People Operations Business Partner - Inhouse
Status: Full-Time (40 hours/week)
Schedule: 7:00 AM to 4:00 PM Philippine Standard Time (Mon-Fri)
Why choose Remote Staff?
100% Work from Home.
No office-based setups.
Manage your time efficiently and enjoy work-life balance.
18 years in the remote work industry.
We've helped more than 8K Filipinos establish virtual careers with international clients since ****.
Competitive and negotiable compensation (depending on skill level & experience)
Private HMO Coverage for in-house employees from Day 1
Employee Events Online and Face-to-Face
*Terms and conditions apply.
Role Objective:
The People Ops Business Partner (POBP) is a high-velocity, strategic role designed to replace legacy administrative coordination with a data-driven workforce consultancy.
This role architects sustainable, high-performance relationships between global clients and remote contractors.
The POBP focuses on Operational Excellence, Contract Lifecycle Management, and Commercial ROI, ensuring that human capital strategy directly fuels company growth.
Key Responsibilities:
Workforce Governance & Human Capital Risk Management (35%)
Legal & Regulatory Compliance: Act as the primary gatekeeper for Philippine Labor Standards (Article *******) and global remote work compliance.
You are responsible for ensuring all people-related actions (disciplinary measures, contract pivots, and separations) are handled with strict legal rigor to mitigate corporate liability.
Case Management & Due Process: Lead and document administrative investigations, due process procedures, and administrative dialogues.
You ensure that every disciplinary intervention is grounded in objective evidence and compliant with contract terms, company policy, and relevant jurisprudence.
Risk Mitigation: Proactively identify and resolve potential labor risks within the client-contractor relationship before they escalte into legal or operational disruptions.
Consultative Workforce Engineering (30%)
Strategic Advisory: Partner with global founders and executives to architect their workforce.
You provide data-backed recommendations on team structure, role evolution, and the integration of AI-augmented workflows to ensure their remote teams remain high-value and sustainable.
Manager Coaching: Upskill client-side managers on distributed leadership techniques, output-based management, and cross-cultural communication to solve friction at the source rather than acting as a passive mediator.
Performance Engineering: Design and audit KPI frameworks that align contractor output with the client's commercial goals.
You transition accounts from "time-logged" oversight to "outcome-based" success models.
Data Intelligence & Predictive Retention (20%)
Structural Retention Strategy: Analyze churn metrics, "Lost Hours" data, and productivity ratios to identify systemic threats to contract stability.
You design and implement structural fixes (such as compensation realignment or role-clarity pivots) to reverse negative growth trends.
Commercial Insights: Translate people data into executive-level reports that demonstrate the ROI of the remote workforce to the client, reinforcing the value of the partnership.
Operational Mastery & Automation (15%)
Ecosystem Integration: Leverage the Remote Staff System and technology driven initiatives to ensure 100% of Tier-1 administrative "noise" (payroll coordination, basic inquiries) is handled through automated channels.
High-Impact Intervention: Maintain a focused portfolio of contracts *********) by utilizing technology and automation to eliminate low-priority tasks, allowing you to dedicate your bandwidth to high-stakes strategic interventions and account growth.
Required Qualifications:
Experience: 5+ years in a People Operations or Human Resources role within a global, high-volume BPO, RPO, EOR environment with the demonstrable ability to manage complex, triangular relationships between international clients and a distributed workforce.
Systems Mastery: Advanced proficiency in ATS Systems, CRM systems, and Workforce Analytics.
Equipped with a bias for action through technology and automation driven approaches.
Consulting Skillset: Proven track record of influencing C-level stakeholders and driving commercial outcomes through people strategy.
Data-to-Strategy Translation: Ability to synthesize complex people analytics (attrition trends, cost-per-hire, and productivity ratios) into executive-ready strategic roadmaps.
Strategic Human Capital Governance & Legal Intelligence: Must possess the intellectual agility to rapidly synthesize complex labor standards into high-level business strategies and actively advocate for their strategic application to global clients and remote contractors.
Operational Velocity: Proven ability to manage a high-volume portfolio (ratio of 1:75+) by automating routine tasks and prioritizing high-impact strategic interventions.
Reporting Line:
This role directly reports to Chief Human Resources Officer (CHRO)
NOTE: This is an in-house function directly under Remote Staff and not a contracting role as a remote worker for our partner clients.
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