Senior HR Business Partner

About the Role

We’re looking for a hands‑on Senior HR Business Partner (People & Culture) who can help us improve how we engage, develop, manage and retain our people across a predominantly remote Philippine workforce.

This is a broad People & Culture role combining employee relations and Philippine labor law expertise with employee engagement, career development, manager capability, performance management and HR process improvement.

You’ll work directly with senior leadership and Operations, and will be expected to confidently manage employee relations and disciplinary matters end-to-end while also helping us build stronger people practices for the future.

We’re particularly interested in someone who has personally built, improved and implemented people programs and processes, rather than only supporting existing ones.

What You’ll Own

• Partner with senior leaders and operational managers on employee relations, engagement, retention, performance, talent development and workforce matters.

• Own employee relations and disciplinary cases end-to-end, including fact-finding, investigations, administrative hearings, grievances, attendance and misconduct matters, probationary concerns and separations.

• Provide practical guidance to managers on Philippine labor law, due process, company policy and appropriate corrective action.

• Prepare and review disciplinary documentation, case summaries, investigation records, hearing documentation and outcome letters, ensuring decisions are well supported, fair and consistently applied.

• Identify legally sensitive or higher‑risk matters requiring senior leadership or external HR or legal review, while maintaining responsibility for case coordination and follow‑through.

• Review recurring employee relations issues and identify opportunities to strengthen policies, manager capability and preventative processes.

• Develop and improve employee engagement initiatives for a predominantly remote workforce, using employee feedback and workforce data to identify drivers of disengagement and retention risk.

• Own and improve our career development and progression programs, including high‑potential identification, talent calibration, succession planning, development actions and progress tracking.

• Build, implement and continuously improve performance management processes, including scorecards, probationary reviews, coaching plans and Performance Improvement Programs (PIPs).

• Coach managers to build greater capability and accountability in performance management, difficult conversations, employee development and day‑to‑day people leadership.

• Review and improve HR policies, workflows, templates, manager guides and people processes, identifying inefficient, inconsistent or overly manual practices and leading improvements through to implementation.

• Analyse trends across attrition, attendance, engagement, performance, employee relations and internal progression, and provide clear recommendations to leadership.

• Work closely with HR Administration, Payroll and Operations to improve ownership and follow‑through across key employee lifecycle processes.

What You Bring

• At least 6 years of progressive HR or People & Culture experience, including meaningful experience in HR business partnering, HR management, employee relations or a senior HR generalist role.

• Direct HR or People & Culture experience within a BPO, contact centre, shared services, outsourcing or comparable high-volume operational environment is required.

• Strong experience supporting a remote, hybrid or geographically dispersed workforce.

• Demonstrated experience designing, implementing or materially improving career development or internal progression programs, with exposure to areas such as high‑potential identification, talent reviews, succession planning or leadership development.

• Demonstrated experience designing, implementing or materially improving performance management frameworks and Performance Improvement Programs (PIPs).

• Demonstrated experience designing, implementing or materially improving employee engagement or employee experience initiatives, ideally within a remote or hybrid workforce, and assessing their effectiveness through employee feedback or workforce data.

• Strong, hands‑on Philippine employee relations experience is essential, including independently managing disciplinary cases from investigation through hearing and decision, including separation where required.

• Strong practical knowledge of Philippine labor law, due process, statutory employment obligations and employment documentation.

• Demonstrated experience