The HR Business Partner function with full accountability for strategy, implementation, compliance, and daily HR operations. The HRBP acts as both a strategic advisor to leadership and a hands-on HR practitioner, ensuring that all HR initiatives — including recruitment, compensation and benefits, payroll administration, training and development, performance management, employee relations, and compliance — are effectively delivered and aligned with ITG’s business objectives.
The role ensures operational continuity, regulatory compliance, workforce capability, cost efficiency, and
a strong performance-driven culture across both Corporate and Operations.
DUTIES & RESPONSIBILITIES
Strategic HR Business Partnership
- Serve as the primary HR advisor to the Managing Director, MANCOM, and Department Heads
- Align manpower strategies with business growth plans and operational demands
- Develop and implement HR strategies that support digital transformation and service expansion
- Lead workforce planning, organizational structuring, and headcount control
- Provide leadership with HR analytics including manpower cost, attrition, hiring metrics, and engagement trends
- Drive change management initiatives and organizational improvement efforts
Talent Acquisition and Onboarding (Full Ownership)
- Manage end-to-end recruitment process from manpower request to onboarding
- Draft job descriptions and define competency requirements with hiring managers
- Source, screen, interview, and endorse qualified candidates
- Manage job offers, compensation alignment, and employment documentation
- Facilitate onboarding and ensure structured employee integration
- Monitor recruitment turnaround time and hiring efficiency
Compensation, Benefits & Payroll Administration (Full Ownership)
- Develop and maintain salary structures and job grading systems
- Ensure internal equity and external competitiveness within company financial capacity
- Recommend salary adjustments, promotions, and merit increases
- Monitor manpower cost against approved budgets
- Administer statutory benefits (SSS, PhilHealth, Pag-IBIG, etc.) and ensure regulatory compliance
- Manage company benefits programs and recommend enhancements
- Coordinate and validate payroll inputs to ensure accuracy and timeliness
- Address employee inquiries related to compensation, deductions, and benefits
Training, Development and Organizational Capability
- Conduct training needs analysis across departments
- Develop and implement annual training plans aligned with ITG’s technical and leadership requirements
- Design internal training modules and coordinate external training providers when necessary
- Facilitate onboarding programs and culture orientation
- Implement succession planning and leadership development initiative
- Guide employees and managers in crafting Individual Development Plans (IDPs)
- Track training effectiveness and continuous capability improvement
Performance Management
- Design and implement ITG’s Performance Management Framework
- Ensure KPI alignment with corporate and operational targets
- Facilitate performance review cycles and calibration discussions
- Monitor completion and quality of performance appraisals
- Support managers in coaching, documentation, and performance improvement plans (PIPs)
- Identify performance trends and recommend interventions
Employee Relations and Labor Compliance
- Handle all employee relations concerns, grievances, and disciplinary cases
- Ensure due process compliance in accordance with Philippine Labor Code
- Draft notices, documentation, and case resolutions
- Conduct investigations and recommend appropriate actions
- Maintain employee 201 files and HR documentation
- Conduct exit interviews and analyze turnover causes
- Promote a culture of accountability, professionalism, and engagement
HR Policy, Governance and Administration
- Develop, update, and implement HR policies and employee handbook
- Ensure consistent application of HR policies across all departments
- Ensure full compliance with DOLE and other regulatory requirements
- Prepare documentation for audits and compliance checks
- Establish efficient HR workflows and process improvements
- Maintain confidentiality and data privacy standards
MINIMUM QUALIFICATIONS
- Graduate of a Bachelor’s Degree in Human Resource Management, Psychology, Business Administration, Behavioral Science, or related field
- Master’s Degree in HR, MBA, or Organizational Development is an advantage
- HR certification (CHRP, CPHR, or equivalent) is preferred
- Minimum of 4–6 years of progressive HR experience, with at least 2–3 years in an HR Business Partner, HR Supervisor, or similar strategic HR role
- Experience in IT, technology-driven, or shared services organizations is highly preferred
- Strong knowledge of Philippine Labor Code and HR compliance