Human Resources Business Partner

Sunpride Foods, Inc. Head Office; Mandaue; On-site; PHP 600,000 - 900,000; Full time

Job summary

Sunpride Foods, Inc. Head Office is seeking an HR Business Partner to align people initiatives with strategic business goals across designated units. You will serve as a trusted advisor to leadership, helping shape organizational design, change management, and workforce planning.

The role requires strong HR analytics, stakeholder management, and experience in performance management, succession planning, and employee engagement to foster a high-performing, inclusive culture.

Qualifications

• Bachelor’s degree in HR, Business Administration, or related field (MBA preferred).
• 3+ years of progressive HR experience with 2–3 years in an HRBP/HR Generalist role.

Responsibilities

• Partner with senior leadership to align HR strategies with business goals.
• Analyze workforce trends and metrics to guide data-driven decisions.
• Identify human capital needs and advise on organizational design and workforce planning.
• Manage employee relations issues with fair investigations.
• Foster inclusive, collaborative work environment and engagement initiatives.
• Support succession planning and performance management processes.
• Collaborate with Payroll, Total Rewards, and Talent Acquisition to ensure HR service delivery.

Skills

Strategic HR consulting

Employee relations

Data-driven decision making

Change management

Talent management

HR analytics

Stakeholder influence

Education

Bachelor’s degree in Human Resources

Master’s/MBA preferred

SHRM-CP/SHRM-SCP or PHR/SPHR certification is a plus

Tools

HRIS systems

Job description

The HR Business Partner (HRBP) aligns business objectives with employees and management in designated business units. Serving as a strategic consultant to leadership, the HRBP acts as a change agent and employee champion, ensuring HR strategies directly support overall business growth and organizational goals.

Key Responsibilities

1. Strategic Business Alignment & Consultation

• Partner with senior leadership and department heads to understand business goals and develop tailored HR strategies.
• Analyze workforce trends and metrics to guide data-driven decision-making and performance improvements.
• Identify human capital needs and provide guidance on organizational design, restructuring, and workforce planning.

2. Employee Relations & Engagement

• Manage and resolve complex employee relations issues through fair, thorough, and objective investigations.
• Serve as a trusted advisor to managers and staff, fostering a positive, inclusive, and collaborative work environment.
• Implement employee engagement, retention, and recognition initiatives to improve morale and workplace culture.

3. Talent Management & Succession Planning

• Support line management in evaluating team performance, identifying high-potential talent, and planning for succession.
• Drive performance management processes (goal setting, mid-year reviews, annual evaluations, and performance improvement plans).
• Partner with talent acquisition teams to ensure recruitment strategies align with future business capabilities.

4. Change Management & Organizational Development

• Lead change management initiatives to support business transformation, growth, or operational shifts.
• Identify training needs for business units and partner with L&D teams to deliver effective management and leadership development.
• Promote equity, diversity, and inclusion (EDI) principles across all HR policies and business unit practices.

5. HR Operations & Compliance

• Ensure full compliance with federal, state, and local labor laws and industry regulations.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks.
• Collaborate with HR sub-functions (Payroll, Total Rewards, Talent Acquisition) to ensure seamless delivery of HR services.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field (Master’s/MBA preferred).
• 3+ years of progressive HR experience, with at least 2-3 years in an HR Business Partner or HR Generalist role supporting business leaders.
• SHRM-CP/SHRM-SCP, PHR/SPHR, or equivalent HR certification is a plus.
• Deep understanding of business operations, financial metrics, and organizational dynamics.
• Strong working knowledge of employment laws, compliance standards, and employee relations best practices.
• Proficiency in HR Information Systems (HRIS) and the ability to interpret HR metrics.

Soft Skills

• Proven ability to build trust and influence stakeholders across all levels of the organization.
• High emotional intelligence (EQ) with strong mediation and decision-making skills.
• Exceptional verbal, written, and presentation skills.