1,540 Human Resources Partner jobs in the Philippines

SIte Location : Alorica Mezza II: Mezza Residences Tower 2, Gregorio Araneta Ave, Quezon City

Job Description

Partner with department leaders to understand business goals and align HR strategies to support them.

Provide guidance and input on workforce planning, succession planning, and organizational development.

Act as a trusted advisor to management on HR policies, talent management, employee relations, and performance management.

Analyze HR metrics and trends to develop solutions, programs, and policies.

Drive initiatives focused on employee engagement, retention, and culture.

Support leadership in managing organizational change and continuous improvement.

Coach managers on effective leadership, team dynamics, and conflict resolution.

Ensure compliance with legal requirements and corporate policies related to day-to-day HR matters.

Collaborate with HR centers of excellence (COEs) such as Talent Acquisition, Learning & Development, Compensation & Benefits, and Employee Relations.

Support diversity, equity, and inclusion efforts within assigned business areas.

Qualifications

Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree or HR certification preferred).

5+ years of progressive HR experience, including at least 2 years in a business partner or strategic HR role.

Strong knowledge of employment law, HR best practices, and organizational development principles.

Proven ability to develop strong relationships with leaders and influence at all levels of the organization.

Experience in a fast-paced, dynamic business environment.

Excellent analytical, problem-solving, and communication skills.

High degree of professionalism and discretion in handling confidential information.

Lay Bare Waxing Philippines Inc.
is the Philippines' first-ever unwanted hair removal specialist. We are a chain with over 150 locations nationwide and continue to look to grow our 5 existing brands making the experience more comfortable and affordable for our clients. Our team is young, dynamic, and constantly innovating to ensure the maximum value for our stakeholders and prioritizes customer experience above all else.

Role Description

The
Human Resources Business Partner (HRBP)
serves as a strategic advisor and key liaison between HR and head office departments, providing expert guidance on people strategies that align with corporate objectives. The HRBP acts as a steward of organizational culture, championing diversity, equity, and inclusion, fostering employee engagement, and ensuring consistency in the application of HR policies and practices across head office departments. The role requires strong business acumen, excellent relationship management skills, and the ability to translate complex business needs into effective people strategies.

Duties and Responsibilities

• Strategic HR Partnership:
  Collaborates with department managers/heads to align HR strategies with business goals.
• Recruitment & Talent Acquisition:
  Works with hiring managers to develop accurate, inclusive, and compelling job descriptions and ensures job roles are clearly defined in terms of skills, qualifications, and expectations.
• Organizational Development & Change Management:
  Supports workforce transitions such as restructuring, mergers, or department realignments and conducts roles, team, and function assessments to improve alignment, efficiency, and accountability.
• Employee Relations & Engagement:
  Fosters a high-performance culture by proactively managing employee relations and resolving workplace issues and designs and executes employee engagement strategies suited to professional/knowledge-based head office functions.
• HR Compliance & Policy Governance
  : Ensures adherence to employment laws, corporate policies, and industry-specific regulations and supports internal audits and risk management related to people practices.
• HR Metrics & Reporting:
  Tracks and reports on key HR metrics relevant to head office operations
• Stakeholder Management & Communication:
  Serves as the primary HR point of contact for senior leaders and all employees at the corporate level.
• Administrative:
  Supervises daily administrative operations to ensure smooth and efficient office functioning. This includes but not is not limited to safety and compliance monitoring, office supplies inventory management, budget and expenses management, and records management.

Qualifications

• A holder of a Bachelor's Degree in Human Resources, or any Business Management course or equivalent
• Must have at least three (3) years of working experience in Human Resource Operations
• Must have at least one (1) year or relevant working experience in a supervisory role
• Must have excellent capacity for problem-solving and decision-making
• Amenable to report to Mandaluyong City in a hybrid set-up

The Provincial HR Business Partner will serve as a strategic partner to the business units within the province, providing comprehensive HR support to drive organizational goals and objectives. This role will be responsible for implementing HR initiatives, fostering a positive work environment, and ensuring compliance with local labor laws and regulations. The ideal candidate will possess strong interpersonal skills, a deep understanding of HR practices, and the ability to influence and guide management decisions.

What You'll Do

• Strategic Partnership - Act as a trusted advisor to provincial business leaders, providing HR guidance and support in line with organizational goals. Develop and implement HR strategies that support the achievement of business objectives and promote a high-performance culture.
• Employee Relations - Manage and resolve complex employee relations issues, conducting thorough and objective investigations when necessary. Provide guidance on conflict resolution, disciplinary actions, and performance management.
• People Management: Support talent acquisition efforts by collaborating with the recruitment team to attract and retain top talent . Implement talent development programs, including training, succession planning, and career development initiatives. Drive the performance management process, ensuring timely and effective goal setting, feedback, and performance reviews. Coach managers on best practices for performance improvement and employee development. Ensure compliance with local labor laws, regulations, and company policies. Conduct regular audits and assessments to identify and mitigate HR-related risks. Collaborate with the compensation team to ensure competitive and equitable compensation practices. Support benefits administration and communicate benefits programs to employees. Lead and support organizational change initiatives, ensuring smooth transitions and effective communication.Provide guidance on change management strategies and practices. Monitor and analyze HR metrics to identify trends and areas for improvement. Prepare and present reports to senior management on HR-related matters.

How You'll Succeed:

• Bachelor's degree in Human Resources, Business Administration, or a related field. A Master's degree or HR certification (e.g., SHRM-CP, PHR) is preferred.
• Minimum of 5 years of progressive HR experience, with at least 2 years in a business partner or advisory role.
• Strong knowledge of local labor laws and regulations.Excellent interpersonal and communication skills, with the ability to build relationships at all levels of the organization.
• Proven ability to manage multiple priorities and projects in a fast-paced environment.
• Strong problem-solving and conflict resolution skills.
• High level of integrity and professionalism.
• Proficiency in HRIS and Microsoft Office Suite.

Responsibilities

• Partner with department leaders to understand business goals and align HR strategies to support them.
• Provide guidance and input on workforce planning, succession planning, and organizational development.
• Act as a trusted advisor to management on HR policies, talent management, employee relations, and performance management.
• Analyze HR metrics and trends to develop solutions, programs, and policies.
• Drive initiatives focused on employee engagement, retention, and culture.
• Support leadership in managing organizational change and continuous improvement.
• Coach managers on effective leadership, team dynamics, and conflict resolution.
• Ensure compliance with legal requirements and corporate policies related to day-to-day HR matters.
• Collaborate with HR centers of excellence (COEs) such as Talent Acquisition, Learning & Development, Compensation & Benefits, and Employee Relations.
• Support diversity, equity, and inclusion efforts within assigned business areas.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field (Master's degree or HR certification preferred).
• 5+ years of progressive HR experience, including at least 2 years in a business partner or strategic HR role.
• Strong knowledge of employment law, HR best practices, and organizational development principles.
• Proven ability to develop strong relationships with leaders and influence at all levels of the organization.
• Experience in a fast-paced, dynamic business environment.
• Excellent analytical, problem-solving, and communication skills.
• High degree of professionalism and discretion in handling confidential information.

1: Organization Architecture

1.1 Talent Supply Planning Responsibility

a. Facilitates the review of workforce plans to validate staffing and employee movement recommendations made by department managers

b. Identify gaps in the workforce plan and appropriate talents to fill those gaps

c. Sets up and sustains partnerships with external sources, such as government, professional organizations, non-traditional channels

1.2 Performance and Competency Management

a. Facilitates alignment and calibration of goals and targets of a division to the over-all

b. Facilitates the development/review of job competency matrices for a division based on existing competency dictionary

c. Facilitates Job Competency Assessment for employees

2: Talent Acquisition and People Development

2.1 Assessment & Selection

a. Profiles and assesses an individual fit for the job using all appropriate and available tools and test battery

b. Conducts interviews for potential candidates in required position

c. Coordinates with concerned departments for timely and proper on-boarding of new employee

2.2 Learning Design and Development

a. Facilitates Learning and Development Planning for employees

b. Implements/customizes appropriate development plans

c. Coordinates with Corporate HR Team and external suppliers for the training requirements

d. Ensures compliance to training systems and processes like JCA, L&DP, post-training contracts and documentation as well as attainment of training targets to support the objective of building and enhancing employee competence level

e. Checks completeness of employees' training record

3: Compensation and Benefits

3.1
Conducts initial job evaluation and coordinates with Corp C & B for the final evaluation and implementation

3.2
Clarifies C&B policies and procedures as needed

3.3 C&B Delivery and Process Management

a. Facilitates availment of benefits

b. Facilitates resolution of payroll and benefits related issues

4: Employee Relations

4.1
Designs and organizes wellness, work-life, and recognition programs for the SBU

4.2
Assesses level of engagement and develops programs to drive it

4.3
Develops company programs that support CSR initiatives of the Company

5: Labor Relations

5.1 Resolves and manages disciplinary cases

a. Provides guidance to line managers in the effective and consistent implementation of the company rules and regulations, handling grievances, investigations, and carrying out disciplinary actions

b. Conducts administrative investigation proceedings and ensures that statutory provisions are complied

c. Ensures complete documentation in implementing disciplinary actions

5.2 Ensures accuracy in the implementation of Labor Laws

a. Coordinates, sustains, and sets up partnerships with labor-related government channels

JOB QUALIFICATIONS

• Graduate of Psychology, Behavioral Science, or any related course.
• Must have 5–10 years of experience in HR business partnering and organizational development.
• Has good written and verbal communication skills.
• Willing to be assigned in Danao, Cebu (4 days onsite, 1 day WFH).

Job description and qualifications
:

• Responsible to solve organizational challenges through people-related solutions and serve as an integral part of a market, assigned area(s) of a market or enterprise area's mid to senior-level leadership team
• Understand every aspect of the business and be a thought leader on human capital and organizational topics
• In partnership with assigned Senior Human Resources Business Partner (HRBP), design and execute the end-to-end human capital strategy that will drive the business to meet its goals.
• Requires a combination of hands-on and strategic reasoning and thinking, use of data to guide work, being comfortable challenging convention and, in some cases, influencing line and mid-level leaders to reassess how work is done
• Partner with a cross-functional group of subject matter experts within the HR centers of excellence and assigned Senior HRBP(s) to design and execute the strategy for how the business staffs, onboards, develops, motivates, retains and organizes work.
• Execute programs to support associates, including compensation, performance management, organizational design, succession planning, diversity and inclusion, organization culture, rewards and recognition, and talent management.
• Be a subject matter expert on organizational and people related planning and execution
• Provide insightful data to guide decision making and offer proactive solutions, solving problems and getting to the root cause of any issue, regardless of complexity
• Consult with mid-level and line managers to create comprehensive people plans to influence lasting and sustainable efficiencies
• Design and quickly implement solutions that cut across multiple disciplines, even those beyond human capital and organizational solutions
• Strong analytical and problem-solving skills, ability to analyze data, understand trends, including the development and monitoring of the EEO/AA action plan for designated site/location develop recommendations for action based on the analysis
• Ability to influence through strong relationships, expertise and data and can manage multiple stakeholders
• Comfortable rolling up your sleeves to get things done
• Strong sense of the importance of teamwork and collaboration.
• Superior communication skills and the ability to communicate large, complex change

Qualifications

• Requires a BA/BS degree
• 3 - 5 years of relevant work experience, including HR experience, business partner or generalist experience with data, analysis, trends and reports; or any combination of education and experience, which would provide an equivalent background
• HR designation preferred (SHRM-CP or SHRM-SCP).

Position: Human Resources Specialist IV

Department: Human Resource - HR Operations

Overview:

HRBP Officer is knowledgeable and skilled in handling of team member grievances and cases by conducting in-house investigations in order to observe due process and security of tenure of each Team Member; Advises people leaders to ensure knowledge and compliance of the implementing guidelines of the company policies and to adequately address not only labor-related HR issues in both corrective and preventive manner; Conducts administrative hearings and investigations within the program; Represents TIP during initial mandatory conciliation meetings and provides settlement and Labor disputes before the Labor Arbiter in NLRC and conducts basic negotiations with team members who have filed for complaints.

HRBP officers are knowledgeable in conducting career counseling sessions to provide Team Members with a broader perspective of career development opportunities within the company.

HRBP officers are knowledgeable on how to engage with people managers to effectively execute all TI and TIP HR policies and practices under supervision, including performance management, employee engagement, diversity efforts, recognition and talent management. Supports various events (TIP and program-specific) by ensuring all policies are adhered to and are observed during these events.

HRBP officer is knowledgeable in assisting leaders in implementing team member related action plans on increasing engagement; Presents to program leaders results of annual Pulsecheck Action Plans and similar engagement toll gates HRBP officers are knowledgeable on how to prepare and utilize a wide variety of management reports (e.g. attrition) to be able to provide people leaders/stakeholders a holistic view of the HR programs and help the business in the decision making.

HRBP officers are knowledgeable in coordinating and escalating to various HR functional teams for issues and concerns related to team members that will require immediate HR attention. Able to ask questions that test the viability of proposals and come up with sound resolutions. Able to solve complicated to complex, and even chaotic problems up to certain extent in the area of expertise HRBP officers are knowledgeable in conducting HRBP learning sessions either through new leaders, or within the HRBP team. Conducts HR for Non-HR (eg. License to Lead) to all new people managers in the company; Documents minutes and supports action plans related to FGDs by leaders; Serves as the HRBP representative for emergency ad hoc committees, security meetings and other occupational safety teams. Assists in site-wide initiatives on change management programs, program roll outs, new policy communication and implementation of policies.

HRBP officer can be assigned as a junior prime on different projects, works closely with the project primes, recommends updates of policies for people and human resources management and provides such technical solutions that can help in achieving the employee initiatives' and organizational goals.

HRBP officers are expected to support and manage program/s and play a key role in ensuring coherent implementation of people plans and processes across the units/organization and they align with local/global direction.

Required skills + qualities (technical):

• Bachelor's Degree in Psychology, Human Resources and Development, or any related field.
• 2-3 years HR or Operations experience in a Supervisory capacity, preferably within the call center, customer service, or any labor-intensive industry (i.e. manufacturing)
• Working knowledge of at least two Human Resources processes such as talent acquisition and management, organization design, workforce planning, performance management, team development, culture management, employee relations, discipline and discharge, compensation and benefits, learning management, legal compliance.
• Have skills in the following: Project Management, Presentation and Facilitation Skills, Effective Meeting Management, Basic Change Management. Possesses a general knowledge of legal requirements for handling employee cases.
• Familiarization with the Philippine Labor Code. Proficiency with MS Office applications (i.e. MS Word, Excel & Power Point).

Required skills + qualities (technical):

• Time management skills.
• Excellent verbal and written communication skills.
• Fluency in the English language.
• Customer orientation skills.
• Good supervisory and people-management skills.
• Adaptive to changing work hours / schedules, teams, and reporting relationships.
• Problem-Solving, Decision-Making, and Analytical skills.
• Competent in Strategic Influencing and Team Leadership.
• Has Passion for Excellence/Growth, and Innovation/Breakthrough Thinking.

TELUS Values:

TELUS recognizes and embraces the importance of values in our ever-changing workplace. To be successful, all applicants must demonstrate behaviors that are reflective of our values:

We passionately put our customers and communities first

We embrace change and innovate courageously

We grow together through spirited teamwork

Job Description
Founded in 1837 in New York City, Tiffany & Co. is one of the world's most storied luxury designed houses recognized globally for its innovative jewelry design, extraordinary craftmanship and unparalleled creativity. The brand's legendary wit, optimism, and soaring New York energy inspires a dream that lies both inside and beyond the House's treasured Blue Boxes. Today, the Maison has introduced it's new and revitalized presence in Philippines with new concept stores in Greenbelt 3, Solaire, and Cebu.

Be Part of the Tiffany Story
Behind every dream is the dreamer. We are looking for a HR Business Partner to join our Maison to be a brilliant ambassador and to effectively contribute to the future. If you are a dreamer, a visionary joymaker, and a daring achiever, we welcome you to apply now

• As the brand ambassador of Tiffany & Co., your main mission is to support our Market Leader on strategic organization effectiveness & talent development.
• You will develop and deliver core HR Service excellence in an effective an efficient manner (payroll, HR reporting & analysis, employee benefits administration etc.),
• Foster positive trusted relationships between our employees, management, customers, and partners using our Tiffany Values to guide our day-to-day behaviors and decisions

Celebrating Joy at Tiffany

• Be a passionate brand ambassador with excellent business acumen and a people connection,
• Be an excellent communicator,
• Embrace an entrepreneurial spirit that encourages initiative, innovation, and a proactive approach to challenges,
• Live our values of optimism, love, inclusivity, and creativity.

Shining Brightly with Tiffany

• You will be part of one of the most creative, diverse, and inclusive team that demonstrates thoughtfulness, care, and optimism.
• Be part of a daring ambition and craft the future of Tiffany
• A whole chapter of opportunities within Tiffany and the LVMH group where you can guide your own career, accomplish your goals, and achieve your aspirations.

The Tiffany Experience

• Our HR team will connect with you to get to know you better and to share the Maison's values and culture.
• Then, you will be meet with our HR Manager and Retail Director to assess your suitability and the opportunity to find out how Tiffany & Co. can help you to succeed.
• Subsequently, you will meet with our HR Director, South Asia Pacific and Market Director for Singapore & Philippines, who will share on a broader perspective, focusing on company's goals and your potential impact on the company's strategic objectives.

COMPANY PROFILE:

Trinity is a full-line insurance broker providing products and services in General Insurance and Employee Benefits. For more than three decades, Trinity has transformed the lives of its clients and customers, redefining what it means to be in the business of insurance by creating products and services that are customized, personalized, and cost-effective. Through its partnership with Brokerslink, a global broking company that brings together market-leading independent brokers from more than 100 countries, Trinity is equipped to serve its clients with the risk management services they might need.

THE ROLE:

We are looking for a Human Resources Business Partner who will have a strong focus on end-to-end recruitment by working with business units to fulfill their manpower needs. The role also includes handling employee engagement initiatives through event coordination and conducting surveys on employee engagement to provide data-driven solutions for employee retention. Lastly, they will participate in the occupational safety and health needs of the company.

The role offers 4 day onsite, 1 day work-from-home setup with the office located in San Antonio, Makati.

Responsibilities:

1. Talent Acquisition & Onboarding

• Partner with department heads to understand manpower requirements and serve as an adviser/SME in guiding them throughout the recruitment process.
• Lead end-to-end recruitment processes, from sourcing and screening to onboarding.
• Ensure quality hires by implementing structured assessments and alignment with company culture.
• Track and report recruitment metrics

2. Employee Engagement & Retention

• Collaborate with the employee engagement committee on events or initiatives that support morale, productivity, and retention through recognition programs, company events, and wellness activities.
• Conduct surveys, focus groups, and feedback sessions to gauge employee sentiment.
• Partner with leadership to act on engagement results and address workforce concerns.
• Support succession planning and career development initiatives.

3. Occupational Safety & Health (15%)

• Serve as the company's OSH Coordinator on regulatory requirements and OSH-related training.
• Manage the budget for free medicine distribution and coordinate with suppliers, clinics, and internal teams to ensure availability and proper distribution

Qualification:

• Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field.
• At least 4–5 years of HR experience, with solid exposure to end-to-end recruitment and employee engagement.
• An advantage, but not required: A registered psychometrician or certified first aider
• Strong interpersonal and communication skills; able to foster working relationships with unit heads and employees.
• Experienced in data reporting and leading group discussions.
• Able to report onsite in Makati.