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Open nowFirst seen 5 days ago

HR BUSINESS PARTNER

VargasAndrews8 open roles

Where
Metro Manila, Philippines, Remote
Work mode
Remote
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Your applicationOpen nowHR BUSINESS PARTNERVargasAndrews · Metro Manila, Philippines, Remote

  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 VargasAndrews's own form.

The reply lands in your private mailbox

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The clock on this job

Early applications get read.

12.3% of postings close within 7 days. Measured by our own scanner across the market.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.3%7 days
  4. 19.3%14 days
  5. 35.6%30 days
  6. 58.1%60 days
This job: first seen 5 days ago

The posting

COMPANY OVERVIEW

VargasAndrews is a boutique business consulting firm focused on improving business owners' quality of life. We operate across the United States, Australia, and the Philippines and provide services that help businesses improve their operations and achieve their goals.

Our values are Teamwork & Comradery, Hiring & Developing the Best, Agility & Lean Thinking, Customer Obsession, Innovation & Systemization, and Accountability & Transparency.

ROLE PURPOSE

The HR Business Partner provides strategic and operational HR services to VargasAndrews, partnering with leadership to translate business priorities into practical people strategies, programs, systems, and solutions.

The role provides HR expertise across people strategy, talent acquisition, contractor relations, culture and engagement, capability development, contractor programs, HR systems, people analytics, policies, and HR operations.

The HR Business Partner also provides functional guidance to HR and Talent Acquisition resources and supports the continuous improvement of VargasAndrews' people practices and systems.

SCOPE OF SERVICES

1. Strategic HR & Business Partnership

  • Partner with leadership to identify workforce requirements, organizational priorities, people risks, and capability needs.
  • Develop and recommend HR strategies, programs, policies, and initiatives aligned with business objectives.
  • Provide HR advice and recommendations to leadership on complex people and organizational matters.
  • Support workforce planning, organizational design, succession readiness, retention strategies, and capability planning.
  • Use HR data, business information, and relevant trends to identify issues and recommend practical solutions.

2. Contractor Relations & People Experience

  • Provide guidance to leadership on contractor engagement matters, performance expectations, feedback, conduct concerns, conflict resolution, and engagement issues.
  • Support the review and resolution of sensitive or complex contractor matters.
  • Facilitate appropriate fact-finding and documentation when contractor concerns or potential policy violations arise.
  • Recommend appropriate actions in accordance with the applicable Independent Contractor Agreement and company policies.
  • Develop and support initiatives that strengthen culture, engagement, collaboration, wellbeing, psychological safety, and retention.
  • Gather and analyze contractor feedback and recommend appropriate actions to leadership.

3. Talent Acquisition & Workforce Planning

  • Provide strategic oversight and functional guidance for Talent Acquisition.
  • Partner with leadership and hiring stakeholders to identify current and future talent requirements.
  • Establish and continuously improve recruitment standards, assessments, interview practices, selection criteria, and candidate experience.
  • Participate directly in specialized, critical, or leadership searches when needed.

4. Capability, Culture & Contractor Programs

  • Identify organizational capability and development needs and recommend appropriate learning initiatives.
  • Develop or support leadership, skills development, upskilling, and knowledge-sharing programs.
  • Develop initiatives that reinforce VargasAndrews' values and desired culture.
  • Review relevant market and compensation data and provide recommendations to leadership.
  • Support the design, review, and administration of contractor-specific programs, allowances, recognition initiatives, and other approved engagement programs.
  • Evaluate the effectiveness of people programs and recommend improvements.

5. HR Policies, Systems & Operations

  • Develop, review, and maintain HR and contractor-related policies, guidelines, processes, SOPs, and documentation.
  • Maintain awareness of relevant regulatory and contractual requirements and identify matters requiring specialist or legal advice.
  • Provide functional oversight of contractor onboarding, offboarding, documentation, records, HRIS, and related HR processes.
  • Develop HR metrics and reporting that provide leadership with useful workforce and organizational insights.
  • Identify opportunities to improve HR processes through systemization, AI, automation, and better use of technology.
  • Maintain appropriate confidentiality and data handling standards for HR and contractor information.

6. HR Functional Leadership

  • Provide functional guidance and subject-matter support to HR and Talent Acquisition resources.
  • Establish HR priorities, service standards, processes, and expected deliverables aligned with agreed business requirements.
  • Review the quality and effectiveness of HR and Talent Acquisition outputs and recommend improvements.
  • Ensure HR resources have appropriate systems, documentation, tools, and guidance to deliver required services.
  • Coordinate HR initiatives and cross-functional people projects.
  • Support continuous improvement and scalability of the HR function.

QUALIFICATIONS & EXPERIENCE

  • Bachelor's degree in Human Resources, Psychology, Human Resource Development Management, Business, or a related field.
  • Minimum of five years of progressive HR experience, including experience as an HR Business Partner, HR Manager, HR Lead, or comparable role.
  • Broad experience across HR advisory, contractor relations, talent acquisition, culture and engagement, learning and development, HR operations, policies, or HR systems.
  • Experience supporting independent contractor workforces is highly preferred.
  • Experience within consulting, outsourcing/BPO, professional services, remote organizations, or growing businesses is advantageous.
  • Experience developing or improving HR policies, processes, programs, and systems.

CORE CAPABILITIES

  • Strong HR business partnering and business acumen.
  • Strong knowledge of HR practices and independent contractor engagement considerations.
  • Strong judgment in handling confidential and sensitive matters.
  • Strong analytical, problem-solving, coaching, negotiation, and conflict-resolution skills.
  • Effective written and verbal communication.
  • Strong stakeholder management and influencing capability.
  • Data literacy and ability to translate HR information into practical recommendations.
  • Strong project, organizational, and prioritization skills.
  • Proficiency with Microsoft 365, HRIS, ATS, and related HR technologies.
  • Practical ability to use AI and automation to improve HR processes, analysis, documentation, and reporting.
  • High standards of integrity, professionalism, discretion, and confidentiality.

Preferred: CPHR or comparable HR credential and/or PMAP membership.

ENGAGEMENT & SERVICE EXPECTATIONS

The HR Business Partner is engaged as an independent contractor and is responsible for independently determining the appropriate manner and methods for delivering the agreed services, subject to the Independent Contractor Agreement, agreed deliverables, business requirements, applicable policies, confidentiality obligations, and required outcomes.

The engagement requires effective coordination and reasonable availability for agreed meetings, stakeholder collaboration, and time-sensitive HR matters.

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