HR BUSINESS PARTNER (Night Shift)

The HR Business Partner (HRBP) serves as the primary HR advisor and strategic partner for assigned clients and their employees within the Employer of Record (EOR) business. The role is responsible for delivering exceptional HR support, ensuring compliance with Philippine labor laws, managing the employee lifecycle, advising clients on HR best practices, and coordinating with Payroll, Compliance, Recruitment, and Operations to provide seamless HR services. The HRBP acts as the trusted point of contact for clients, balancing business needs with legal compliance while fostering positive employee relations and ensuring a high-quality client experience.

Key Duties & Responsibilities

Client Relationship Management

 Serve as the primary HR contact for assigned client accounts.

 Build and maintain strong relationships with clients through proactive communication and timely resolution of HR-related concerns.

 Provide practical guidance on Philippine employment practices, labor standards, employee benefits, leave administration, and HR policies.

 Translate HR policies, legal requirements, and internal procedures into clear, client-friendly recommendations.

 Manage client expectations while ensuring compliance with applicable employment laws and company policies.

 Conduct regular client check-ins and business reviews to identify opportunities for service improvement.

Employee Lifecycle Management

 Coordinate onboarding activities, including employment contracts, pre-employment requirements, and HRIS setup.

 Support employee regularization, promotions, salary adjustments, transfers, and employment status changes.

 Manage employee offboarding, resignations, clearances, final pay coordination, and Certificate of Employment requests.

 Maintain complete and accurate employee records and HR documentation. Employee Relations

 Advise managers and clients on employee relations matters, including attendance, performance concerns, disciplinary actions, grievances, and workplace issues.

 Prepare HR documentation such as Notices to Explain (NTEs), Return-to-Work Orders (RTWOs), disciplinary notices, and employment-related correspondence.

 Coordinate administrative investigations while ensuring compliance with procedural due process.

 Support conflict resolution and recommend appropriate HR interventions.

HR Advisory

 Advise clients on:

o Leave administration

o Attendance and timekeeping

o Employment contracts

o Performance management

o Benefits administration

o Philippine labor law compliance

o HR best practices

 Coordinate with Legal or Compliance on complex employment matters requiring additional review.

Payroll & Benefits Coordination

 Coordinate with Payroll regarding employee movements affecting payroll.

 Validate HR transactions impacting salary, leave, attendance, and statutory deductions.

 Assist employees and clients with payroll-related inquiries.

 Support benefits administration, including HMO, insurance, statutory benefits, and leave administration.

Compliance

 Ensure employment practices comply with Philippine labor laws and internal policies.

 Monitor employment contract renewals, probationary periods, and mandatory documentation.

 Support government compliance requirements and HR audits.

 Maintain confidentiality of employee and client information.

Client Requests & Case Management

 Track all client requests from receipt through completion.

 Ensure agreed service levels (SLAs) are consistently achieved.

 Escalate complex issues appropriately while keeping stakeholders informed.

 Document all HR actions and client communications.

Cross-Functional Collaboration

Work closely with:

 Payroll

 Recruitment

 Compliance

 Finance

 Legal

 Client Success

 Operations

to deliver integrated HR solutions and a seamless client experience.

Process Improvement

 Recommend improvements to HR processes and workflows.

 Assist in developing HR templates, SOPs, and knowledge articles.

 Participate in HR system implementations and process automation initiatives.

 Support continuous improvement projects across HR Operations.