Human Resources Business Partner

Hammerjack Pty Ltd; Philippines; On-site; PHP 800,000 - 1,200,000; Full time

Job summary

Hammerjack Pty Ltd is seeking an experienced HR Business Partner to align business objectives with employees and management. You will serve as a strategic consultant to leadership, acting as a change agent and employee champion to ensure HR strategies support growth and organizational goals.

The role covers strategic alignment, employee relations and engagement, talent management and succession planning, and change management.

Qualifications

• Bachelor's degree in HR, Business Admin, Organizational Psychology, or related field; Master’s/MBA preferred.
• 3+ years of progressive HR experience; 2–3 years in HRBP or HR Generalist supporting leaders.
• SHRM-CP/SHRM-SCP, PHR/SPHR or equivalent is a plus.

Responsibilities

• Strategically align HR initiatives with business goals and leadership.
• Manage employee relations, investigations, and provide advisory support to managers.
• Drive talent management, succession planning, and performance processes.
• Lead change initiatives and partner with L&D for leadership development.
• Ensure HR operations compliance with applicable labor laws and regulations.

Skills

Stakeholder influence

Emotional intelligence

Communication skills

Presentation skills

Education

Bachelor's degree

Master's/MBA preferred

Tools

HRIS

Job description

Job Summary

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.

Technical Skills & Competencies:

• 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.