Senior HR Business Partner (People & Culture)

We’re looking for a hands-on Senior HR Business Partner (People & Culture) who can help us improve how we engage, develop, manage and retain our people across a predominantly remote Philippine workforce. This is a broad People & Culture role combining employee relations and Philippine labor law expertise with employee engagement, career development, manager capability, performance management and HR process improvement. You’ll work directly with senior leadership and Operations, and will be expected to confidently manage employee relations and disciplinary matters end-to-end while also helping us build stronger people practices for the future. We’re particularly interested in someone who has personally built, improved and implemented people programs and processes, rather than only supporting existing ones. What You’ll Own

Partner with senior leaders and operational managers on employee relations, engagement, retention, performance, talent development and workforce matters. Own employee relations and disciplinary cases end-to-end, including fact-finding, investigations, administrative hearings, grievances, attendance and misconduct matters, probationary concerns and separations. Provide practical guidance to managers on Philippine labor law, due process, company policy and appropriate corrective action. Prepare and review disciplinary documentation, case summaries, investigation records, hearing documentation and outcome letters, ensuring decisions are well supported, fair and consistently applied. Identify legally sensitive or higher-risk matters requiring senior leadership or external HR or legal review, while maintaining responsibility for case coordination and follow-through. Review recurring employee relations issues and identify opportunities to strengthen policies, manager capability and preventative processes. Develop and improve employee engagement initiatives for a predominantly remote workforce, using employee feedback and workforce data to identify drivers of disengagement and retention risk. Own and improve our career development and progression programs, including high-potential identification, talent calibration, succession planning, development actions and progress tracking. Build, implement and continuously improve performance management processes, including scorecards, probationary reviews, coaching plans and Performance Improvement Programs (PIPs). Coach managers to build greater capability and accountability in performance management, difficult conversations, employee development and day-to-day people leadership. Review and improve HR policies, workflows, templates, manager guides and people processes, identifying inefficient, inconsistent or overly manual practices and leading improvements through to implementation. Analyse trends across attrition, attendance, engagement, performance, employee relations and internal progression, and provide clear recommendations to leadership. Work closely with HR Administration, Payroll and Operations to improve ownership and follow-through across key employee lifecycle processes. What You Bring

At least 6 years of progressive HR or People & Culture experience, including meaningful experience in HR business partnering, HR management, employee relations or a senior HR generalist role. Direct HR or People & Culture experience within a BPO, contact centre, shared services, outsourcing or comparable high-volume operational environment is required. Strong experience supporting a remote, hybrid or geographically dispersed workforce. Demonstrated experience designing, implementing or materially improving career development or internal progression programs, with exposure to areas such as high-potential identification, talent reviews, succession planning or leadership development. Demonstrated experience designing, implementing or materially improving performance management frameworks and Performance Improvement Programs (PIPs). Demonstrated experience designing, implementing or materially improving employee engagement or employee experience initiatives, ideally within a remote or hybrid workforce, and assessing their effectiveness through employee feedback or workforce data. Strong, hands-on Philippine employee relations experience is essential, including independently managing disciplinary cases from investigation through hearing and decision, including separation where required. Strong practical knowledge of Philippine labor law, due process, statutory employment obligations and employment documentation. Demonstrated experience designing, implementing or materially improving HR processes, policies, workflows or manager tools, and taking improvements through to implementation. Strong analytical skills, with experience using employee feedback, attrition, attendance, performance and other workforce data to identify people issues and develop targeted actions. Strong coaching and stakeholder management skills, with the confidence to constructively challenge managers when required. Strong written and spoken English. Comfortable working independently in a remote environment with limited day-to-day supervision. Why Join Us? Predominantly Monday to Friday day shift schedule aligned with Australian business hours

• Primarily remote work arrangement, with only occasional in-person requirements in Metro Manila
• HMO coverage upon regularization
• Eligible for a performance-based incentive program
• Work directly with senior leadership and operational decision-makers
• Help shape career pathways, succession and leadership development

What Success Looks Like

Within your first six months, we expect to see: Disciplinary and employee relations cases managed within clear timelines, with complete documentation, appropriate due process and well-supported recommendations.A clear and consistently applied performance management and PIP framework, with defined expectations, documentation and manager accountability. Clear and consistently applied career development, talent identification and succession processes, with defined eligibility, evaluation, calibration and development tracking. Employee engagement initiatives addressing identified workforce needs and measured through employee feedback or relevant workforce data. Managers demonstrating greater ownership of coaching, performance management and employee development. Priority HR workflows, policies and manager tools improved and implemented, with leadership receiving clearer workforce reporting and practical recommendations. Remote Requirements

This is a primarily remote role, with occasional in-person attendance required in Metro Manila for onboarding, training, key meetings or other business needs. Candidates must have: Laptop/Desktop, minimum Intel i5 / AMD Ryzen 5Minimum 16GB RAMMinimum 256GB SSDInternet connection of at least 30 Mbps download / 30 Mbps upload

• Quiet professional workspace
• Webcam and noise-cancelling headset
• Availability for regular overlap with Australian business hours