Human Resource Business Partner

Hijo Resources Corporation; Madaum; On-site; PHP 600,000 - 1,000,000; Full time

Job summary

Hijo Resources Corporation in the Philippines is seeking an experienced HR Business Partner (HRBP) to align business objectives with employees and management in designated business units. The HRBP will partner across the HR function to deliver value-added services that reflect the company’s goals and maintain a strong grasp of business literacy to support the overall strategy.

Duties include advising line management on workforce planning, talent management, performance management, and employee

Qualifications

• Bachelor’s degree in Psychology, HRM, BA, or related field.
• 3–5 years of experience resolving complex employee relations issues.
• SHRM-CP is a plus.

Responsibilities

• Align business objectives with employees and management across designated business units.
• Provide guidance on workforce planning, talent management, performance management, and employee relations.
• Translate HR strategies into practical interventions within business units.

Skills

Community organizing

Public relations

Analytical skills

Project management

Communication

PowerPoint

Negotiation

Education

Bachelor’s degree in Psychology, HRM, BA, or related field

Job description

JOB SUMMARY

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy that will strategically support the overall goals of the company.

DESCRIPTION OF DUTIES AND RESPONSIBILITIES

KEY ACCOUNTABILITY: HR BUSINESS PARTNER

Duty Statements

1. 1. Serves as the primary HR representative and integrator for the assigned Business Units, ensuring the effective implementation, alignment, and consistent application of all corporate HR policies, programs, systems, and initiatives at the BU level.
2. 2. Conducts regular and structured engagements with Business Unit leadership and key stakeholders to align people strategies with business objectives and operational requirements.
3. 3. Acts as a strategic partner and trusted advisor to line management, providing expert guidance on workforce planning, talent management, performance management, employee relations, and organizational effectiveness.
4. 4. Translates corporate HR strategies, frameworks, and directives into practical, actionable HR interventions within the Business Units.
5. 5. Analyzes HR trends, workforce metrics, and organizational data in partnership with the HR group to recommend and implement solutions, programs, and policy enhancements.
6. 6. Manages and resolves complex employee relations cases, including the conduct of effective, thorough, and objective investigations, in coordination with HR leadership and Legal as required.
7. 7. Ensures compliance with labor laws, regulatory requirements, and internal policies in the day-to-day management of employees, proactively identifying and mitigating legal and employee relations risks.
8. 8. Provides day-to-day performance management support to line managers, including coaching, counseling, career development guidance, and the application of disciplinary processes in accordance with company policy.
9. 9. Works closely with management and employees to strengthen working relationships, enhance employee engagement, and improve productivity and retention.
10. 10. Interprets and enforces HR policies and procedures, ensuring consistent and fair application across the assigned Business Units.
11. 11. Supports and facilitates HR processes related to hiring, promotions, transfers, and employee movements, including the development and review of contract terms in coordination with Corporate HR.
12. 12. Provides HR leadership and input on organizational design, restructuring initiatives, workforce planning, and succession planning at the Business Unit level.
13. 13. Identifies training, development, and executive coaching needs in alignment with business priorities and organizational capability requirements.
14. 14. Monitors and evaluates the effectiveness of training and development programs, ensuring follow-through and achievement of intended learning and performance outcomes.

General Responsibilities

Duty Statements

1. 1. Perform proper and complete documentation of all transactions/activities.
2. 2. Prepare, analyze, and submit necessary profiling, monitoring, and reportorial requirements.
3. 3. Maintain a comprehensive physical and electronic filing system.
4. 4. Assist in the implementation of any / all Company initiatives, activities/programs.
5. 5. Initiate and/or contribute to the continuous improvement of any Company policy and procedure.
6. 6. Perform other functions as required.

General Managerial

Duty Statements

1. 1. Develop annual goals and action plans to fully support organizational goals, plans, and strategies. Participate in the development of the Strategic and Business Plans.
2. 2. Recommend changes in the operating policies and procedures that will result in process improvements, increased efficiency, optimal delivery of resources, and determine resource requirements and budget proposals.
3. 3. Align and cascade organization performance indicators to team and individual performance indicators.
4. 4. Assess the effectiveness of the organizational set-up (organizational structure, reporting relationships, assignment of responsibilities), the organization's culture, effectiveness of the working relationships of next-level heads.
5. 5. Communicate corporate thrusts, directions, and plans to next-level management and enforce the company code on employee discipline.
6. 6. Secure the commitment of direct reports and working teams in the achievement of organizational targets, goals, and plans.
7. 7. Manage team performance through motivation, coaching, and supervisor mentoring.
8. 8. Evaluate performance and provide rewards and recognition for individual/team performance.
9. 9. Assess employee performance and implement corrective measures for improved goal attainment.
10. 10. Identify and initiate career development programs and individual performance plans for the management hierarchy and ensure that these programs are implemented.
11. 11. Monitor and evaluate the performance of the organization through the development of organizational performance measures cascaded from overall strategic plans, with corresponding improvement plans.
12. 12. Formulate and implement measures to address the Goals and Action Plans and facilitate the achievement of targets.
13. 13. Provide leadership in the development of the budget & controlling expenditure within the approved budget.
14. 14. Provide leadership & oversee the daily operations of the group.

ORGANIZATIONAL RELATIONSHIP

a. Internal Relationship:Works closely with Business Unit Heads, Department Managers, Supervisors, and employees across all levels to provide strategic HR support, address people-related concerns, and ensure alignment of HR initiatives with business objectives. Coordinates with other HR functions such as Recruitment, Training, Payroll, and Organizational Development to deliver integrated HR services. b. External Relationship:Coordinates with external partners such as government agencies (e.g., DOLE, SSS, PhilHealth, Pag-IBIG), training providers, consultants, and recruitment firms to ensure compliance, facilitate HR programs, and support talent acquisition and development activities.

WORKING CONDITION

a. Tools and Equipment Used: Computer, HRIS, communication devices, and standard office equipment.

b. Physical Demands and Work Environment: Primarily office-based.

JOB REQUIREMENTS

1. Educational Requirement: Bachelor’s degree in Psychology, Human Resource Management, Business Administration, or a related field.

Experience: Minimum of 3-5 years of experience resolving complex employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. SHRM Certified Professional (SHRM-CP) is a plus

1. License (s) and Training (s) Required: None

OTHER SKILLS & COMPETENCIES

• Strong community organizing skills, initiating group gatherings and information drives.
• Strong public relations and presentation skills.
• High analytical skills.
• Efficient in project management, handling projects and initiatives.
• Excellent communication skills in forming partner relationships with internal and external stakeholders.
• Knowledge of PowerPoint presentations and data processing programs.
• Negotiation Skills