Human Resource Business Partner Manager

Newport World Resorts; Philippines; On-site; PHP 1,800,000 - 2,600,000; Full time

Job summary

Newport World Resorts is seeking an HR Business Partner (HRBP) Manager in the Philippines to translate business priorities into people strategies. You will drive performance management, support organizational structuring, and coach leaders for effective people management.

You will collaborate with HR Centers of Excellence, lead HR projects, and deliver data-driven HR solutions to boost workforce effectiveness and business outcomes.

Qualifications

• Bachelor's degree in HRM, business, psychology, or related field.
• Minimum 5 years of HR experience including recruitment, employee relations, and performance management.
• Experience partnering with business leaders and implementing HR policies.
• Familiarity with HRIS or HR analytics is a plus.

Responsibilities

• Partner with business leaders to assess structures and roles to enhance efficiency and agility.
• Advise on organizational changes, including restructuring, expansion, downsizing, or realignment.
• Drive workforce design initiatives to align roles and enable scalable growth.
• Conduct job analysis and role evaluations to support job grades and career frameworks.
• Analyze workforce data to identify gaps and improvement opportunities.
• Maintain org charts, headcount reports, and documentation for data-driven decisions.
• Support change management during structural adjustments for smooth transitions.
• Coach leaders on people management and leadership development.
• Conduct exit interviews to capture feedback and turnover drivers.
• Analyze exit data to improve retention and engagement.
• Translate business needs into actionable HR initiatives and solutions.
• Drive HR process improvements and risk management with leadership.

Skills

People management

HR policy implementation

Leadership coaching

Employee relations

HR analytics

Education

Bachelor's Degree in HRM / Business / Psychology

Tools

HRIS

Job description

JOB SUMMARY

The HR Business Partner (HRBP) Manager acts as a strategic advisor and liaison between business units and HR, translating business priorities into effective people strategies and initiatives. The role drives performance management, oversees organizational structuring, provides coaching and support to leaders, and ensures smooth employee relations, engagement, and leadership effectiveness.

Additionally, the HRBP supports and leads HR operational improvements, collaborates with HR Centers of Excellence, and delivers integrated, data-driven HR solutions that enhance workforce effectiveness and overall organizational performance.

RESPONSIBILITIES

Organizational Structuring

• Partner with business leaders to assess structures, reporting lines, role clarity, and spans of control to enhance efficiency, accountability, and agility.

• Advise on organizational changes, including restructuring, expansion, downsizing, or realignment, ensuring smooth adoption and minimal disruption.

• Drive workforce design initiatives to align roles, optimize talent deployment, and enable scalable growth.

• Conduct job analysis and role evaluations to support the creation, revision, and alignment of job roles, grades, and career frameworks.

• Analyze workforce data to identify gaps, overlaps, or inefficiencies, and recommend actionable structural improvements.

• Maintain organizational charts, headcount reports, and documentation to support transparent, data-driven decision-making.

• Support change management efforts related to structural adjustments, providing guidance to managers and employees for seamless transitions.

Employee & Leadership Support

• Partner with business leaders to understand workforce needs, challenges, and priorities, and advise on strategies to enhance engagement, performance, and leadership effectiveness.

• Support complex employee relations cases, investigations, and disciplinary actions in compliance with company policies and labor regulations.

• Coach leaders on people management, leadership development, and best HR practices.

• Conduct and document exit interviews to capture employee feedback, understand turnover drivers, and assess overall employee experience.

• Analyze exit interview data to identify trends and provide actionable insights for improving retention, engagement, and organizational effectiveness.

HR Operations & Continuous Improvement

• Translate business needs into actionable HR initiatives and solutions.

• Advise leadership on HR operational effectiveness, risks, and opportunities, and drive the implementation and continuous improvement of HR frameworks and processes.

• Partner with HR Centers of Excellence to design and implement integrated, future-ready people solutions aligned with business priorities.

• Lead and support HR projects, change initiatives, and digital HR enhancements to enable business outcomes.

• Monitor HR metrics and provide insights to drive data-informed decisions and continuous improvement.

Performance Management

• Drive the end-to-end performance management process, including goal setting, mid-year reviews, and annual performance evaluations, ensuring alignment with organizational objectives.

• Partner with leaders to identify underperformance and design Performance Improvement Plans (PIPs) with clear objectives, timelines, and measurable outcomes.

• Coach managers on providing continuous, constructive feedback and fostering a culture of accountability and high performance.

• Monitor and analyze performance data to identify trends, gaps, and development opportunities, providing actionable insights to leadership.

• Support talent development initiatives by linking performance outcomes to learning, career progression, and succession planning.
  

QUALIFICATIONS

• Bachelor’s Degree in Human Resource Management, Business Administration, Psychology, or any related field.

• Minimum of 5 years of experience in HR, such as recruitment, employee relations, performance management, and talent development, etc.

• Experience in partnering with business leaders and implementing HR policies and compliance is an advantage

• Familiarity with HRIS or HR analytics is a plus.