HRBP Supervisor

Job Summary

The People & Culture Business Partner partners with Operations leaders to translate business priorities into people strategies and actions. The role provides trusted HR adviceon workforce planning, employee relations, engagement, performance, retention and talent matters, using people data and business insights to help leaders make sound decisions and improve employee experience and business results.

Key Responsibilities:

Business Partnership

• Act as a trustedPeople & Culture advisor to assigned Operations leaders and management teams
• Understand business priorities, workforce challenges, andoperational requirements and translate these into people actions
• Provide insights andrecommendations on keypeople metrics, including attrition, absenteeism, engagement, productivity, and workforce trends
• Participate in business reviews and leadership discussions and providethe P&C perspective on business decisions
• Proactively identify peoplerisks and recommend practical solutions

Employee Relations & Leader Coaching

• Advise leaders on employee relations, performance management, attendance, conduct and policy application
• Manage and handleadministrative cases, including investigation, documentation, caseassessment and coordination of appropriate actions
• Coach leaders in handling employee concerns, difficult conversations, performance issues, and corrective actions
• Ensure employee concerns and administrative casesare addressed fairly,consistently, and within established timelines
• Partner with Legal on complex or high-risk cases
• Maintain accurate and confidential documentation of employee relations and administrative cases

Retention & Employee Experience

• Analyze attrition and employee feedback to identify root causes and opportunities for intervention
• Partner with Operations leadersto develop and execute targeted retention action plans
• Support early-tenure retention initiatives, particularly duringonboarding, training, nesting and the first 90 days
• Use employeelistening channels, focus groups, stay interviews, exit data, and engagement resultsto identify employee experience gaps
• Monitor the effectiveness of retention and engagement interventions

Engagement & Culture

• Partner with Operations and the EmployeeEngagement Committee on initiatives that strengthen employee connection, culture, recognition, and engagement
• Translate engagement results and employeefeedback into practical business action plans
• Support leadersin building a positive, inclusive, and high-performing employeeexperience
• Monitor completion and impact of agreed engagement actions

Talent & Performance

• Partner with leaders on talent reviews,succession planning, performance management, career development and internal mobility
• Identify high-potential and critical talentand recommend appropriate development actions
• Support leaders in addressing performance gaps and buildingstronger talent pipelines
• Partner with Talent Acquisition and Learning teamson hiring and capability-building priorities

People Analytics

• Regularly review and interpret peopledata to identify trends, risks, and opportunities
• Develop meaningful insights and recommendations rather than simplyreporting HR metrics
• Track agreed people actionplans and measureoutcomes
• Prepare people-related reportsand presentations for business and P&C leadership

P&C Programs& Continuous Improvement

• Support the rollout and adoption of P&C programs,policies, and initiatives across assigned businessunits
• Identify opportunities to simplify or improve existingpeople processes and ways of working
• Ensure consistent application of P&Cpractices while considering business-specific needs
• Participate in cross-functional P&Cprojects and country-wide initiatives

Requirements:

• Bachelor's degree in Human Resources, Psychology, Business Administration, or related field
• 5–7 years of progressive HR experience, preferably in a BPO or high-volume environment
• Strong experience in HR BusinessPartnering, Employee Relations, engagement, performance management, and workforce analytics
• Working knowledgeof Philippine laborlaws and employment practices
• Strong businessacumen and abilityto connect people issues to operational results
• Strong influencing, coaching, communication, analytical, and stakeholder-management skills
• Ability to work independently and manage multiplepriorities
• Experience working directlywith Operations leadersand senior stakeholders