Senior HR Business Partner (Client Facing)

PEN25687

About Penbrothers

Penbrothers is an HR & remote talent management partner and one of the fastest growing companies in the Philippines. We provide talented Filipinos with global opportunities in high-growth startups and dynamic companies, from the comfort of their own homes.

About the Role

The Senior HR Business Partner is a strategic HR professional who collaborates closely with business leaders and key stakeholders to drive HR initiatives that enhance the overall employee experience. This role requires a strong understanding of HR functions, policies, and employee engagement strategies while ensuring compliance with labor laws and company guidelines.

The Senior HRBP plays a critical role in advising leadership, resolving HR challenges, and optimizing processes to create a high-performing and engaged workforce. With a deep knowledge of business needs and people strategy, they act as a trusted advisor, delivering value-added HR solutions that minimize risk, increase efficiency, and support continuous improvement.

What you’ll do

• Coaching and Consulting Leadership on HR Matters

  • Act as a strategic advisor and consultant to leadership, providing guidance on people management while empowering leaders to handle HR matters effectively.

  • Conduct weekly or bi-weekly meetings with business leaders to provide HR insights, advice, and support.

  • Stay up to date on employment laws, regulations, and legal requirements to ensure compliance across the organization.

  • Guide and coach managers on handling complex HR issues, including performance management, employee relations, and total rewards.

  • Provide strategic advice on organizational development, team effectiveness, change management, and employee engagement initiatives.

  • Collaborate with HR teams to communicate and educate business leaders on policies, procedures, and compliance.

• Strategic Leadership and Planning

  • Partner with leadership to drive strategic workforce planning, ensuring the organization has the right size, skillset, and agility for future success.

  • Identify reskilling and upskilling needs, aligning training programs with business objectives in collaboration with the Learning & Development (L&D) team.

  • Develop and implement succession planning strategies to ensure a strong talent pipeline for critical roles.

• Building a Competitive Organization

  • Conduct ongoing performance management guidance for line managers, including mentoring, career planning, and coaching.

  • Support line managers in addressing organizational, people, and change-related challenges.

  • Optimize organizational design to improve business productivity and performance.

  • Collaborate with HR teams to develop innovative and inclusive recruitment strategies to attract top talent.

  • Assist in designing and executing a future-proof compensation and benefits strategy.

  • Implement reward and recognition programs that enhance employee engagement and drive business results.

• Championing Company Culture and Employee Experience

  • Provide recommendations for culture-building initiatives, including cultural transformation strategies.

  • Implement HR interventions focused on employee wellness, diversity and inclusion, and talent management.

  • Partner with leadership and employees to resolve conflicts, foster positive employee relations, and build a strong workplace culture.

  • Drive initiatives to improve morale, enhance employee satisfaction, and reduce unwanted turnover.

• General Administrative Tasks

  • Prepare and maintain employee relations reports such as attrition reports, headcount reports, and other HR metrics.

  • Draft and manage case documents, including Notice to Explain, Progressive Counseling Forms, Performance Improvement Plans, and Notices of Decision.

  • Ensure the accuracy of HR data, including HRIS records, attrition data, and other key HR metrics.

  • Execute performance management tasks as required.

  • Identify and implement opportunities for process improvements and increased efficiency within the HR department.

  • Perform other duties as assigned by the immediate supervisor or manager.