Human Resources Business Partner

Singlife Philippines is a mobile-first life insurance company on a mission to make financial independence achievable for every Filipino.

Through modern technology, we provide insights, guidance, and solutions—all via mobile devices—so Filipinos can get the right financial protection when they need it. From emergencies and loss of income to high medical bills and future goals like education or retirement, Singlife ensures money is there when it matters most

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As a subsidiary of Singlife Singapore, we combine the agility of a start-up with the strength of a trusted regional brand. Through our growing portfolio of partnerships,including trusted platforms like GCash, AUB's HelloMoney, and Hello Pag-IBIG, we're making meaningful insurance more accessible to the wider market.

At Singlife, we're not just building products. We're democratizing access to financial protection, one Filipino at a time.

Job Purpose

The HR Business Partner (HRBP) serves as a strategic and operational partner to assigned business functions, working closely with leaders and employees to translate business priorities into effective people strategies and solutions.

The role is responsible for providing end-to-end HR support across workforce planning, talent management, employee relations, performance management, organizational effectiveness, employee engagement, recruitment, compensation and benefits, and HR operations.

The HRBP will also ensure that people practices are aligned with Singlife Philippines' business objectives, organizational values, internal policies, and applicable Philippine labor laws and regulations.

Key Responsibilities

HR Business Partnership

• Develop a strong understanding of the assigned business functions, including their objectives, operating model, organizational structure, workforce requirements, and people challenges.
• Serve as the primary HR partner and point of contact for leaders and employees within assigned business units.
• Provide HR advice and guidance to managers on organizational, people, performance, and employee-related matters.
• Partner with business leaders in translating business priorities into actionable workforce and people plans.
• Participate in management discussions and provide HR insights that support business and organizational decisions.
• Build strong working relationships with leaders while maintaining appropriate HR governance, consistency, and objectivity.

Workforce Planning and Organizational Effectiveness

• Support annual and periodic workforce and manpower planning activities.
• Partner with leaders in reviewing organizational structures, staffing requirements, capability gaps, and future workforce needs.
• Analyze headcount, employee movements, vacancies, attrition, manpower costs, and other workforce indicators.
• Support organizational restructuring, role changes, promotions, transfers, and other organizational movements.
• Provide people-related data and recommendations to support management planning and decision-making.
• Work with stakeholders in identifying opportunities to improve productivity, capacity utilization, and organizational effectiveness.

Talent Acquisition and Onboarding

• Partner with Talent Acquisition and hiring managers to understand workforce requirements and recruitment priorities.
• Support job description development, position calibration, candidate assessment, interviews, and hiring recommendations where required.
• Participate in culture-fit and HR interviews for identified positions.
• Support offer development by providing input on internal equity, job grades, salary positioning, and candidate expectations.
• Monitor critical and priority vacancies and help facilitate timely hiring decisions.
• Support employee onboarding and ensure new hires are properly integrated into the organization.

Performance Management and Talent Development

• Drive the implementation of the company's performance management processes within assigned business units.
• Partner with managers and employees in establishing clear, measurable, and aligned performance goals.
• Provide guidance on SMART goal setting, performance expectations, development plans, and performance conversations.
• Support managers in conducting performance reviews, regular check-ins, coaching discussions, and performance improvement interventions.
• Monitor completion and quality of performance management activities.
• Identify capability and development requirements in partnership with business leaders and relevant HR teams.
• Support talent reviews, succession discussions, career development, and identification of high-potential employees.

Employee Relations

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