progressive HR experience, preferably in a BPO or high-volume environment

• Strong experience in HR Business Partnering, Employee Relations, engagement, performance management, and workforce analytics

• Working knowledge of Philippine labor laws and employment practices

• Strong business acumen and ability to connect people issues to operational results

• Strong influencing, coaching, communication, analytical, and stakeholder-management skills

• Ability to work independently and manage multiple priorities

• Experience working directly with Operations leaders and senior stakeholders

• Must be amenable to work onsite - VXI Buendia, Makati City

• Must be amenable to work on night shift