XTN-B8B3900 | HR BUSINESS PARTNER

We are seeking an experienced and strategic HR Business Partner (HRBP) to partner closely with business leaders and employees across the organization.

This role will serve as a key HR advisor to Operations and other business functions, translating business priorities into effective people strategies and ensuring strong execution across the employee lifecycle.

The HR Business Partner will provide hands‑on and strategic HR support across employee relations, workforce planning, performance management, engagement, organizational development, compliance, and employee wellbeing.

The role will work closely with leaders across multiple locations and sites, ensuring consistency in HR practices while also addressing the specific needs and challenges of each business unit or location.

The ideal candidate is a managerial‑level HR professional with broad and strong exposure across all facets of HR.

They should be comfortable operating at both strategic and operational levels—partnering with leadership on people strategy while being willing to roll up their sleeves and drive execution, particularly in a fast‑growing organization where processes and structures continue to evolve.

Key Responsibilities

• I. HR Business Partnering & People Strategy
• Serve as a trusted strategic HR partner to business leaders, department heads, and site leaders.
• Understand business priorities, organizational needs, workforce challenges, and people risks, and translate these into actionable HR strategies.
• Advise leadership on organizational design, workforce strategy, employee experience, retention, performance, and people‑related decisions.
• Coach leaders and managers on people management, leadership effectiveness, and complex employee matters.
• Partner with leadership on organizational changes, restructuring, workforce expansion, and other business transformation initiatives.
• Provide strategic HR direction across assigned business units and locations.
• II. Employee Relations & Labor Relations
• Lead and oversee complex and sensitive employee relations matters, including investigations, grievances, disciplinary cases, administrative hearings, and workplace conflicts.
• Advise leaders on appropriate approaches and decisions relating to employee relations and disciplinary matters.
• Ensure employee relations practices are fair, consistent, and aligned with company policies and applicable labor laws.
• Provide guidance on the interpretation and application of Philippine labor laws and employment regulations.
• Manage escalated employee concerns and high‑risk workplace matters.
• Partner with Legal, DOLE, and other government agencies on labor‑related cases and regulatory matters when required.
• Identify emerging employee relations and labor risks and recommend preventive or corrective actions.
• III. Workforce Planning, Talent & Career Development
• Partner with business leaders to identify workforce requirements, talent gaps, critical roles, and future capability needs.
• Partner with Learning & Development (L&D) to identify capability gaps and shape appropriate talent development priorities.
• Coordinate with L&D on talent management, succession planning, career pathways, and employee development strategies.
• Partner with Talent Acquisition on critical workforce requirements that cannot be addressed through internal talent development.
• IV. Performance Management
• Own and provide strategic direction for the organization's performance management framework.
• Coach leaders on goal setting, performance expectations, feedback, performance reviews, and difficult performance conversations.
• Advise leaders on performance gaps, corrective actions, and Performance Improvement Plans (PIPs).
• Lead or participate in performance calibration and talent discussions.
• Analyze organizational performance trends and recommend interventions to improve workforce effectiveness.
• Provide leadership with insights and recommendations on performance and talent outcomes.
• V. Employee Engagement, Culture & Wellbeing
• Develop and drive employee engagement and workplace culture strategies aligned with business priorities.
• Partner with leaders to identify and address organizational culture, morale, engagement, and retention concerns.
• Analyze employee feedback and engagement trends and translate these into actionable organizational interventions.
• Provide strategic direction on employee wellbeing and employee experience initiatives.
• Partner with relevant HR teams in designing engagement, recognition, wellness, and employee experience programs.
• Champion initiatives that strengthen organizational culture, employee experience, and connection to company values.
• VI. Multi‑Site HR Business Partnering
• Provide strategic HR leadership across multiple offices, sites, and locations.
• Partner with site leaders to understand location‑specific workforce, organizational, and employee relations needs.
• Ensure consistent application of HR strategy, policies, and standards across locations while allowing for appropriate business and site‑specific considerations.
• Conduct regular business and people reviews with site leadership.
• Support the establishment, expansion, and scaling of HR practices in new locations.
• Build effective relationships with stakeholders across different locations, functions, and operating environments.
• Provide leadership with a consolidated view of people risks, trends, and opportunities across locations.
• VII. HR Policy, Governance & Process Improvement
• Lead the development, review, and continuous improvement of HR policies, frameworks, guidelines, and governance standards.
• Identify policy gaps and develop practical HR solutions aligned with business requirements, organizational values, and applicable labor regulations.
• Partner with Legal and relevant stakeholders to ensure policies are appropriately reviewed and compliant.
• Establish appropriate HR governance and ensure consistent application of policies across locations.
• Lead HR process improvement, standardization, and transformation initiatives.
• Identify opportunities to simplify, automate, and improve HR processes as the organization scales.
• Provide strategic direction on HRIS and people technology initiatives.
• Ensure HR policies, processes, and frameworks evolve with the organization's growth and changing business requirements.
• VIII. HR Analytics & Business Insights
• Use people data to identify business and organizational trends, risks, and opportunities.
• Analyze key workforce indicators such as headcount, attrition, absenteeism, engagement, performance, and employee relations.
• Translate HR data into actionable business recommendations for leadership.
• Develop and present people insights that support workforce planning, organizational decisions, and business strategy.
• Establish meaningful HR metrics and measures to evaluate the effectiveness of people initiatives.
• Use data and business insights to proactively identify workforce risks and recommend interventions.
• IX. Leadership & Stakeholder Management
• Build trusted relationships with senior leaders, managers, and key business stakeholders.
• Influence leadership decisions by providing sound, practical, and business‑oriented HR advice.
• Lead cross‑functional HR initiatives and strategic people projects.
• Partner closely with Talent Acquisition, L&D, Compensation Benefits, HR Operations, Facilities, Finance, and other functions to deliver integrated people solutions.
• Provide direction, coaching, and mentorship to HR team members.
• Promote accountability, professionalism, collaboration, and continuous improvement within the HR function.
• Represent the HR function in business reviews, leadership discussions, and organizational initiatives.

Qualifications

• Bachelor's degree in Human Resources, Psychology, Business Administration, Management, or related field.
• 8–10 years of progressive HR experience, with significant experience in HR Business Partnering, HR Management, or a similar managerial role.
• Strong and broad exposure across employee relations, labor relations, talent acquisition, performance management, engagement, HR operations, compliance, and workforce planning.
• Demonstrated experience partnering directly with senior leaders and operational management.
• Strong knowledge of Philippine labor laws and HR compliance.
• Experience handling complex employee relations and disciplinary cases.
• Experience supporting multiple locations, sites, or business units.
• Experience working with international or geographically distributed stakeholders is an advantage.
• Strong coaching, influencing, negotiation, and stakeholder management skills.
• Strong HR analytics and business acumen.
• Experience with HRIS and HR technology.
• Proven ability to lead HR projects and process improvements.
• High level of integrity, confidentiality, judgment, and professionalism.
• Willing to travel between company locations and partner sites as required.
• Comfortable working in a fast‑paced, high‑growth, and evolving organization.
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