ABOUT THE ROLE
The Junior HR Business Partner (HRBP) serves as a hands-on HR partner to Operations leaders, people managers, and employees within assigned business units. The role provides day-to-day HR support with a primary focus on employee relations, labor relations, performance management, HR compliance, employee engagement, workforce support, HR analytics, and process improvement.
The Junior HRBP supports business leaders in addressing employee and workforce matters while ensuring alignment with company policies, applicable Philippine labor laws, HR standards, and business requirements. The role is expected to build strong working relationships with stakeholders, exercise sound judgment, maintain confidentiality, and appropriately escalate complex or high-risk matters.
The ideal candidate is reliable, adaptable, detail-oriented, and capable of managing multiple priorities in a fast-paced, operations-driven environment. Strong knowledge of employee and labor relations is essential, together with the ability to communicate effectively, handle sensitive workplace concerns professionally, and provide practical HR guidance to employees and managers. The role is also expected to leverage HR data, technology, automation, and AI-enabled tools to improve HR efficiency, strengthen reporting, identify workforce trends, and support data-driven people decisions.
KEY RESPONSIBILITIES
1. HR Business Partnership
- Partner with Operations leaders and people managers to support workforce and business objectives.
- Provide day-to-day HR guidance on employee relations, performance management, attendance concerns, workplace issues, and people-related matters.
- Serve as an accessible HR resource for employees and leaders within assigned business units.
- Facilitate effective communication between management and employees on HR-related matters.
- Develop a strong understanding of assigned business units, workforce dynamics, operational requirements, and people-related risks.
- Support workforce initiatives and HR programs affecting assigned business units.
- Provide practical HR recommendations that are aligned with company policies, applicable labor requirements, and business needs.
- Escalate complex, sensitive, or high-risk matters to the HR Operations Manager or appropriate HR leadership.
2. Labor Relations & Employee Relations
- Handle and support employee relations cases, including investigations, disciplinary matters, grievances, workplace conflicts, and employee concerns.
- Conduct administrative hearings and fact-finding activities, as assigned, and ensure complete and accurate case documentation.
- Provide HR recommendations consistent with company policies, applicable Philippine labor laws, and established HR procedures.
- Support compliance with labor standards, due process requirements, company policies, and the Code of Conduct.
- Partner with HR leadership and Legal, when appropriate, on complex employee relations and labor matters.
- Monitor employee relations trends and identify potential labor or workplace risks.
- Recommend and support appropriate corrective and preventive actions based on case trends and workforce concerns.
- Support the proper implementation of disciplinary actions, due process requirements, and separation procedures.
- Assist in labor-related conferences, mediation proceedings, and government agency engagements, including those involving DOLE or NLRC, as assigned and under appropriate HR or Legal direction.
- Maintain confidentiality and exercise sound judgment when handling sensitive employee and labor relations matters.
- Ensure that employee relations cases are handled consistently, objectively, and within established HR service levels.
3. Performance Management & Workforce Support
- Support managers in the proper implementation of performance management processes.
- Provide guidance on performance concerns, coaching, corrective actions, and performance improvement plans.
- Monitor recurring performance, attendance, behavioral, and conduct concerns within assigned business units.
- Assist managers in identifying appropriate HR interventions to address performance and workforce issues.
- Support the consistent application of company policies and HR practices across assigned teams.
- Identify recurring workforce concerns and recommend practical solutions to improve employee performance and operational effectiveness.
- Provide timely HR support on attendance, conduct, performance, and other workforce-related concerns.
- Assist in monitoring workforce movements, employee concerns, and operational HR requirements within assigned business units.
4. Employee Engagement & Culture
- Support the development and implementation of employee engagement initiatives that strengthen employee experience and company culture.
- Facilitate employee feedback mechanisms, engagement surveys, focus groups, and action planning activities, as assigned.
- Partner with Operations leaders to identify factors affecting employee morale, engagement, retention, and productivity.
- Support recognition programs, culture-building activities, and employee events.
- Analyze employee feedback and engagement data and recommend appropriate HR interventions.
- Monitor engagement concerns and support action plans to address identified workforce issues.
- Promote effective communication and positive employee relations within assigned business units.
- Support initiatives designed to improve employee experience, workplace culture, and retention.
5. HR Analytics, Compliance & Reporting
- Monitor key HR metrics, including attrition, absenteeism, employee relations trends, engagement indicators, performance concerns, and workforce movements.
- Prepare regular HR reports and provide practical insights and recommendations to HR leadership and business stakeholders.
- Ensure compliance with company policies, HR procedures, labor regulations, and applicable employment standards.
- Identify workforce trends and potential risks and recommend proactive solutions.
- Develop and maintain HR dashboards, reports, and workforce analytics using Microsoft Excel and HRIS tools.
- Analyze workforce data to generate insights on attrition, absenteeism, employee relations, engagement, productivity, and other relevant HR indicators.
- Identify opportunities to automate HR reporting and administrative processes using Excel, AI enabled tools, workflow improvements, and other appropriate technologies.
- Support HR digital transformation and process improvement initiatives that improve efficiency, accuracy, reporting, and decision-making.
- Maintain accurate, timely, and confidential HR records and reports.
- Ensure HR reports and workforce data are complete, accurate, and submitted within established deadlines.
SKILLS AND QUALIFICATIONS
- Bachelor's degree in Human Resources, Psychology, Business Administration, Management, or a related field.
- With at least 1–2 years of experience handling employee relations, labor-related matters, or HR operations in a BPO, shared services, or other fast-paced environment.
- Strong experience or demonstrated capability in handling employee relations and workplace concerns.
- Working knowledge of Philippine labor laws, due process requirements, HR policies, and employee relations practices.
- Experience supporting performance management, employee engagement, workforce initiatives, or HR operations.
- Experience working in an operations-driven environment with multiple stakeholders is preferred.
- Strong communication, stakeholder management, problem-solving, and conflict-resolution skills.
- Strong proficiency in Microsoft Excel, including Pivot Tables, XLOOKUP, advanced formulas, Power Query, and dashboards.
- Experience in HR analytics, reporting, and data visualization is preferred.
- Exposure to HRIS platforms and HR reporting tools is preferred.
- Exposure to HR automation, AI-enabled tools, or process improvement initiatives is highly preferred.
- Experience in project coordination or cross-functional HR initiatives is an advantage.
- Demonstrated ability to maintain confidentiality, exercise sound judgment, and handle sensitive employee matters professionally.
- Demonstrated ability to work independently while knowing when to seek guidance or escalate matters.
CORE COMPETENCIES
- Labor & Employee Relations Expertise
Demonstrates the ability to handle employee relations matters objectively and consistently while considering company policy, applicable labor requirements, employee concerns, and business risk. - Adaptability & Agility
Responds effectively to changing priorities, operational requirements, and evolving workforce needs. - Business Partnership
Builds credibility and trust with leaders and managers while providing practical HR solutions aligned with business objectives. - Employee-Centered & Business-Minded
Considers employee experience, fairness, and consistency while maintaining appropriate business, policy, compliance, and organizational considerations. - Performance & Workforce Management
Understands performance, attendance, conduct, and workforce issues and supports managers in addressing them appropriately. - Communication & Conflict Resolution
Communicates clearly and professionally and demonstrates the ability to manage sensitive conversations and workplace conflicts constructively. - Execution Excellence
Delivers HR activities accurately and on time while effectively managing multiple priorities. - Data-Driven Decision Making
Uses HR metrics, workforce data, and trends to identify issues and recommend practical HR interventions. - Digital & Process Improvement Mindset
Leverages technology, automation, AI-enabled tools, and process improvements to increase HR efficiency and reporting effectiveness. - Project Management & Execution
Effectively coordinates assigned HR projects, process improvements, and cross-functional initiatives within agreed timelines. - Professional Judgment & Confidentiality
Demonstrates discretion, sound judgment, integrity, and appropriate confidentiality when handling sensitive employee and business information.