Human Resources Business Partner

Besins Healthcare Philippines; Taguig; On-site; PHP 1,200,000 - 1,800,000; Full time

Job summary

Besins Healthcare Philippines is seeking an HR Business Partner to serve as a strategic people partner for the Philippine team. You will translate business priorities into actionable people strategies, covering employee relations, talent acquisition, performance management, payroll coordination and general HR administration.

The role also encompasses General Affairs and Office Management to ensure a smooth, compliant and productive workplace.

Qualifications

• Bachelor’s degree in Human Resource Management, Business Administration, or a relevant field.
• 7+ years of progressive HR experience in multinational and pharmaceutical environments.
• Experience implementing and supporting global HR processes locally.
• Experience in multicultural, international and matrix environments.
• Experience supporting annual HR cycles (performance reviews, salary reviews, workforce planning).
• Experience using HR data and workforce metrics to identify trends and support decisions.
• Excellent communication and interpersonal skills with stakeholders at all levels.
• Ability to wear multiple hats in a fast-paced environment.
• Strong business acumen and alignment of people initiatives with business priorities.
• Discretion, integrity and confidentiality in handling sensitive information.

Responsibilities

• Strategic HR Business Partnership: translate business priorities into people plans and lead organizational capability-building efforts.
• Governance & HR Excellence: ensure compliance with Philippine labor laws and global HR policies; provide guidance on compensation and benefits.
• People & Organizational Effectiveness: manage HR operations, onboarding, payroll coordination, and office management to ensure a productive workplace.
• Cross-functional collaboration with Finance, Operations, and global HR teams to align people agenda and resources.

Skills

Strategic partnership

Employee relations

Talent management

Change management

People analytics

Learning & development

Payroll coordination

Housekeeping & office mgmt

Education

Bachelor’s degree in HRM/Business Admin or related field

Job description

Position Title: HR Business Partner Philippines

Reports to: Business Manager Philippines

Overall, Job Purpose:

As HR Business Partner, you will serve as a strategic people partner to the Philippines team, translating business priorities into actionable people strategies that enable sustainable growth, organizational effectiveness, and a high-performance culture.

The role combines strategic and operational HR responsibilities, including employee relations, talent acquisition, performance management, learning and development, payroll coordination and general HR administration. The role is also responsible for General Affairs and Office Management, ensuring the effective day-to-day operation of the workplace.

Key Responsibilities

1. Strategic HR Business Partnership

• Business & Workforce Strategy: Partner with business leaders to understand strategic priorities, anticipate workforce needs, and develop people plans that support growth, productivity, and organizational readiness.
• Talent Strategy: Partner with global HR processes for talent management, while developing a strong understanding of the organization, its people and business priorities. Work closely with managers and leaders to identify talent, critical roles and capability needs, ensuring the organization has the right capabilities to meet current and future business needs.
• Leadership & Capability Building: Identify organizational capability gaps and partner with leaders to build targeted development solutions that strengthen leadership effectiveness, functional capability, and team performance.
• Organizational Effectiveness & Engagement: Drive initiatives that strengthen employee engagement, retention, culture, and organizational effectiveness, using data and business insights to shape practical solutions.
• Performance: Facilitate performance processes to reinforce accountability, drive differentiated performance, and support meaningful development and career conversations.
• Change Management & Employee Relations: Act as a trusted advisor on organizational changes, employee relations matters, and leadership decisions, ensuring balanced solutions that are business-oriented, people-focused, and compliant with Philippine labor laws and local regulations.

2. Governance & HR Excellence

• Total Rewards Advisory: Partner with the Global HR Reward Manager and follow global compensation and reward processes, providing guidance and support to managers on compensation, benefits, recognition and reward decisions, while ensuring alignment with company guidelines, internal equity and budget requirements.
• HR Governance & Compliance: Ensure HR policies, processes, employment practices, and statutory requirements are well governed, risk-managed, and continuously improved. Ensure compliance with applicable Philippine labor laws, employment regulations and statutory requirements while maintaining alignment with global HR policies and standards.
• HR Data & Insights: Use HR metrics, workforce data, and business insights to identify trends, support decision-making, and recommend practical actions that improve organizational performance.

3. People & Organizational Effectiveness

• HR Operations & Employee Lifecycle: Ensure the effective delivery of core HR operations, including payroll, HR administration, talent acquisition and onboarding, partnering with managers, employees and relevant internal and external stakeholders to ensure accurate, timely and consistent execution of HR processes and a positive employee experience.
• Learning & Development: Partner with managers and leaders to identify individual and organizational development needs, leveraging global HR learning frameworks and initiatives to build the skills and capabilities required to support current and future business needs.
• Cross-Functional Collaboration: Partner closely with Finance, Commercial, Operations, global HR teams and other relevant stakeholders to ensure people agenda alignment, effective resource planning, and smooth implementation of business and HR initiatives.
• General Affairs & Office Management: Oversee day-to-day office administration, facilities management, office maintenance and vendor services, ensuring smooth and efficient workplace operations. Manage office assets, equipment and inventories, coordinate with external service providers, and ensure overall workplace readiness to provide employees with a safe, professional and well-functioning working environment.

Requirements & Qualifications

• Bachelor’s degree in Human Resource Management, Business Administration, or a relevant field.
• 7+ years of progressive HR experience in multinational and pharmaceutical environments, on a similar position
• Experience implementing and supporting global HR processes and frameworks at local level, while adapting execution to business and country-specific requirements.
• Experience working in a multicultural, international and matrix environment, collaborating effectively with global HR Centers of Excellence and cross-functional stakeholders.
• Experience supporting annual HR cycles, including performance reviews, talent reviews, salary reviews, workforce planning and HR budget preparation.
• Experience using HR data and workforce metrics to identify trends, support business decisions and recommend practical actions.
• Excellent communication and interpersonal skills, with the ability to coach, support, and influence stakeholders, including First-Line and Senior Management.
• High flexibility to wear multiple hats, manage cross-functional projects, and thrive in a fast-paced environment.
• Strong business acumen, with the ability to understand business models, organizational priorities and their implications for people and capabilities.
• Ability to combine strategic thinking with hands-on operational delivery.
• Ability to build trusted relationships across different functions, cultures and levels of seniority.
• Pragmatic and solution-oriented approach, with sound judgment and the ability to balance business needs, employee considerations and HR governance.
• High level of discretion, integrity and confidentiality when handling sensitive employee and business matters.