Human Resources Business Partner

JOB SUMMARY

The HR Business Partner for Special Class BPO (e.g., KPO, LPO, or highly specialized technical services) is a strategic, hands-on role responsible for aligning HR initiatives with the business unit's goals and operational strategy. This role serves as a trusted advisor to senior leadership, focusing on talent management, organizational design, performance enablement, change management, and employee development within a high-stakes, expertise-driven environment. Success in this role requires a deep understanding of the client-facing, complex nature of the BPO unit and the ability to drive high-performance cultures.

JOB RESPONSIBILITIES

1. Strategic Partnership & Organizational Design

• Business Acumen: Develop a deep understanding of the assigned BPO unit's operations, client contracts, financial drivers, technology, and service delivery model to ensure HR strategy directly supports business objectives and client satisfaction.
• Organizational Effectiveness: Partner with leaders to review and implement organizational design changes, workforce planning models, and resource deployment strategies that optimize efficiency and specialized expertise delivery.
• Strategic Planning: Actively participate in leadership team meetings, providing data-driven insights and thought leadership on all people-related strategies, including scale-up, automation impact, and talent risk mitigation.

2. Talent Management & Development

• Performance Enablement: Drive and facilitate the annual performance cycle (goal setting, reviews, calibration) with a focus on continuous feedback and development tailored for highly skilled professionals.
• Talent Acquisition Strategy: Collaborate with the Talent Acquisition team to define specialized job profiles and competitive sourcing strategies for roles requiring niche technical or domain expertise (e.g., data scientists, legal analysts, financial modeling experts).
• Succession Planning & Career Pathing: Lead proactive talent reviews and succession planning for key leadership and technical roles. Develop and implement tailored career frameworks and mobility programs to retain high-potential talent in a competitive market.
• Learning & Development or Training Team: Work with the L&D team to identify and champion programs that focus on advanced skill-building, leadership development, specialized client management, and domain knowledge enhancement.

3. Employee Relations & Engagement in a Complex Environment

• Employee Advocacy: Act as a confidential resource and advisor for managers and employees on complex issues, promoting a fair, compliant, and positive work environment.
• Risk Mitigation: Manage sensitive employee relations issues, internal investigations, and disciplinary actions, ensuring compliance with local labor laws, international regulations, and client-specific security protocols.
• Culture & Engagement: Champion employee engagement initiatives, focusing on intrinsic motivators, recognition, and well-being strategies specific to a high-pressure, intellectual work environment.
• Change Management: Lead change initiatives related to new technology adoption (e.g., AI integration), process shifts, or client transitions, ensuring smooth people-side transitions and minimized disruption to service delivery.

4. Compensation, Benefits, and HR Data

• Total Rewards Consultation: Partner with the Total Rewards team to ensure compensation is competitive and aligned with the niche skills required, advising leaders on internal equity and retention-focused rewards strategies.
• HR Metrics & Analytics: Analyze HR data (e.g., attrition, time-to-fill, performance distribution, engagement scores) to identify trends, diagnose root causes of people issues, and present data-backed recommendations to leadership.
• Policy & Compliance: Interpret, communicate, and ensure consistent application of all HR policies, procedures, and statutory compliance within the business unit, often managing multi-jurisdictional labor requirements.

JOB REQUIREMENTS

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field. Master's degree or HR certification (e.g., SHRM-SCP, PHR) is highly desirable.
• Minimum of 7 years of progressive HR experience, with at least 3-5 years as an HR Business Partner supporting a high-growth, knowledge-intensive, or specialized service/technology-focused organization. Experience in a BPO, KPO, or Consulting environment is strongly preferred.

Core Competencies & Skills

• Strategic Business Acumen: Ability to translate complex business challenges (client demands, regulatory changes, technology shifts) into corresponding HR solutions.
• Consulting & Coaching: Proven ability to coach senior leaders, influence without direct authority, and facilitate tough conversations with professionalism.
• Data Literacy: Strong analytical skills and experience using HR metrics and data visualization to diagnose issues and guide strategic decisions.
• Change Management: Demonstrated success in managing organizational change and culture transformation in a fast-paced environment.
• Expert Knowledge: Comprehensive knowledge of labor laws, employee relations practices, performance management methodologies, and total rewards principles.
• Communication: Exceptional verbal and written communication skills with the ability to present complex information clearly to diverse stakeholders.
• Resilience & Agility: Ability to thrive in a demanding, dynamic environment and manage ambiguity and competing priorities effectively.

Job Type: Full-time

Pay: Php55, Php75,000.00 per month

Benefits:

• Company Christmas gift
• Health insurance
• Promotion to permanent employee

Work Location: In person