HRBP Supervisor

VXI Global Solutions; Quezon City; On-site; PHP 893,000 - 1,339,000; Full time

Job summary

VXI Global Solutions in the Philippines is seeking a People & Culture Business Partner to work with Operations leaders, translating business priorities into people strategies, workforce planning and employee experience initiatives.

You will advise on employee relations, performance management, retention and talent development, use people data to drive decisions, and partner with Legal on complex cases while coaching leaders to build a high-performing, inclusive culture.

Qualifications

• Bachelor's degree in HR, Psychology, Business Administration or related field.
• 5–7 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.

Responsibilities

• Act as a trusted People & Culture advisor to Operations leaders and management teams.
• Translate business priorities into people actions and workforce strategies.
• Provide insights on key people metrics such as attrition, engagement, and productivity.
• Participate in business reviews and leadership discussions from the P&C perspective.
• Proactively identify people risks and recommend practical solutions.
• Advise leaders on employee relations, performance management, attendance and policy application.
• Manage administrative cases including investigation and documentation.
• Coach leaders in handling concerns, performance issues, and corrective actions.
• Ensure timely and fair handling of employee concerns and cases, in collaboration with Legal.
• Maintain confidential documentation of employee relations and administrative cases.
• Analyze attrition and feedback to identify root causes and retention opportunities.
• Develop retention action plans with Operations leaders and support onboarding and early tenure initiatives.
• Use stay interviews and engagement data to improve employee experience.
• Partner with the Engagement Committee on culture, recognition and engagement initiatives.
• Support talent reviews, succession planning, and internal mobility with leaders.
• Regularly review people data to identify trends and risks and prepare reports for leadership.

Skills

HR business partnering

Employee relations

Engagement

Performance management

Workforce analytics

Stakeholder management

Communication

Analytical

Coaching

Education

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

Job description

The People & Culture Business Partner partners with Operations leaders to translate business priorities into people strategies and actions. The role provides trusted HR adviceon workforce planning, employee relations, engagement, performance, retention and talent matters, using people data and business insights to help leaders make sound decisions and improve employee experience and business results.

Key Responsibilities:

Business Partnership

• Act as a trustedPeople & Culture advisor to assigned Operations leaders and management teams
• Understand business priorities, workforce challenges, andoperational requirements and translate these into people actions
• Provide insights andrecommendations on keypeople metrics, including attrition, absenteeism, engagement, productivity, and workforce trends
• Participate in business reviews and leadership discussions and providethe P&C perspective on business decisions
• Proactively identify peoplerisks and recommend practical solutions

Employee Relations & Leader Coaching

• Advise leaders on employee relations, performance management, attendance, conduct and policy application
• Manage and handleadministrative cases, including investigation, documentation, caseassessment and coordination of appropriate actions
• Coach leaders in handling employee concerns, difficult conversations, performance issues, and corrective actions
• Ensure employee concerns and administrative casesare 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

Retention & Employee Experience

• Analyze attrition and employee feedback to identify root causes and opportunities for intervention
• Partner with Operations leadersto develop and execute targeted retention action plans
• Support early-tenure retention initiatives, particularly duringonboarding, training, nesting and the first 90 days
• Use employeelistening channels, focus groups, stay interviews, exit data, and engagement resultsto identify employee experience gaps
• Monitor the effectiveness of retention and engagement interventions

Engagement & Culture

• Partner with Operations and the EmployeeEngagement Committee on initiatives that strengthen employee connection, culture, recognition, and engagement
• Translate engagement results and employeefeedback into practical business action plans
• Support leadersin building a positive, inclusive, and high-performing employeeexperience
• Monitor completion and impact of agreed engagement actions

Talent & Performance

• Partner with leaders on talent reviews,succession planning, performance management, career development and internal mobility
• Identify high-potential and critical talentand recommend appropriate development actions
• Support leaders in addressing performance gaps and buildingstronger talent pipelines
• Partner with Talent Acquisition and Learning teamson hiring and capability-building priorities

People Analytics

• Regularly review and interpret peopledata to identify trends, risks, and opportunities
• Develop meaningful insights and recommendations rather than simplyreporting HR metrics
• Track agreed people actionplans and measureoutcomes
• Prepare people-related reportsand presentations for business and P&C leadership
• Support the rollout and adoption of P&C programs,policies, and initiatives across assigned businessunits
• Identify opportunities to simplify or improve existingpeople processes and ways of working
• Ensure consistent application of P&Cpractices while considering business-specific needs
• Participate in cross-functional P&Cprojects and country-wide initiatives

Requirements:

• Bachelor's degree in Human Resources, Psychology, Business Administration, or related field
• 5–7 years of progressive HR experience, preferably in a BPO or high-volume environment
• Strong experience in HR BusinessPartnering, Employee Relations, engagement, performance management, and workforce analytics
• Working knowledgeof Philippine laborlaws and employment practices
• Strong businessacumen and abilityto connect people issues to operational results
• Strong influencing, coaching, communication, analytical, and stakeholder-management skills
• Ability to work independently and manage multiplepriorities
• Experience working directlywith Operations leadersand senior stakeholders