Senior HR Manager – Employee Experience & Operations

Eastvantage Business Solutions Inc.; Philippines; On-site; PHP 900,000 - 1,500,000; Full time

Job summary

Eastvantage Business Solutions Inc. is seeking an experienced HR Manager, HR Business Partnering & Operations to lead end-to-end HR delivery, employee engagement, and people strategy across our global delivery operations.

As a trusted advisor to business leaders, you will align people initiatives with business priorities while ensuring compliant, scalable, and employee-centric HR practices within a fast-paced BPO/shared services environment.

Responsibilities

• Strategic HR Business Partnership with operations and corporate stakeholders.
• Direct workforce planning, talent strategy, organizational design, and employee matters.
• Translate business priorities into people initiatives to support goals and values.
• Identify and address people risks related to growth, retention, capability, and performance.
• Support organizational change initiatives including restructuring and expansion.
• Use people insights and data to drive strategic decisions.

Job description

We are seeking a strategic and experienced HR Manager, HR Business Partnering & Operations to lead end-to-end HR delivery, employee engagement, and people strategy across our global delivery operations. This role plays a critical part in driving organizational effectiveness, ensuring operational excellence, and fostering a high-performance culture within a fast-paced BPO/shared services environment.

As a trusted advisor to business leaders, you will partner closely with operations and corporate stakeholders to align people initiatives with business priorities while ensuring compliant, scalable, and employee-centric HR practices.

This role requires a balance of strategic thinking, operational leadership, stakeholder management, and hands-on execution.

Key Responsibilities

• Strategic HR Business Partnership
• Serve as a trusted HR advisor to business leaders on workforce planning, talent strategy, organizational design, and employee-related matters.
• Translate business priorities into actionable people initiatives that support organizational goals and company values.
• Partner with leadership teams to identify and address people risks related to growth, retention, organizational capability, and workforce performance.
• Support organizational change initiatives, including restructuring, transformation projects, workforce expansion, and new operating models.
• Use people insights and workforce data to drive strategic decision-making and business outcomes.

HR Operations & Governance

• Lead and oversee end-to-end HR operations, including onboarding, offboarding, employee lifecycle management, and HR systems governance across the Philippines.
• Ensure full compliance with company policies, internal controls, labor legislation, and employment regulations.
• Act as the escalation point for complex employee relations matters, operational challenges, and policy interpretations.
• Partner with Payroll, Finance, IT, Global HR teams, and operational leaders to ensure seamless and high-quality HR service delivery.
• Oversee employee data integrity, HR audits, reporting, and analytics to support compliance and business decision-making.
• Provide governance and strategic oversight for payroll inputs, benefits administration, and HR shared services activities.
• Drive process improvement, automation, and standardization initiatives to improve efficiency, scalability, and employee experience.
• Manage relationships and performance of third-party vendors supporting HR operations, benefits, wellness, and engagement programs.

Employee Engagement, Culture & Inclusion

• Develop and execute employee engagement strategies that align with business objectives and organizational values.
• Lead and govern engagement initiatives, recognition programs, wellness activities, and culture-building events within the Philippine operations.
• Analyze employee survey results and partner with business leaders to implement meaningful action plans.
• Promote a positive, inclusive, and high-performance work environment across all levels of the organization.
• Champion Diversity, Equity, Inclusion, and Belonging (DEIB) initiatives and integrate them into employee programs and people practices.
• Lead internal communication efforts that strengthen transparency, alignment, and employee connection.
• Monitor engagement metrics, retention trends, and culture indicators, providing recommendations and insights to senior leadership.

People Leadership & Organizational Effectiveness

• Lead, coach, and develop HR team members to deliver exceptional service and business partnership.
• Establish performance standards, service level expectations, and operational governance frameworks.
• Drive capability-building initiatives and succession planning within the HR function.
• Contribute to the development and execution of the broader people strategy supporting organizational growth and transformation.
• Support change management efforts during periods of organizational change, expansion, or new market entry.

Talent Management & Employee Relations

• Partner with managers on performance management, coaching, and employee development.
• Facilitate talent reviews, succession planning discussions, and internal mobility initiatives.
• Lead the resolution of employee relations matters, ensuring consistency, fairness, and legal compliance.
• Provide guidance on policy interpretation, disciplinary processes, performance improvement plans, and employment legislation.
• Ensure consistent application of HR policies and best practices across the organization.