Human Resource Business Partner (HRBP)

KEY RESPONSIBILITIES1. HR Business Partnering & Operations

Partner with management and Operations leaders on workforce and people-related matters. Provide HR guidance on employee concerns, attendance, performance, conduct, workplace behavior, and organizational issues. Translate business and operational requirements into practical HR programs and solutions. Monitor workforce concerns and identify recurring people-related issues affecting business operations. Support management in implementing HR policies, procedures, and company initiatives. Act as a bridge between employees, talents, team leaders, Operations, and management.2. Employee Relations & Labor Relations

Handle employee and talent concerns, grievances, workplace conflicts, and disciplinary matters. Conduct HR investigations and assist in gathering documentation and statements. Prepare and issue HR documents such as Notice to Explain (NTE), Notice of Decision (NOD), Return-to-Work Orders (RTWO), memoranda, and other disciplinary notices, in accordance with company policy and applicable Philippine labor standards. Ensure due process is observed in disciplinary cases. Coordinate with management and legal counsel on complex employee relations and labor-related matters. Maintain proper documentation and case records for employee relations matters. Assist in handling DOLE, NLRC, SENA, and other labor-related concerns when necessary.3. Performance Management

Partner with Operations in establishing and monitoring performance standards and KPIs. Develop and implement performance management processes appropriate for livestreaming and talent operations. Monitor performance concerns involving livestreamers, dancers, coaches, live operators, recruiters, and support employees. Assist managers in conducting performance discussions, coaching, corrective actions, and performance improvement plans. Ensure performance expectations are clearly communicated and properly documented. Analyze performance trends and recommend appropriate HR interventions.4. Talent & Livestream Workforce Management

Support HR programs specifically designed for TikTok livestreamers, dancers, creators, coaches, and live operators. Assist in managing workforce requirements based on livestream

schedule

s, campaigns, events, and business targets. Partner with Operations to address attendance, punctuality, productivity, livestream performance, and conduct concerns. Support the implementation of talent engagement and retention initiatives. Help establish clear workplace expectations for creators and talents while recognizing the unique working environment of digital entertainment. Assist in maintaining accurate employee and talent records.5. Recruitment & Workforce Planning

Partner with Recruitment and Operations to identify manpower requirements. Support recruitment strategies for HR, Operations, livestreaming, talent, coaching, and support positions. Participate in interviews and candidate assessment when required. Monitor recruitment progress against manpower requirements and hiring targets. Work with hiring managers to identify appropriate job requirements and candidate profiles. Support onboarding and employee integration.6. HR Policies & Compliance

Develop, review, and implement HR policies aligned with company operations and Philippine labor regulations. Ensure company policies are consistently applied across employees and teams. Maintain HR documentation and records in accordance with company requirements. Assist in updating the Employee Handbook and other HR guidelines. Promote compliance with company rules, workplace standards, and applicable labor regulations. Coordinate with legal counsel on HR policies and employment-related matters when necessary.7. Employee Engagement & Culture

Develop employee engagement initiatives appropriate for a young, digital-media, creator-driven workforce. Conduct employee check-ins, HR talks, consultations, and workplace discussions. Identify employee morale and engagement concerns. Support recognition, rewards, team-building, and retention programs. Help establish a professional, respectful, and performance-oriented workplace culture.8. HR Reporting & Analytics

Maintain and analyze HR data involving: HeadcountAttendanceAttritionRecruitmentEmployee relations cases

Disciplinary cases

Performance

Employee engagement

Workforce movement

Prepare HR reports and management updates. Identify trends and provide actionable recommendations to management. Maintain accurate HR records and employee documentation.KEY HRBP METRICSThe HRBP may be measured through: Employee Relations case resolution and documentation

• Attendance and workforce compliance
• Employee attrition and retention

Recruitment fulfillment

• Performance management completion
• HR policy compliance

Employee engagement

• Disciplinary process turnaround
• Accuracy of HR records and reports
• Management and employee support responsiveness

QUALIFICATIONS

Bachelor's degree in Human Resources, Psychology, Business Administration, or related field. Experience in HR Business Partnering, Employee Relations, HR Generalist, or similar HR role. Strong knowledge of Philippine labor standards and employee relations processes. Experience handling disciplinary cases and HR documentation. Strong communication, investigation, problem-solving, and conflict-resolution skills. Ability to work in a fast-paced and highly dynamic environment. Strong organizational and documentation skills. Experience in BPO, digital media, livestreaming, talent management, entertainment, creator economy, or startup environments is an advantage

IDEAL PROFILEThe ideal HRBP is a business-oriented HR professional who can balance employee advocacy with business requirements. The role requires someone who is comfortable working directly with Operations and management, handling sensitive employee relations matters, implementing performance standards, and adapting HR practices to the fast-moving nature of livestreaming and digital entertainment. The HRBP should be able to work with both corporate employees and creator/talent populations, understanding that livestreaming operations may involve different

schedule

s, performance expectations, incentives, team structures, and workplace dynamics compared with traditional office environments.