Human Resources

• 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

Compensation & Benefits Specialist 3

• Assist with recruitment, onboarding, and induction of support workers
• Maintain employee records, contracts, certifications, and mandatory documentation
• Monitor compliance requirements such as police checks, NDIS Worker Screening, first aid, and training renewals
• Support rostering coordination and workforce planning as required
• Assist with performance management, employee engagement, and HR-related queries
• Help maintain HR policies, procedures, and documentation
• Support ongoing compliance with NDIS Practice Standards and regulatory obligations
• Assist with internal audits, incident reporting, and quality improvement initiatives
• Review and maintain policies, procedures, and governance frameworks
• Help ensure operational processes align with legislative and best-practice requirements
• Support audit preparation and evidence collection for compliance reviews
• Identify compliance gaps and recommend improvements
• Assist in maintaining accurate records across internal systems
• Support document control and reporting requirements
• Work closely with leadership to improve workflows and operational efficiency

HR & NDIS Compliance Officer

• 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, Data

• Perform data extraction and reporting
• Perform data cleansing
• Troubleshooting of issues raised and addressing concerns raised, proposing solutions or provide workarounds to overcome issues.
• Partner with other HR team members to resolve operational issues.
• Suggest improvements to processes or systems
• Liaise with HRIS team, vendors, and all stakeholders to ensure projects are implemented according to requirements, objectives and within stipulated timelines.
• Conducts Quality Checks.
• Provides adequate training to the team on process and procedures.

Senior Supervisor, HR Operations and Delivery

• Support employees and managers with workplace concerns and employee relations matters.
• Manage and help resolve employee issues, including grievances, conflicts, and disciplinary cases in line with company policies and labor regulations.
• Build positive relationships across teams and encourage open and effective communication.
• Partner with HR and leaders to improve employee engagement and workplace culture initiatives.
• Gather employee feedback through conversations, surveys, and other engagement activities.
• Identify trends, concerns, and opportunities to improve the employee experience.
• Ensure compliance with employment laws and internal policies.
• Maintain accurate documentation and records related to employee relations cases.
• Prepare reports and share insights with HR leadership when needed.
• Support training and awareness activities for managers and employees on employee relations topics and best practices.

• Answers telephone, e-mail, or chat queries related to HR following client policies and procedures.
• Resolves telephone and chat inquiries quickly.
• Assists employees and managers in the completion of appropriate forms, navigation of HR systems, processes, and policies.
• Investigates any issues raised by the client's employees related to incorrect payments/incorrect records.
• Provides information to employees and HR on matters pertaining to personnel forms and records.
• Initiates appropriate actions as required by HR or employee.
• Advises on benefit plan options.
• Performs other duties as assigned.

HR Solutions Services Associate IV

• Coordinate end-to-end onboarding and offboarding processes.
• Prepare and distribute employment contracts, policies, handbooks, and onboarding documentation.
• Set up employee profiles across HR, payroll, and operational systems.
• Ensure all onboarding requirements are completed prior to employee commencement.
• Manage employee exits, system deactivations, and record retention processes.
• Collect, verify, and maintain employee compliance documentation.
• Monitor compliance expiry dates and proactively follow up on renewals.
• Maintain compliance trackers and ensure records remain current.
• Escalate outstanding compliance issues when required.
• Maintain employee records across HRIS, payroll, and document management systems.
• Update employee details including pay rates, employment status, leave entitlements, and contractual changes.
• Ensure data accuracy across all systems and platforms.
• Generate reports and maintain HR administration records.
• Support payroll onboarding and employee setup processes.
• Coordinate employment contract amendments and employment status changes.
• Assist with leave, entitlement, and employment record administration.
• Liaise with payroll and finance teams to ensure accurate employee information.
• Maintain digital employee files and HR documentation.
• Upload and organise contracts, certifications, policies, and employment records.
• Ensure documentation is stored securely and complies with company requirements.
• Respond to employee queries relating to onboarding, compliance, and HR administration.
• Coordinate training assignments and monitor completion requirements.
• Support managers with HR administration and employee record requests.
• Follow up proactively on outstanding documentation and approvals.

Human Resources jobs in Philippines

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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

HR & NDIS Compliance Officer

Intern – Human Resources, Data

Senior Supervisor, HR Operations and Delivery

Employee Relations Officer

HR Solutions Services Associate IV

HR Administrator