HR Business Partner (Assistant Managerial)

Location: Cebu City

Work setup: Full Onsite

Schedule: Monday to Friday, Dayshift

Role Overview

The Assistant HR Manager – HR Business Partner serves as the primary HR partner to assigned business units, working closely with leaders to drive people strategies that support business objectives. This role provides consultative support across workforce planning, talent management, organizational development, employee engagement, performance management, and employee relations while ensuring consistent implementation of HR policies, programs, and compliance standards. The position also coaches people leaders, supports organizational change initiatives, and provides guidance to junior HR team members.

Qualifications

• Bachelor's degree in Human Resources, Psychology, Business Administration, or any related field
• At least 5 years of progressive General HR experience , with a minimum of 3 years in an HR Business Partner-focused role
• At least 1 year of people management or supervisory experience
• Preferably with experience supporting multiple business units or multi-site operations.
• Demonstrated experience partnering with business leaders on workforce planning, organizational development, employee engagement, performance management, and employee relations
• Strong working knowledge of Philippine Labor Code and HR best practices
• Experience managing complex employee relations cases and providing HR advisory support to managers
• Excellent analytical, problem-solving, communication, and presentation skills to the top management / senior executives.

Key Responsibilities

• Serve as the primary HR Business Partner to assigned business units, providing strategic and operational HR support aligned with business goals.
• Partner with business leaders to develop and execute workforce plans, organizational structure recommendations, succession planning, and talent strategies.
• Advise and coach managers on performance management, employee development, leadership effectiveness, employee engagement, and people-related decision-making.
• Drive the implementation of HR initiatives, including performance management, talent reviews, succession planning, engagement programs, organizational development, and change management initiatives.
• Provide guidance and resolution on employee relations matters, including disciplinary actions, grievance handling, conflict resolution, investigations, and policy interpretation while ensuring compliance with labor laws and company policies.
• Analyze workforce and HR metrics to identify trends, risks, and opportunities, and recommend data-driven solutions to improve organizational effectiveness and employee retention.
• Partner with Talent Acquisition, Learning and Development, Compensation and Benefits, and other HR Centers of Excellence to ensure timely delivery of HR programs and business requirements.
• Support organizational changes, restructuring, and transformation initiatives by providing change management support and ensuring effective communication and implementation.
• Build strong relationships with business leaders and employees to foster a positive, high-performing, and engaged work environment.
• Provide coaching and day-to-day guidance to junior HR team members while driving continuous improvement of HR processes and service delivery.