The Senior HR Business Partner acts as a strategic partner to business leaders and line managers in driving people strategies aligned with organizational objectives. The role focuses on strengthening workforce capability, supporting organizational effectiveness, managing employee relations, and enabling business leaders to make informed people decisions.
This position works closely with HR Centers of Excellence to implement talent management, performance management, and workforce planning initiatives while ensuring compliance with HR policies and labor regulations.
Key Responsibilities:
Strategic HR Partnership
- Partner with business leaders and department heads to align people strategies with business goals.
- Provide HR advisory and guidance on workforce planning, organizational structure, and talent management.
- Support leadership teams in building high-performing and engaged teams.
Talent Management & Workforce Planning
- Support succession planning initiatives and talent pipeline development to ensure organizational continuity.
- Partner with managers to identify capability gaps and recommend learning and development solutions.
- Assist in recruitment planning, promotions, and internal mobility discussions.
Performance Management & Leadership Support
- Provide guidance to managers on performance management processes including coaching, performance improvement, and career development.
- Support leaders in managing team performance and employee engagement.
Employee Relations
- Manage complex employee relations matters including disciplinary cases, grievances, and investigations.
- Provide guidance to leaders on appropriate actions aligned with labor laws and company policies.
- Work closely with relevant committees and stakeholders on employee case resolution.
Organizational Development & Change Management
- Support organizational restructuring, role redesign, and workforce optimization initiatives.
- Lead or support change management initiatives within assigned business units.
- Provide insights and recommendations to improve organizational effectiveness.
HR Policy & Compliance
- Ensure compliance with HR policies, procedures, and governance frameworks.
- Monitor adherence to labor laws and company policies in all HR processes.
HR Analytics & Reporting
- Analyze HR data and workforce metrics to identify trends and recommend improvement initiatives.
- Track metrics such as attrition, headcount planning, engagement scores, and talent pipeline health.
Key Performance Indicators:
- Employee engagement scores
- Attrition and regretted loss rate
- Workforce planning accuracy (actual vs planned headcount)
- Talent succession pipeline readiness
- Employee relations case resolution effectiveness
Qualifications:
Education
- Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field
- Master's degree or HR certification is an advantage
Experience
- 10+ years of progressive HR experience
- Strong background in HR business partnering, employee relations, and organizational development
- Experience working with senior leaders and business stakeholders
- Exposure to workforce planning, succession planning, and organizational design
Technical Skills
- Strong knowledge of Philippine labor laws and HR policies
- Experience in performance management and talent management frameworks
- Ability to analyze HR data and workforce metrics
- Proficiency in HR systems and Microsoft Office tools
Leadership & Competencies
- Strong stakeholder management and influencing skills
- Excellent communication and interpersonal skills
- Analytical and problem-solving capability
- Ability to lead change initiatives and manage complex people issues
- Strong organizational and project management skills
