Human Resources

• Manage the day-to-day HR administration across the employee lifecycle.
• Coordinate onboarding and employee inductions for new team members.
• Maintain employee records and ensure all HR documentation is accurate and up to date.
• Monitor and maintain compliance with employee licences, certifications and mandatory qualifications.
• Respond to employee enquiries relating to HR policies, leave, timesheets and general employment matters.
• Support employee relations by assisting with workplace issues and escalating matters where required.
• Track compliance deadlines and proactively follow up on outstanding requirements.
• Manage HR administration within the HRIS (currently IntelliHR, with a future transition to Employment Hero).
• Coordinate uniforms, employee recognition initiatives and other HR administrative tasks.
• Assist with maintaining company policies, procedures and internal HR documentation.
• Support continuous improvements to HR processes and systems.
• Work closely with the leadership team to ensure a positive employee experience across the business.

HR Generalist

• Assist in day-to-day HR administrative tasks and documentation
• Help maintain employee records and HR databases with accuracy and confidentiality
• Assist in gathering data and creating reports for various internal and external activities.
• Assist in employee engagement initiatives, events, and programs
• Support the preparation of reports, trackers, presentations, and internal communications materials
• Assist in organizing training sessions and HR-related activities
• Respond to basic employee inquiries and provide administrative support as needed
• Perform other HR-related duties as assigned.

HR Intern

• Support the operation and administration of core enterprise platforms, ensuring system stability, data accuracy, and timely issue resolution
• Perform routine system monitoring, data validation, and quality checks in line with defined controls and standards
• Assist with user access, basic configuration, and troubleshooting activities across supported platforms
• Prepare and maintain standard and ad‑hoc reports and dashboards to support business and HR stakeholders
• Support system enhancements, upgrades, and testing activities in partnership with IT and functional teams
• Document processes, standard operating procedures, and knowledge articles to support consistent service delivery
• Identify opportunities for process improvement, automation, and improved user experience across core platforms

Analyst, Core HR Platforms

• Provide leadership and operational oversight for core HR and people‑related technology platforms
• Ensure stability, performance, and continuous improvement of foundational platforms supporting HR and business processes
• Partner with HR, IT, and business stakeholders to meet functional and operational requirements
• Oversee platform stability, enhancements, upgrades, and issue resolution activities
• Establish and maintain governance, standards, and controls for core platform operations
• Drive continuous improvement, automation, and optimization of platform‑enabled processes
• Manage vendor and service provider relationships for quality delivery
• Monitor performance metrics and service levels to ensure efficient operations
• Lead and develop a high‑performing team supporting platform operations

Manager, Core HR Platforms

• Support the operation and administration of core enterprise platforms, ensuring system stability, data accuracy, and timely issue resolution
• Perform routine system monitoring, data validation, and quality checks in line with defined controls and standards
• Assist with user access, basic configuration, and troubleshooting activities across supported platforms
• Prepare and maintain standard and ad‑hoc reports and dashboards to support business and HR stakeholders
• Support system enhancements, upgrades, and testing activities in partnership with IT and functional teams
• Document processes, standard operating procedures, and knowledge articles to support consistent service delivery
• Identify opportunities for process improvement, automation, and improved user experience across core platforms
• Document handling: Print, stamp/seal, mail/ship, distribute, and route documents for wet signatures
• Records management: Store/archive/retrieve HR documents; fulfill requests; coordinate offsite storage; scan and name for Veeva
• Compliance/admin: Upload/submit filings; print and hand-deliver to agencies; support audits and onsite audit coordination

• Provide leadership and operational oversight for core HR and people‑related technology platforms
• Ensure stability, performance, and continuous improvement of foundational platforms that support critical HR and business processes
• Partner with HR, IT, and business stakeholders to ensure platforms meet functional and operational requirements
• Oversee platform stability, enhancements, upgrades, and issue resolution activities
• Establish and maintain governance, standards, and controls for core platform operations
• Drive continuous improvement, automation, and optimization of platform‑enabled processes
• Manage relationships with technology vendors and service providers to ensure quality and value delivery
• Monitor performance metrics and service levels to ensure reliable and efficient platform operations
• Lead and develop a high‑performing team supporting core platform operations and delivery

• Manage and resolve complex end-to-end employee exits with minimal supervision across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and employees.
• Provide sound and trusted guidance with an elevated level of knowledge on key jurisdictions, and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices.
• Independently lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes.
• Influence and negotiate positive outcomes in complex terminations, successfully navigating and directing multiple stakeholders with competing interests through a complicated, involved and sometimes lengthy process.
• Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions.
• Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations.
• Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, among other verticals, to ensure all aspects of the employee exit are administered correctly and promptly.
• Act as the first point of informal escalation as a trusted colleague with good judgment, by way of providing expertise, mentoring and guidance to more junior team members.
• Provide comprehensive guidance on Remote's Employee Relations resources, helping clients navigate complex workplace scenarios.
• Conduct thorough preliminary assessments of workplace concerns, identifying key facts, applicable local regulations, and potential paths forward.
• Serve as a trusted resource for internal and external stakeholders on employee relations matters, ensuring appropriate handling of complex cases.
• Guide clients in understanding progressive disciplinary approaches, documentation requirements, and best practices for handling difficult situations.
• Track and monitor ongoing employee relations cases, ensuring timely follow-up and appropriate coordination with relevant stakeholders.
• Be the subject-matter expert and proactively resolve internal and external queries on all offboarding and first-level employee relations matters in conjunction with Lifecycle's internal stakeholders.
• Actively identify opportunities, advocate for and drive process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.
• Determine methods, procedures and standards on new assignments. Exercise judgment in selecting methods, evaluating, adapting complex techniques and evaluation criteria for obtaining results taking into account wider Lifecycle and Remote needs.

Senior HR Lifecycle Specialist, Employee Relations and Transitions – APAC

• Human Resources Business Partner (HRBP) to contribute both at hands-on and strategic levels to create an exceptional experience for all employees and leaders at EXL
• The focus will be on executing the people strategy and related initiatives to ensure an inclusive environment, aligned to the business objectives for Philippines.
• Responsible for supporting the full employee life cycle, including; talent development, performance management, leadership development, employee engagement & retention.
• Effective connects with leadership ensuring relevant talent related, data supported, updates.
• Robust interpersonal skills, keen business acumen, to deliver excellent HR services, building strong partnerships, and maintaining alignment with the company culture and values.

BHR Manager

• Assist with new hire onboarding documentation, ensuring all required forms are completed accurately and on time
• Process employment eligibility verifications through the E-Verify system in compliance with federal requirements
• Maintain organized onboarding records and follow up on any missing or incomplete documentation
• Maintain accurate and up-to-date employee records within HR information systems (HRIS)
• Support the HR team in maintaining both digital and physical personnel files in an organized and compliant manner
• Assist with HR reporting and conduct periodic data audits to identify and correct inaccuracies
• Support the team with maintaining spreadsheets, tracking tools, and other administrative HR systems
• Assist with benefit enrollment processing and ensure all related documentation is complete and accurately filed
• Provide basic benefits information to employees and direct them to the appropriate resources or contacts for more detailed guidance
• Maintain benefits records and support updates and changes in HR systems as they occur
• Assist the HR team in compiling documentation and preparing responses to unemployment insurance claims
• Track claim deadlines and maintain organized records to ensure timely and accurate responses are submitted
• Post approved job openings on job boards and company career sites accurately and in a timely manner
• Monitor active job postings and assist with updates or removals as positions are filled or requirements change
• Organize incoming applications and maintain accurate records in the applicant tracking system
• Assist with preparing HR forms, letters, and other documentation as directed by the HR team
• Support general HR administrative tasks and special projects as needed
• Respond to routine internal inquiries and route more complex matters to the appropriate HR team member

HR Admin Support

• Serve as a trusted HR advisor to business leaders by providing guidance on organizational design, workforce planning, and change management initiatives.
• Partner with leaders to align people strategies with business objectives and support organizational growth.
• Drive talent management programs, including succession planning, leadership development, and employee engagement initiatives.
• Ensure compliance with labor laws, employment regulations, and internal policies to mitigate legal and reputational risks.
• Provide guidance and resolution on employee relations matters and escalate issues when necessary.
• Promote fair and consistent application of policies and practices across the organization.
• Communicate, implement, and ensure adherence to HR policies, procedures, and programs.
• Evaluate existing policies and recommend enhancements or new policies based on organizational needs and regulatory requirements.
• Maintain regular engagement with assigned business units to understand business priorities and people-related challenges.
• Analyze workforce metrics and trends to provide insights and support data-driven decision-making.
• Champion a culture of collaboration, accountability, and excellence aligned with organizational values.
• Lead, coach, and develop a team of HR Business Partners to ensure consistent and effective delivery of HR support.

Associate Director, HR Business Partner – Night Shift

• Help in the end-to-end recruitment process.
• Help with onboarding.
• Help manage HR data.
• Help ensure HR information is up to date.
• Assist with administration and support of the HR Self-Service system, including the orientation of the system to all new team members.
• Create various HR reports including monthly company headcount reports and other HR demographic reports, as needed.
• Provide presentation materials for reports by creating tables, graphs, charts, maps, etc. to be used for the reports.
• Update the HR calendar, taking into account approved company-scheduled vacations and other government-declared special holidays.
• Run various audits of HR information and other data to help maintain the data integrity.
• Prepare COE draft for each request.
• Do other HR-related work that may be assigned from time to time.

Intern, Human Resources and Data

• Data entry and day-to-day support for HRIS-related projects such as establishing new entities, data uploads, new functionality, feeds and integrations, and routine reports.
• Identifies, escalates, and resolves data integrity issues.
• Processes changes in a timely manner, including off-boarding communication and tasks for exiting Artisans, ensuring Artisan information is accurate and complete.
• Provides timely notification to internal stakeholders (e.g., Communications team, IT team, HR team) of non-confidential Artisan milestone moments, such as promotions, new roles and exits.
• Stays informed of all US compliance matters related to employment records, policies and practices.
• Engages with, and seeks guidance from, Legal advisors (internal and external) as needed, and alerts HR team members of substantive changes.
• Revises and publishes updated policies and/or processes to remain in compliance with employment laws and standards.
• Prepares and sends transfer offers, ensuring all necessary approvals are obtained.
• Ensures all necessary documents are kept in Artisan e-files, HRIS, or other shared locations, and maintains confidentiality of records and information.
• Identifies opportunities for streamlined processes and collaborates across the team to determine if, how, and when to implement changes.
• Updates and manages HR templates, forms, and standard documents.
• Updates intranet content for accuracy.
• Review and confirm invoices for HR-related vendors and services.
• Create and update employee resumes and professional profiles as needed.
• Support various HR team members with ad hoc administrative tasks and special projects.

HR Coordinator

• Handle day-to-day employee relations concerns, including intake, documentation, fact-finding, case monitoring, and follow-through on assigned cases.
• Assist in the administration of disciplinary processes, investigations, notices, hearings, and case resolution documentation, ensuring proper due process and record accuracy.
• Provide guidance to employees and line leaders on company policies, code of conduct, workplace behavior standards, and employee relations procedures.
• Coordinate with Operations, HR, and other support teams to ensure timely resolution of employee issues and consistent application of policies.
• Maintain organized and confidential case files, trackers, and documentation for notices, incident reports, administrative cases, and related employee relations matters.
• Escalate sensitive, high-risk, or complex cases to the Assistant Manager with clear case summaries, findings, and recommended next steps.
• Support the implementation and communication of employee relations policies, handbookprovisions, disciplinary guidelines, and workplace standards.
• Help monitor compliance with internal policies, documentation requirements, and employee relations procedures across departments or accounts.
• Assist in reviewing recurring employee relations issues and policy gaps, and provide input for policy updates or process improvements.
• Ensure employee relations actions are aligned with labor law requirements, company policies, and established due process standards.
• Support employee engagement and culture-building activities by helping identify workplace concerns, behavioral trends, and morale issues that may require intervention.
• Assist in gathering employee feedback, tracking action items, and coordinating interventions that improve employee experience and workplace relationships.
• Partner with leaders and HR stakeholders to support conflict resolution, team interventions, and communication efforts for employee relations concerns.
• Prepare and maintain employee relations reports, case dashboards, and trend analyses covering grievances, infractions, attrition drivers, and recurring workplace concerns.
• Identify common case themes and recommend preventive measures, manager coaching needs, or awareness sessions to reduce repeat incidents.
• Contribute to process improvement initiatives that strengthen case turnaround time, documentation quality, and stakeholder responsiveness.
• Build effective working relationships with Operations leaders, HR team members, support functions, and employees to enable practical and business-aligned employee relations support.
• Support the Assistant Manager in implementing people relations programs, case governance practices, and special projects as assigned.
• Uphold professionalism, objectivity, discretion, and sound judgment in handling sensitive and confidential matters.

Employee Relations Officer

• Administer compensation and benefit plans
• Lead talent acquisition and recruitment processes, including sourcing, screening, and onboarding
• Conduct employee onboarding and organize training & development initiatives
• Provide support to employees in HR-related topics such as leaves, compensation, and workplace concerns
• Promote HR programs to create an efficient and conflict-free workplace
• Assist in the development and implementation of HR policies
• Undertake tasks around performance management and employee engagement
• Gather and analyze HR metrics (e.g., time to hire, turnover rates)
• Organize quarterly and annual employee performance reviews
• Maintain employee files and records in electronic and paper form
• Enhance job satisfaction by resolving issues promptly, applying new perks/benefits, and organizing team-building activities
• Ensure compliance with labor regulations
• Monitor and manage remote/WFH employees through tools, reports, and check-ins to ensure productivity and accountability.

HR Generalist – Remote Experience Required

• Manage and resolve end-to-end employee exits across multiple international jurisdictions, prioritizing a superior offboarding experience for Remote's clients and their employees.
• Provide sound guidance and manage clients' requests on various HR matters, including but not limited to termination, resignation and transfer procedures, employment contracts, and redundancy processes, ensuring legal compliance and best practices.
• Lead and facilitate meetings with clients and external employees, including but not limited to workforce reduction consultation meetings, administrative hearings, negotiations in separations and settlements, providing guidance on terminations, and delivering termination outcomes.
• Influence and negotiate positive outcomes in complex terminations, balancing multiple stakeholders with competing interests.
• Liaise with and coordinate various internal and external stakeholders to ensure compliance in offboarding activities and audits, including but not limited to payroll, legal counsel, government bodies, and trade unions.
• Draft, tailor and administer all termination and supplementary documents with accuracy and attention to detail, ensuring employee records are maintained with strict adherence to privacy and confidentiality regulations.
• Process offboarding on Remote's internal HRIS platform, collaborating with various internal stakeholders, such as Customer Success, Legal, Payroll, Benefits, Time and Attendance, amongst other verticals, to ensure all aspects of the employee exit are administered correctly and promptly.
• Be the subject-matter expert and respond to internal and external queries on all offboarding matters in conjunction with Lifecycle's internal stakeholders.
• Navigate clients through Remote's Employee Relations resources and guides, helping them understand applicable policies and processes.
• Conduct preliminary assessment of workplace concerns, identifying key facts and applicable local regulations.
• Coordinate with internal and external stakeholders to ensure appropriate handling of employee relations matters.
• Support clients in understanding progressive disciplinary approaches and documentation requirements.
• Monitor ongoing employee relations cases, ensuring timely follow-up and coordination with relevant stakeholders.
• Actively identify opportunities for and contribute to process improvements, automation, product development and overall customer and employee experience through the offboarding and employee relations processes.

Senior Lifecycle Specialist, Employee Relations and Transitions - APAC

• Support the design, administration, and operational delivery of both statutory and company-initiated benefits programs
• Ensure accurate execution of enrollments, claims, payroll inputs for compensation changes, vendor coordination, and compliance with Philippine regulations and company policy
• Act as an operational subject matter expert for employees, vendors, and internal stakeholders
• Manage enrollments, terminations, and updates for SSS, PhilHealth, and Pag-IBIG
• Prepare, validate, and coordinate timely remittances and statutory filings; support payroll with accurate contribution inputs and schedules; maintain proof of payment and submission logs
• Administer voluntary and company-sponsored programs (e.g., health insurance top-ups, wellness programs, supplemental life/disability plans, employee assistance programs)
• Coordinate enrollments, renewals, claims, and vendor interactions
• Reconcile payroll, government reports, and vendor statements for both statutory and voluntary benefits each payroll cycle; investigate and resolve discrepancies before remittance or claims submission
• Liaise with benefits brokers, insurance carriers, and government portals; manage vendor SLAs, claims escalations, and reconciliation of vendor statements
• Respond to employee inquiries on statutory entitlements and company benefits; prepare enrollment guides and communications; escalate complex cases to Senior Specialists
• Assist employees with claims submission, follow-ups, and coordinate requests or corrections with vendors or government agencies
• Monitor regulatory changes and vendor policy updates; update internal procedures and communicate impacts to Payroll and HR Business Partners
• Produce periodic reports on enrollment, utilization, contribution costs, and claims trends; maintain audit-ready documentation for statutory filings and vendor transactions
• Propose practical process improvements, support small automation efforts, and accept new tasks and responsibilities to meet evolving team needs

Compensation and Benefits Specialist

• Support the employee onboarding process, helping new hires get set up and proficient with the firm's technology stack within their first week.
• Assist with HR document, process, and compliance audits, and monitor completion of required documentation, certifications, training, and policy acknowledgements.
• Follow up with employees and managers on outstanding compliance items.
• Maintain accurate HR records within Rippling and other HR systems.
• Support sourcing for open roles, including candidate outreach and headhunting for hard-to-fill positions when standard applicant pipelines fall short.
• Help manage candidate pipelines and keep hiring managers updated on status.
• Assist with background and reference checks and credential verification.
• Participate in candidate interviews alongside hiring managers.
• Help maintain and update the firm's training curriculum, onboarding materials, and learning resources.
• Assist in creating SOPs, workflow documentation, process maps, and training materials as needed.
• Support the development of assessments and knowledge checks to track training completion.
• Identify opportunities to streamline HR workflows through automation and AI-powered tools.
• Help maintain workflows within monday.com and other operational platforms.

HR Operations Specialist

• Manage the day-to-day HR Operations of your assigned teams
• Serve as the strategic People advisor to assigned business units
• Own the end-to-end People strategy for your portfolio, aligning talent initiatives with operational goals, client expectations, and organizational growth plans
• Lead the design and execution of People programs that foster a high-performance culture focused on accountability, engagement, productivity, and continuous development
• Partner closely with senior leaders to proactively identify workforce risks, talent gaps, and organizational needs
• Drive proactive employee relations strategies to establish a positive employer-employee relationship and promote a high level of employee morale and motivation
• Own labor compliance governance for assigned business units, leading investigations and mitigating legal risks
• Lead People readiness during seasonal ramp-ups and business expansions
• Take on any additional duties consistent with your skills and experience, as directed by your manager.

Senior HR Business Partner

• Manage the day-to-day HR Operations of your assigned teams.
• Serve as the strategic People advisor to assigned business units.
• Own the end-to-end People strategy for your portfolio, aligning talent initiatives with operational goals, client expectations, and organizational growth plans.
• Lead the design and execution of People programs that foster a high-performance culture focused on accountability, engagement, productivity, and continuous development.
• Partner closely with senior leaders to proactively identify workforce risks, talent gaps, and organizational needs, ensuring sustainable business performance.
• Assist with the people strategy for assigned teams, aligning workforce planning, engagement, and performance initiatives with business objectives.
• Ensure data accuracy and integrity within the HRIS for assigned business units.
• Partner with People Development and business leaders to drive the effective execution of performance development policies.
• Own the end-to-end employee lifecycle strategy within assigned business units.
• Partner with leadership to identify capability gaps and implement targeted enablement strategies.
• Drive proactive employee relations strategies to establish a positive employer-employee relationship.
• Own labor compliance governance for assigned business units.
• Lead People readiness during seasonal ramp-ups and business expansions.
• Take on any additional duties consistent with your skills and experience, as directed by your manager.

• Support payroll coordination, salary and wage adjustments, and employee benefits administration
• Ensure that employee data in HRIS is accurate and processes compensation actions according to procedures and laws
• Help employees understand benefits, track enrollment deadlines, resolve payroll discrepancies
• Collaborate with HR, finance, and third-party providers

Human Resources jobs in Philippines

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HR Generalist

HR Intern

Analyst, Core HR Platforms

Manager, Core HR Platforms

Analyst, Core HR Platforms

Manager, Core HR Platforms

Senior HR Lifecycle Specialist, Employee Relations and Transitions – APAC

BHR Manager

HR Admin Support

Associate Director, HR Business Partner – Night Shift

Intern, Human Resources and Data

HR Coordinator

Employee Relations Officer

HR Generalist – Remote Experience Required

Senior Lifecycle Specialist, Employee Relations and Transitions - APAC

Compensation and Benefits Specialist

HR Operations Specialist

Senior HR Business Partner

Senior HR Business Partner

Compensation & Benefits Specialist 3