HR Business Partner

The HR Business Partner serves as a strategic partner to business leaders by providing HR guidance and solutions that support organizational goals and operational performance. This role is responsible for driving key people initiatives across talent management, employee relations, performance management, workforce planning, organizational development, and employee engagement.

• →Partner with business leaders to understand workforce needs and provide strategic HR support.
• →Align HR initiatives with business objectives to improve organizational effectiveness and employee performance.
• →Provide guidance on organizational design, workforce planning, and talent strategies.
• →Support the full employee lifecycle, including recruitment, onboarding, performance management, succession planning, and career development.
• →Partner with managers to implement performance management processes and talent reviews.
• →Identify learning and development opportunities to strengthen organizational capability.
• →Provide coaching and guidance to managers on employee relations matters.
• →Handle employee concerns, investigations, disciplinary actions, and conflict resolution in accordance with company policies and labor laws.
• →Promote a positive employee experience and healthy workplace culture.
• →Lead employee engagement initiatives and organizational development programs.
• →Support change management initiatives and organizational transformation projects.
• →Monitor employee engagement trends and recommend improvement initiatives.
• →Ensure compliance with labor laws, company policies, and HR procedures.
• →Support the implementation of HR policies and standard operating procedures.
• →Maintain accurate employee records and HR documentation.
• →Coordinate with Payroll, Compensation & Benefits, and other HR functions to ensure seamless employee support.
• →Analyze HR metrics, including turnover, absenteeism, hiring, and employee engagement.
• →Prepare HR reports and provide insights to support management decision-making.
• →Recommend HR process improvements based on workforce analytics.

• Bachelor's Degree in Psychology, Human Resource Management, Business Administration, or a related field.
• At least 5–6 years of progressive HR experience, with a minimum of 2–3 years as an HR Business Partner or HR Generalist supporting business units.
• Strong background in employee relations, performance management, organizational development, and talent management.
• Knowledge of the Philippine Labor Code and HR best practices.
• Experience partnering with operational leaders in fast-paced environments.
• Strong communication, stakeholder management, coaching, and problem-solving skills.
• Experience using HRIS platforms and Microsoft Office applications.