Human Resources Business Partner

The purpose of this role is to strengthen people practices supporting the manufacturing partnership through aligning key HR processes to client's principles and operating standards where feasible, without transferring employer authority to client; and ensuring the Philippines workforce experience is consistent in values, leadership expectations, and capability, while remaining compliant with local law and EMS company policies.

Role Location & Employment Status

· Work allocation: Supports the manufacturing partnership serving client's production needs

· Accountability: Accountable to Gruppo EMS leadership for all employer decisions and compliance

Guiding Principles (Guardrails)

· Employer authority remains with Gruppo EMS (contracts, pay, benefits, discipline, terminations).

· Client provides standards, frameworks, coaching, and tools—not approvals or decisions.

· Alignment is principles-based, not policy mirroring when local law/practice differs.

· Communication must reinforce: employees are employed by the EMS Company.

Key ResponsibilitiesA. Alignment & Enablement (Core)

· Translate client's values, leadership expectations, and behavioral standards into local HR practices.

· Co-design fit-for-purpose local processes aligned to client's principles (e.g., performance cycle timing, feedback rituals, leadership capability).

· Provide HR process support to leaders working on client's manufacturing deliverables (e.g., workforce planning inputs, skills mapping, learning pathways).

B. Performance & Talent (Enablement, not control)

· Facilitate EMS-led goal setting and feedback processes using shared templates.

· Run EMS-owned calibration discussions; share aggregate insights to client (no individual decision authority from client).

· Build manager capability: coaching, feedback, documentation quality, fair process.

C. Employee Experience & Engagement

· EMS-owned engagement listening; share themes and improvement plans.

· Support EMS-led communications that connect employees to client's mission and manufacturing standards without implying employment by client.

D. Compliance & Risk Stewardship

· Ensure EMS processes remain compliant with Philippine labor requirements.

· Maintain an Authority vs Influence operating discipline (see RACI below).

· Maintain a Decision Register for key people decisions showing the EMS as decision owner.

Explicit Non-Responsibilities (What the HRBP must NOT do)

The HRBP must not:

· act as a client decision-maker or approver for any people decision;

· issue instructions on behalf of client relating to discipline, termination, pay, promotion, or employment terms;

· represent themselves as employed by client, or as client's HR;

· sign documents for client, negotiate employment terms for client, or handle grievances as a client's representative;

· run client led PIPs/disciplinary processes or create a process that effectively bypasses EMS authority.

Decision Rights & EscalationEMS-owned decisions (final authority)

· Hiring/firing, disciplinary action, PIPs, promotions, salary changes, benefits, working time/leave, contract changes.

Joint consultation areas (advisory input from client)

· Competency standards, quality culture expectations, leadership behaviors, high-level capability priorities.

Escalation protocol

· HRBP escalates to EMS HR Lead/GM for employer decisions.

· HRBP may consult client's Global HR for guidance on standards/templates, but does not request approvals.

· Any grey area decision impacting employment status must go through EMS Legal / EMS HR first.

Reporting & Working Cadence

· Reporting line: EMS HR leadership (solid line).

· Engagement cadence with client's Global HR:

o Monthly alignment call (process health, capability themes, engagement insights)

o Quarterly governance review (KPIs, risks, improvements)