Human Resources Business Partner

Understanding the Role

At RUSH, we believe that the strongest relationships are built on relevant and valuable experiences. We are on a mission to help businesses create lasting connections and exceptional experiences for their customers. In keeping with our promise, we are seeking to build a team of talented individuals to help build top-notch ready-made digital solutions that enable businesses to meet their customers at every stage of the customer lifecycle.

We are in search of an experienced Human Resources Business Partner who will serve as a strategic people partner, supporting the organization in aligning its people strategies, talent development initiatives, and organizational capabilities with business objectives. With a strong emphasis on Learning & Development (L&D), the role drives the design, implementation, and continuous improvement of learning programs that enhance employee capabilities, strengthen leadership effectiveness, and support organizational performance.

The role partners with leaders and stakeholders across assigned teams, business units, and affiliated portfolio companies to identify people-related needs, develop practical HR solutions, and implement people strategies that support employee growth, engagement, and organizational effectiveness. The Human Resources Business Partner builds strong stakeholder relationships and adapts its approach to the distinct priorities of each business unit, as business requirements evolve.

Salary: Php 65,000

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Basic Qualifications:

Academic Background:

• Bachelor's degree in Human Resources, Psychology, Business Administration, Organizational Development, or a related field.
• Relevant certifications in HR, Learning & Development, or organizational development are an advantage.

Relevant Work Experience: 

• At least 3–5 years of progressive experience in Human Resources, with experience in HR Business Partnering, Learning & Development, Talent Management, or Organizational Development.
• Demonstrated experience in designing, coordinating, and implementing learning and development programs.
• Experience supporting multiple departments, business units, or organizations is preferred.
• Experience in stakeholder management, leadership development, and organizational capability-building is an advantage.

Skills and Knowledge:

• Strong understanding of HR practices, learning methodologies, and talent development principles.
• Excellent stakeholder management, communication, and facilitation skills.
• Strong business acumen and ability to connect people initiatives with organizational objectives.
• Ability to manage multiple priorities, projects, and stakeholders across different business units.
• Strong analytical, problem-solving, and project management skills.
• Proficiency in HR systems, learning platforms, and productivity tools.
• Ability to work independently while collaborating effectively with cross-functional teams.
• Adaptability and willingness to take on evolving responsibilities in a dynamic business environment.

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Duties and Responsibilities:

Learning & Development (Primary Focus):

• Develop and implement learning and development strategies aligned with organizational goals,business unit priorities, and identified capability gaps.
• Partner with business leaders to assess training needs and translate business requirements into relevant learning interventions.
• Design, coordinate, and facilitate learning programs, including leadership development, functional training, behavioral competencies, and professional development.
• Manage the end-to-end learning cycle, from needs assessment and program design to implementation, evaluation, and continuous improvement.
• Develop and maintain annual and periodic learning calendars across assigned business units.
• Coordinate with internal stakeholders, external learning providers, and subject matter experts to deliver high-quality training programs.
• Support leadership development initiatives, succession planning, and talent development programs.
• Establish learning metrics and evaluate program effectiveness, including participation, learner feedback, knowledge application, and business impact where measurable.
• Promote a culture of continuous learning, knowledge sharing, and professional growth.
• Manage L&D-related budgets, resources, and documentation to ensure effective and efficient program delivery.
• Identify emerging learning trends, tools, and methodologies that may strengthen organizational capability.

People Experience:

• Support talent management, performance development, career growth, leadership development, and succession planning initiatives.
• Identify capability gaps, analyze employee feedback, and implement targeted initiatives that strengthen engagement, culture, and organizational effectiveness.
• Lead or support strategic HR projects, process improvements, and evolving organizational priorities to enhance people programs and service delivery.