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.
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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 recommendation