Human Resources Regional Partner, APAC

Western Union; Quezon City; On-site; PHP 1,800,000 - 3,000,000; Full time

Benefits offered by this job

Health insurance

Life and accident insurance

Paid time off

Development platforms

Job summary

Western Union is seeking an HR Regional Partner for APAC in the Philippines to act as the on‑the‑ground advisor for people leaders and employees across the region. You will own day‑to‑day HR for your country and partner with Legal, Payroll, Benefits, and COEs to ensure compliant execution and consistent support.

You will coach Directors and below, handle complex employee relations, lead change projects, and collaborate with cross‑functional teams to deliver regional HR initiatives with

Qualifications

• Bachelor’s degree in HR, Business Administration, or related field.
• HR certification is a plus.
• Experience in multi-country HR and employee relations.

Responsibilities

• Coach and advise leaders on performance management and PIPs.
• Manage country‑specific employee relations and compliance.
• Partner with COEs, Legal, Payroll, and Benefits on HR operations.
• Lead change initiatives and regional HR projects.

Skills

HR generalist

People coaching

Change management

Employee relations

Multi-country experience

Education

Bachelor's degree in HR or related field

HR certification (nice to have)

Job description

Human Resources Regional Partner, APAC – Philippines

The HR Regional Partner, Asia Pacific (APAC) is to be the trusted, on-the-ground advisor for people leaders and employees across your assigned countries. This role combines hands‑on employee relations expertise, organizational change execution, and country‑specific judgment with disciplined partnership across Functional HRBPs, HR Centers of Excellence (COEs), People Relations, Legal, Payroll, and Benefits. You will own the day‑to‑day HR role for your country, as well as other assigned countries in the region. You have an advisory relationship for Director‑and‑below populations in your assigned countries, bringing consistency, compliance, and care to every interaction, while knowing exactly when to lead, when to partner, and when.

Role Responsibilities

• Employee & Manager Advisory (Director and Below) Coach and advise leaders at Director level and below on performance management, Performance Improvement Plans (PIPs), effective documentation, corrective action, and follow‑up, escalating Director+ or executive-sensitive matters to the Functional HRBP or People Relations. Serve as the first‑line HR advisor for Directors and below on complex, country‑specific matters requiring regional expertise and hands‑on execution. Coach managers on team leadership topics tied to employee relations, performance, local policy, or operational execution, in consultation with the Functional HRBP on broader leadership strategy. Support performance and talent calibration follow‑up for Director‑and‑below populations, including documentation and process tracking, in consultation with the Functional HRBP.
• Leave, Accommodations & Policy Execution Advise and support managers through complex leave administration, LOA and country‑specific absence matters, partnering with COEs as needed. Provide manager coaching and country‑specific guidance on workplace accommodations, escalating complex cases to specialized partners. Contribute regional and country‑level nuance to policy development and rollout readiness led by the COE.
• Projects & Change Partner closely with leaders and Talent Acquisition to support, advise, manage change for teams that are expanding. Execute workforce changes, people leader support, documentation, and employee‑specific support, partnering with Functional HRBPs. Lead or support regional HR operations projects, integrations, and transformation initiatives requiring local execution and stakeholder coordination. Partner on engagement action planning for Director‑and‑below populations, coordinating local follow‑up with Functional HRBPs on functional trends. Partner on global mobility support for in‑region relocations and cross‑border moves, coordinating with the Global Mobility team on process and compliance requirements.
• Compliance, Labor & Employee Relations (including for owned locations, where applicable) Serve as the primary regional point of contact for local regulatory matters and country‑specific HR compliance topics, escalating to the Director of People Operations as needed. Act as the primary point of contact for works councils, unions, and local employee representation, escalating to the Director of People Operations and coordinating with Legal and leadership. Partner with Legal, People Relations, and leadership on regional labor disputes, litigation support, and sensitive employee matters requiring local expertise. Partner with People Relations on remediation plans, investigation follow‑up, and implementation of agreed corrective actions for Director‑and‑below cases.
• Benefits & Payroll Partnership Triage and coordinate payroll and benefits escalations, partnering with Payroll and Benefits COEs to ensure timely resolution and clear communication back to employees and leaders. Participate in vendor performance reviews for in‑region benefits providers. Partner with the Global Benefits team on annual benefits planning for the region. Support execution of local benefits campaigns and employee benefits communications.
• Case Management Serve as the responsible owner for responding to, working, and resolving HR Cases assigned to the Regional HR Partner queue, ensuring timely, accurate, and SLA‑compliant resolution. Triage incoming cases by topic and complexity, resolving those within scope directly and escalating or re‑assigning cases that require Functional HRBP, People Relations, Legal, or COE involvement. Meet case‑handling KPIs, including Queue Time SLA (cases moved to Work In Progress within target), Active Handle Time (AHT) SLA, and Case Transfers SLA (minimizing cases routed to another team or specialist), consistent with the global HR Ops SLA targets. Monitor assigned case queues against these SLA targets to identify aging cases, transfer trends, or recurring issues.

Role Requirements

• 5+ years of progressive HR generalist/business partner experience, including direct manager coaching, employee relations case management, and change management in a multi-country environment.
• Experience in a Shared Service Center in highly desirable.
• Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent practical experience; HR certification a plus.
• Demonstrated experience navigating local labor law, works councils, unions, or statutory employee representation across Americas markets.
• Experience partnering with various COEs and stakeholders across the company.
• Sound judgment for triaging when to own, consult, or elevate to Legal, People Relations, or COE partners.
• High discretion with confidential employee data, strong documentation discipline, and comfort operating in a matrixed, dotted-line reporting environment.
• Cultural sensitivity, adaptability, and strong relationship-building skills across diverse Americas markets.

Work Shift Western Union values in‑person collaboration, problem solving, and ideation whenever possible. We believe this fosters common ways of working and supports how we execute initiatives for our customers. The expectation is to work from the office a minimum of three days a week.

BENEFITS AND OTHER DETAILS

Benefits You will also have access to short-term incentives, multiple health insurance options, accident and life insurance, and access to best‑in‑class development platforms, to name a few. Please see the benefits below specific to your country. If applicable, additional role-specific benefits will be mentioned during your interview process or in an offer of employment. Your Philippines specific benefits include:

• Life / Accident Coverage
• Paid Time Offs
• Employee Wellness
• Global Recognition and Rewards Programs

Other Details

We are passionate about honoring our employee's identity and fostering a feeling of belonging. Our commitment is to provide an inclusive culture that celebrates the unique backgrounds and perspectives of our global teams while reflecting the communities we serve.

We do not discriminate based on race, color, national origin, religion, political affiliation, sex (including pregnancy), sexual orientation, gender identity, age, disability, marital status, or veteran status. The company will provide accommodation to applicants, including those with disabilities, during the recruitment process, following applicable laws.

About Us

At Western Union, we’re more than a trusted name in global payments. We’re moving beyond remittances, beyond cash, and beyond the expectations of our customers. Our talented teams enable us to transform into a digital-first company, built on the strength of our retail foundation and powered by next‑generation payments. All this with the goal of helping people prosper. Our customers inspire us to push boundaries and create services that make life easier and communities stronger. Wherever you are in the world, we’re committed to shaping the next generation of financial experiences. Join us as we go beyond and be part of a team that’s redefining what’s possible.