HR Business Partner Manager

Office location: Pasig City

Work setup: Full Onsite

Schedule: Monday to Friday, Dayshift

Role Overview

The HR Business Partner acts as a strategic partner to business leaders by aligning people strategies with organizational objectives and operational priorities. The role supports business performance through talent management, workforce planning, organizational development, and employee relations initiatives. It also helps drive culture, leadership capability, and change management efforts across the organization.

Qualifications

• Bachelor's degree in Human Resources, Psychology, Business Administration, or a related discipline
• MBA or relevant postgraduate qualification is an advantage
• Professional certifications such as SHRM-CP/SCP, CHRP, or equivalent are preferred
• Proven experience in HR Business Partnering or other strategic HR functions, with at least 5+ years of relevant experience, including 2+ years of leadership experience. 
• Strong background in talent management, organizational development, and employee relations
• Excellent stakeholder management, communication, and influencing skills
• Strong analytical thinking and business acumen
• Experience using HRIS platforms and HR analytics tools is an advantage

Key Responsibilities

Strategic HR Partnership

• Partner with business leaders to provide strategic HR guidance and support
• Align HR initiatives and programs with business goals and operational requirements
• Support workforce planning and organizational structure initiatives

Talent Management

• Collaborate with recruitment teams to support talent acquisition strategies
• Facilitate performance management processes aligned with business objectives
• Support succession planning and development programs for high-potential employees

Employee & Organizational Development

• Develop and implement learning and development initiatives
• Drive employee engagement and culture-building programs
• Support leadership development and organizational capability-building efforts

Change Management

• Lead and support organizational transformation and change initiatives
• Ensure effective implementation of HR programs, policies, and systems
• Promote culture alignment during organizational transitions and business changes

Employee Relations

• Handle and escalate complex employee relations concerns when necessary
• Ensure consistent and fair implementation of HR policies and procedures
• Provide guidance on conflict management, disciplinary actions, and workplace issues

HR Analytics & Compliance

• Analyze HR data and provide insights to support business decisions
• Monitor workforce trends, employee engagement, and attrition metrics
• Recommend data-driven HR solutions and improvements
• Ensure compliance with labor regulations and internal company policies
• Stay updated on regulatory and policy changes impacting HR practices