Human Resources Business Partner

Appficiency; Philippines; On-site; PHP 800,000 - 1,200,000; Full time

Job summary

Appficiency is a global technology and professional services firm looking for a seasoned HR business partner to align people strategy with business priorities across global offices.

You will coach leaders, drive recruitment for senior roles, and lead performance initiatives that foster accountability and a high‑performance culture. This role requires strategic thinking and hands‑on execution in a fast‑moving environment.

Qualifications

• 5–8 years in Human Resources, with demonstrated HR Business Partnership experience.
• Proven ability to engage with senior leadership and translate business strategy into workforce plans.
• Strong influence skills across organizational levels; able to drive outcomes without formal authority.
• Sharp business and HR acumen, problem‑solving, critical thinking and self‑initiative.
• Track record coaching managers toward stronger leadership practice.
• Excellent written/verbal communication and presentation skills; comfort producing polished documents and reports.
• Working knowledge of employment law and multiple HR disciplines: comp & benefits, org diagnosis, employee relations, DEI, performance management.
• Comfortable in a fast‑moving, entrepreneurial environment requiring multi‑tasking across concurrent priorities.

Responsibilities

• Partner with senior leaders to translate business priorities, including AI adoption and market expansion, into clear workforce and organizational strategies.
• Serve as an embedded HR voice on leadership‑level projects, providing structure, capability, and talent recommendations in real time.
• Research and stay ahead of trends, markets and be able to compare Appficiency performance against peers and aspirational goals.
• Lead full‑cycle recruitment for senior and niche roles across global locations, closing capability gaps as they emerge.
• Lead the execution of performance management programs that reinforce accountability, engagement, and a high‑performance culture.
• Identify talent gaps and drive succession planning and capability development, especially where leadership bench strength is thin.
• Coach managers directly, closing the gap between "manager" and "leader" through hands‑on capability building.
• Own initiatives that make company values tangible at scale, but how people actually experience working here.
• Elevate our HCM processes and tools so they're actively used, not passively administered — closing the adoption gap between platform capability and manager behavior.
• Leverage HR metrics, workforce analytics, and market insights to identify emerging trends, proactively uncover gaps and opportunities, and provide data‑driven, actionable recommendations to the leadership team.
• Provide compensation support including salary planning, promotions and job re‑leveling.

Skills

HR Business Partnership

Stakeholder engagement

Influence without authority

HR acumen

Coaching managers

Communication skills

Employment law knowledge

Multitasking

Job description

About Us

Appficiency is a global technology and professional services firm that solves complex business challenges through the intelligent application of enterprise software, automation, and AI. We\'re a proud Oracle NetSuite Alliance Partner; Salesforce Crest Partner; Microsoft Gold Certified Partner, and much more: our evolution has taken us well beyond a single platform, making us a multi-technology advisory and implementation partner across ERP, CRM, cloud platforms, and AI-driven solutions. What sets us apart is a \"technical-first\" approach, teams who understand both business logic and deep system architecture paired with a genuine belief that our people are our greatest strength, and that\'s who we invest in first.

The Opportunity

This role is part of the Shared Services business unit, reporting into the HCM leader, and works cross-functionally with department leaders across our global offices. Day to day looks like: partnering with a practice leader on a hiring plan one morning, coaching a first‑time manager through a performance conversation that afternoon, and sitting in on a leadership project the next day as the people‑strategy voice in the room, and using that strategy transparency to quickly pivot on recruiting nuances. It\'s a role that moves between the strategic and the hands‑on.

What You\’ll Do

• Partner with senior leaders to translate business priorities, including AI adoption and market expansion, into clear workforce and organizational strategies.


• Serve as an embedded HR voice on leadership‑level projects, providing structure, capability, and talent recommendations in real time.


• Research and stay ahead of trends, markets and be able to compare Appficiency performance against peers and aspirational goals.


• Lead full‑cycle recruitment for senior and niche roles across global locations, closing capability gaps as they emerge.


• Lead the execution of performance management programs that reinforce accountability, engagement, and a high‑performance culture.


• Identify talent gaps and drive succession planning and capability development, especially where leadership bench strength is thin.


• Coach managers directly, closing the gap between \"manager\" and \"leader\" through hands‑on capability building.


• Own initiatives that make company values tangible at scale, but how people actually experience working here.


• Elevate our HCM processes and tools so they\'re actively used, not passively administered — closing the adoption gap between platform capability and manager behavior.


• Leverage HR metrics, workforce analytics, and market insights to identify emerging trends, proactively uncover gaps and opportunities, and provide data‑driven, actionable recommendations to the leadership team.


• Provide compensation support including salary planning, promotions and job re‑leveling.

What You\’ll Bring

• 5–8 years in Human Resources, with demonstrated HR Business Partnership experience.


• Proven ability to engage with senior leadership and translate business strategy into workforce plans.


• Strong influence skills across organizational levels; able to drive outcomes without formal authority.


• Sharp business and HR acumen, problem‑solving, critical thinking and self‑initiative.


• Track record coaching managers toward stronger leadership practice.


• Excellent written/verbal communication and presentation skills; comfort producing polished documents and reports.


• Working knowledge of employment law and multiple HR disciplines: comp & benefits, org diagnosis, employee relations, DEI, performance management.


• Comfortable in a fast‑moving, entrepreneurial environment requiring multi‑tasking across concurrent priorities.

What will set you apart:

• Builder\'s instinct over caretaker\'s instinct: you improve the process you inherit rather than just running it as‑is.


• Influence Over Authority: no matter your role, you\'ll be an integral member of the team, focusing on engagements of varying sizes and across diverse industries, so the ability to move people without formal positional power is an asset.


• Global fluency: As part of our growing global footprint, comfort operating across time zones and cultures is a genuine differentiator, not a nice‑to‑have.


• Strategic + Hands‑On: You\’re equally comfortable discussing workforce strategy with an executive and helping a manager prepare for a difficult conversation. You know when to zoom out and when to roll up your sleeves.

What Success Looks Like:

• Leaders see you as a trusted business partner - someone they proactively bring into important decisions.


• Workforce priorities are clearer and more proactive, with critical talent gaps, hiring needs, succession risks, and capability requirements identified before they become business constraints.


• Managers become stronger leaders, with greater confidence and consistency in performance management, feedback, coaching, and difficult people conversations.


• Critical roles are filled effectively, particularly senior and specialized positions where capability gaps could slow growth.