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Open nowFirst seen 3 days ago

HR Business Partner

PM Consulting1,477 open roles

Where
Pasig, Metro Manila, Philippines
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Your applicationOpen nowHR Business PartnerPM Consulting · Pasig, Metro Manila, Philippines

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on PM Consulting's own form.

The reply lands in your private mailbox

3×more interviews than doing it yourself with ChatGPT.

The clock on this job

Early applications get read.

12.1% of postings close within 7 days. Measured by our own scanner across the market. PM Consulting postings stay open a median of 1 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.1%7 days
  4. 19.1%14 days
  5. 35.6%30 days
  6. 52.7%60 days
This job: first seen 3 days ago

PM Consulting median: 1 days open

The posting

Location: Pasig City

Work Set-up: Onsite

Work Schedule: Dayshift | Monday - Friday

Job Description:

The Human Resources Business Partner (HRBP) plays a critical role in supporting organizational growth within the telecommunications industry by partnering closely with business leaders and department heads to develop and execute people strategies aligned with operational and commercial objectives. This role serves as both a strategic advisor and hands-on HR leader, helping drive workforce effectiveness, employee engagement, leadership capability, and organizational performance in a fast-paced, technology-driven environment.

The HRBP acts as a key liaison between management and employees, ensuring that HR programs, policies, and initiatives support a high-performing, agile, and collaborative workplace culture while addressing the evolving workforce demands of the telecommunications sector. The role also contributes to talent planning, organizational development, and change management initiatives that enable business continuity, operational excellence, and long-term growth.

Key Responsibilities

Strategic HR Partnership

  • Collaborate with department leaders to understand business priorities, operational challenges, and workforce requirements.
  • Provide strategic HR guidance and recommendations to support organizational objectives and business expansion plans.
  • Partner with management in organizational planning, team structure optimization, and workforce forecasting initiatives.
  • Advise leaders on employee-related risks, talent gaps, and succession planning opportunities.
  • Support the implementation of HR strategies that improve productivity, retention, and overall organizational effectiveness.

Talent Acquisition & Workforce Planning

  • Work closely with recruitment teams and hiring managers to identify talent needs and ensure timely hiring of qualified candidates.
  • Participate in workforce planning discussions to support current and future staffing requirements.
  • Assist leaders in defining job competencies, career pathways, and talent development plans.
  • Strengthen employer branding initiatives and contribute to talent attraction strategies.
  • Monitor hiring trends, turnover rates, and staffing challenges to recommend proactive solutions.

Performance Management & Employee Development

  • Drive performance management initiatives, including goal setting, performance reviews, coaching, and development planning.
  • Support managers in addressing employee performance concerns through coaching and corrective action processes.
  • Identify training and development opportunities to enhance employee capability and leadership readiness.
  • Facilitate learning programs, leadership workshops, and professional development initiatives.
  • Promote a culture of continuous feedback, accountability, and high performance.

Employee Engagement & Culture Building

  • Develop and implement employee engagement initiatives that foster collaboration, morale, and retention.
  • Partner with leaders to strengthen workplace culture and reinforce organizational values.
  • Support diversity, inclusion, and employee wellness programs across the organization.
  • Conduct engagement surveys, analyze feedback, and recommend action plans for improvement.
  • Serve as a trusted HR advisor for employees and managers regarding workplace concerns and people-related matters.

Organizational Development & Change Management

  • Support business transformation projects, restructuring activities, and organizational change initiatives.
  • Guide leaders and employees through periods of transition to ensure smooth adaptation and minimal disruption.
  • Assist in implementing new HR systems, policies, and process improvements.
  • Facilitate communication and change readiness initiatives during organizational developments.
  • Monitor the effectiveness of change management efforts and recommend enhancements when necessary.

Employee Relations & Policy Administration

  • Manage and resolve complex employee relations concerns in a fair, consistent, and professional manner.
  • Conduct investigations related to workplace issues, disciplinary matters, and policy violations when required.
  • Provide guidance to managers on conflict resolution, performance counseling, and employee conduct.
  • Ensure consistent implementation and interpretation of company policies and procedures.
  • Promote positive employee relations while minimizing organizational risk.

HR Analytics & Reporting

  • Analyze HR metrics such as turnover, absenteeism, employee engagement, and recruitment effectiveness.
  • Prepare reports and insights to support leadership decision-making and workforce planning.
  • Utilize HR data to identify trends, risks, and opportunities for process improvement.
  • Support the development of data-driven HR initiatives that improve business performance and employee experience.
  • Maintain accurate employee records and HR documentation.

Compliance & Governance

  • Ensure HR practices comply with labor laws, employment regulations, and internal company policies.
  • Stay updated on changes in employment legislation and HR best practices.
  • Assist in policy development, review, and implementation.
  • Support audit requirements and ensure proper HR documentation and compliance standards are maintained.
  • Promote ethical HR practices and confidentiality in handling employee information.

Qualifications

  • Bachelor's degree in Human Resources, Psychology, Business Administration, Organizational Development, or a related discipline.
  • Master's degree or postgraduate studies in Human Resources or Business Management is an advantage.
  • Professional HR certifications such as SHRM-CP, SHRM-SCP, CHRP, or equivalent are preferred.
  • At least 5+ years of progressive experience in Human Resources, particularly in HR Business Partnering or strategic HR functions.
  • Strong background in talent management, employee relations, organizational development, and performance management.
  • Experience supporting multiple business units or fast-paced environments is highly preferred.
  • Knowledge of Philippine labor laws and HR best practices.
  • Proficiency in HR systems, workforce analytics, and Microsoft Office applications.
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