The Junior HR Business Partner provides vital administrative, legal, and general human resources support to the HR Business Partner and assigned personnel or units. This role assists with staffing, retention, orientation, performance management, and employee relations while ensuring HR policies are consistently applied. A significant portion of this role focuses on mitigating legal risks by directly handling labor relations matters, end-to-end documentation, and representing the company in external legal and administrative proceedings.
Duties & Responsibilities
- Provide foundational support to the HRBP in working closely with employees to improve work relationships, build morale, increase productivity, and enable retention.
- Draft, manage, and execute end-to-end filing of documentation for disciplinary actions, administrative cases, and employee relations incidents.
- Represent the company by physically attending DOLE/NLRC mediation, arbitration, and court hearings.
- Manage the filing of police reports and coordinate with local authorities on behalf of the company when necessary.
- Handle HR systems, physical and digital documents, and day-to-day employee queries.
- Address employee concerns and issues, assist in investigating complaints, and ensure compliance with employment laws and labor relations matters.
- Support the development and implementation of HR policies, guidelines, programs, and practices in employee relations, organizational development, compensation and benefits, and performance management.
- Assist in analyzing HR data (e.g., performance reviews, sales targets) to identify trends and assess performance.
Help facilitate organizational change initiatives, employee engagement activities, and development programs.
Qualifications
- Bachelor's degree in Psychology, Management, and other related degree programs.
- 3+ years of work experience in an HR Generalist, HR Specialist, or similar support role (supporting the 5+ years requirement of the senior HRBP role).
- Previous experience transacting with DOLE or NLRC in handling labor disputes and employee grievances is strictly required.
- Strong working knowledge or exposure to software technology, telco, or the IT industry.
- A high degree of professionalism, propriety, and morale.
- Neutral and able to think critically in situations that are otherwise complicated in nature.
- Ability to prioritize and effectively manage day-to-day requests while supporting a broader strategic people agenda.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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