Human Resource Business Partner

Our Clients; Pasig; On-site; Full time

Job summary

Our Clients is seeking an HR Business Partner to serve as a strategic consultant and trusted advisor to business leaders. This role involves driving talent management and organizational effectiveness by aligning human resources strategies with overall organizational goals.

The ideal candidate will have a Bachelor's degree in HR or a related field, with at least 5 years of progressive HR experience, and proven success in HR Business Partnering. Additional qualifications include professional HR credentials and strong analytical skills.

Qualifications

• 5+ years of progressive HR experience in HR Business Partnering.
• Proven track record in strategic HR advisory roles.
• Strong understanding of business operations and financial metrics.

Responsibilities

• Act as a strategic consultant to department heads.
• Design and implement learning and development initiatives.
• Serve as the primary escalation point for employee relations issues.
• Track and analyze key HR metrics to identify trends.

Skills

Business Acumen

Influence & Stakeholder Management

Analytical Mindset

Technical Proficiency

Education

Bachelor’s degree in Human Resources or related field

MBA or relevant Master's degree

Professional HR credentials (e.g., SHRM-CP/SCP, PHR)

Tools

Workday

BambooHR

SAP

Job description

The HR Business Partner (HRBP) serves as a strategic consultant and trusted advisor to business leaders, seamlessly aligning human resources strategies with overall organizational goals. In this role, you will not just manage processes; you will drive talent management, organizational effectiveness, and forward-thinking workforce planning to directly support business growth, performance, and cultural health.

Key Responsibilities

Strategic Partnership & Organizational Design

• Executive Advisory: Act as a strategic consultant to department heads and executive leaders on all people-related matters, organizational design, and structural changes.
• Workforce Planning: Partner with leadership to forecast future talent needs, identify skill gaps, and design proactive workforce strategies to support business expansion.
• Business Alignment: Translate business goals into actionable HR initiatives that improve productivity, retention, and employee satisfaction.

Talent & Succession Management

• Talent Strategy: Partner with the talent acquisition team to ensure recruitment strategies attract diverse, high-caliber talent that fits the company culture.
• Performance Culture: Oversee and evolve the performance management process, ensuring goals are aligned with business objectives and feedback is continuous.
• Future Leadership: Identify high-potential employees and drive robust succession planning and career development frameworks.

Employee Development & Culture

• Capability Building: Design and implement learning and development initiatives that upskill teams and prepare future leaders.
• Engagement & Retention: Analyze employee sentiment and drive culture-building programs to maintain high levels of engagement and morale.

Change Management & Transformation

• Change Leadership: Serve as a key agent of change during organizational transitions, mergers, or process overhauls, minimizing disruption and ensuring alignment.
• Policy Adoption: Ensure seamless implementation and communication of new HR policies, frameworks, and digital systems.

Advanced Employee Relations & Compliance

• Conflict Resolution: Serve as the primary escalation point for complex employee relations issues, providing objective mediation and fair resolution.
• Risk Management: Ensure complete compliance with local labor laws and internal corporate governance, keeping leadership informed of regulatory changes.

HR Analytics & Insights

• Data-Driven Strategy: Track and analyze key HR metrics (e.g., turnover rates, time-to-hire, engagement scores) to identify trends and recommend data-backed solutions to leadership.

Qualifications & Skills

Education & Experience

• Degree: Bachelor’s degree in Human Resources, Business Administration, Industrial Psychology, or a related field. (An MBA or relevant Master's degree is highly advantageous).
• Experience: 5+ years of progressive HR experience, with a proven track record in an HR Business Partnering or strategic HR advisory role.
• Certifications: Professional HR credentials (e.g., SHRM-CP/SCP, CHRP, PHR, or equivalent) are strongly preferred.

Core Competencies

• Business Acumen: Deep understanding of business operations, financial metrics, and how people strategies drive commercial success.
• Influence & Stakeholder Management: Exceptional communication skills with the ability to build trust, challenge status quos, and influence C-suite and executive leadership.
• Analytical Mindset: Comfortable using data and HR metrics to diagnose problems and build strategic solutions.
• Technical Proficiency: Experience navigating HRIS platforms (e.g., Workday, BambooHR, SAP) and data analytics tools.