Position Overview
The Manager – HR Business Partner serves as:
- A bridge between the business and HR, translating organizational priorities into people strategies that drive performance, retention, and growth.
- A strategic HR generalist who works in close coordination with Talent & Organizational Development, Compensation & Benefits, Talent Acquisition, and Facilities & Admin — to deliver integrated solutions.
- The organization's subject-matter expert on employee relations, labor compliance, and case management.
- An enabler who ensures that HR programs, policies, and practices are effectively applied and consistently experienced.
Key Duties & Responsibilities
1. Strategic Business Partnership
- Serve as a strategic advisor to department heads and people leaders on all people-related matters including workforce planning, organization design, and leadership effectiveness.
- Develop a deep understanding of each assigned business unit's goals, challenges, and operating context to provide relevant, timely HR counsel.
- Participate in business planning cycles, contributing workforce insights and talent risk assessments that inform headcount and capability decisions.
- Translate business needs into actionable HR priorities in collaboration with CoE partners, advocating for resources and programs that address each client group's needs.
- Proactively identify organizational health risks and recommend interventions before they escalate.
2. HR Reporting & Analytics
- Analyze and interpret HR data of the organization i.e. headcount, attrition, engagement, attendance, compliance, and performance trends, for business conversations and HR planning.
- Translate data insights into actionable recommendations for policy enhancements, leader enablement, and preventive ER programs.
- Prepare/enable periodic reports and dashboards for business leaders and HR leadership reflecting workforce health, talent risks, and progress against HR priorities.
- Leverage HCM and HR analytics tools to maintain data accuracy and support evidence-based decision making i.e. turnover, internal mobility, time-to-fill, and engagement scores, and escalate trends requiring intervention.
3. Employee/Labor Relations & HR Compliance
- Act as the first point of contact for employee relations matters, providing timely, fair, and legally sound guidance.
- Manage ER cases including grievances, disciplinary actions, PIPs, and separation processes in coordination with legal and HR leadership as needed.
- Ensure HR policies and practices are understood, applied consistently, and updated in response to legal changes or organizational trends.
- Identify recurring ER themes and surface patterns to HR leadership to inform policy, training, or culture interventions.
- Maintain accurate, confidential documentation of all ER cases and ensure proper escalation and resolution timelines are met.
4. Policy Governance, Enforcement & Documentation
- Develop, review, and enhance HR policies aligned with operational realities and legal requirements.
- Maintain accurate and complete ER documentation and case records.
- Oversee frameworks (e.g., attendance management) to ensure consistent policy application and compliance across the organization.
- Partner with managers to address issues through coaching, corrective action, and progressive discipline.
5. Change Enablement & Operational Readiness
- Coordinate and communicate HR operational readiness and workforce continuity plans during typhoons, transport strikes, and similar business disruption scenarios. Providing reports on employee and firm status to stakeholders.
- Help design and maintain response playbooks, escalation processes, and employee guidance related to business continuity events.
- Support organizational changes including restructures, leadership transitions, process changes, and new program rollouts.
- Develop communication plans, readiness activities, and learning interventions to support smooth implementation and employee adoption.
- Monitor adoption, employee impact, and operational risks during change initiatives, providing support and interventions where needed.
6. HR Digitalization & Process Improvement
- Design and implement HR digitalization initiatives through automation, workflow improvements, reporting enhancements, and adoption of technology solutions across assigned functional areas and processes.
- Identify opportunities to simplify manual processes, improve operational efficiency, strengthen data visibility, and enhance employee experience through technology-enabled solutions.
- Partner with stakeholders to improve HR processes, standardize practices, and drive operational excellence and continuous improvement across HR services.
- Support implementation, testing, optimization, and adoption activities for HR systems, tools, dashboards, and process enhancements.
- Assist in developing scalable and sustainable HR operational processes that support organizational growth, compliance, and workforce effectiveness.
7. Employee Engagement & Culture Enablement
- Design and/or execute culture-building initiatives rooted in company values and leadership behaviors including townhalls, employee events, corporate social events, new hire induction/onboarding etc.
- Analyze workforce and organizational trends and recommend programs or interventions that improve employee effectiveness, collaboration, retention, and overall organizational health.
8. Lead or Participate in Projects/Initiatives as Assigned
- Lead or actively participate in cross-functional projects and organizational initiatives assigned by management. Coordinate with relevant stakeholders, monitor progress, ensure timely completion of deliverables, and contribute to process improvements that support business objectives.
Minimum Qualifications
Education: Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field. A Master's degree or HR certification (e.g., SHRM-CP, PHRi, or equivalent) is an advantage.
Experience:
- Minimum 8 years of progressive HR experience, with at least 2 years in an HR Business Partner or generalist role.
- Solid working knowledge of Philippine labor law and HR best practices.
- Demonstrated experience managing employee relations cases end-to-end, including grievances, disciplinary actions, and separations.
- Experience working in a HR environment with functions in Talent Acquisition, Compensation, Learning & Development.
- Exposure to organizational design, workforce planning, and change management methodologies.
- Masters Degree or HR certification (e.g., SHRM-CP, PHRi, or equivalent) is preferred.
