Sr. HR Business Partner

Filinvest Development Corporation; Pasig; On-site; PHP 1,200,000 - 1,800,000; Full time

Job summary

Filinvest Development Corporation is seeking a Senior HR Business Partner to align HR initiatives with business objectives. The role requires driving talent management, workforce planning, and organizational development.

Candidates must have at least 8–10 years of HR experience, with a strong emphasis on employee relations and performance management. Proficiency in HRIS and analytical tools is a must, along with a Bachelor's Degree in Human Resources or related field.

Qualifications

• Minimum of 8–10 years progressive HR experience.
• At least 3–5 years in an HR Business Partner or HR leadership role.
• Experience supporting senior leaders is essential.

Responsibilities

• Partner with business leaders to develop HR strategies.
• Manage complex employee relations cases.
• Drive organizational effectiveness initiatives.

Skills

Labor laws knowledge

Employee relations expertise

Performance management

Analytical skills

Stakeholder management

Coaching abilities

Negotiation skills

Education

Bachelor's Degree in Human Resources

Master's Degree

Tools

HRIS

Microsoft Office

HR analytics tools

Job description

Job Summary

The Senior HR Business Partner (Sr. HRBP) serves as a strategic partner to business leaders, aligning human resources initiatives with organizational goals. The role is responsible for driving talent management, workforce planning, employee relations, organizational development, performance management, succession planning, and change management to support business growth and operational excellence.

Key Responsibilities

Strategic Business Partnership

• Partner with business leaders to understand business objectives and develop HR strategies that support organizational goals.
• Provide expert guidance on organizational design, workforce planning, talent management, and employee engagement.
• Act as a trusted advisor to executives and department heads on people-related matters.
• Analyze workforce trends and HR metrics to recommend strategic interventions.

Talent Acquisition & Workforce Planning

• Collaborate with Talent Acquisition teams to attract, assess, and onboard top talent.
• Support manpower planning and organizational restructuring initiatives.
• Develop retention strategies to address critical talent gaps and succession needs.

Performance Management

• Lead the implementation and enhancement of performance management programs.
• Coach managers on goal setting, performance reviews, employee development, and performance improvement plans.
• Ensure consistent application of performance standards across the organization.

Employee Relations

• Manage complex employee relations cases, disciplinary actions, grievances, and conflict resolution.
• Conduct investigations and recommend appropriate actions based on company policies and labor regulations.
• Promote a positive employee experience and foster a healthy work environment.

Organizational Development & Change Management

• Drive organizational effectiveness initiatives and change management programs.
• Facilitate leadership development, team effectiveness, and culture transformation initiatives.
• Support business transformation, restructuring, and organizational change projects.

Learning & Development

• Identify capability gaps and partner with Learning & Development teams to design targeted development programs.
• Support leadership succession planning and high-potential employee development.

Compensation & Benefits

• Partner with Total Rewards teams on compensation reviews, salary benchmarking, and reward programs.
• Provide recommendations on employee recognition and retention initiatives.

HR Governance & Compliance

• Ensure compliance with labor laws, company policies, and HR procedures.
• Maintain effective employee documentation and HR records.
• Support internal and external audits related to HR processes.

HR Analytics & Reporting

• Monitor and analyze HR metrics including turnover, engagement, productivity, and workforce demographics.
• Present actionable insights and recommendations to business leaders.
• Prepare regular workforce and talent reports for management review.

Qualifications

Education

• Bachelor's Degree in Human Resources, Psychology, Business Administration, Organizational Development, or related field.
• Master's Degree is an advantage.

Experience

• Minimum of 8–10 years progressive HR experience, with at least 3–5 years in an HR Business Partner or HR leadership role.
• Experience supporting senior leaders and managing complex employee relations cases.
• Background in large corporations, shared services, real estate, property development, construction, logistics, or related industries is preferred.

Knowledge & Skills

• Strong knowledge of labor laws and HR best practices.
• Expertise in employee relations, performance management, and organizational development.
• Strong business acumen and stakeholder management skills.
• Excellent coaching, influencing, and negotiation abilities.
• Strong analytical and problem-solving skills.
• Ability to manage multiple priorities in a fast-paced environment.
• Proficiency in HRIS, Microsoft Office, and HR analytics tools.