About the Client

Our client is a global leader in the BPO sector, providing innovative solutions in customer service, sales, and accounts receivable for some of the world’s most recognized brands. With a strong global presence, the company is committed to driving business success through a people-first culture, fostering an environment where employees thrive, leaders are empowered, and HR plays a critical role in business growth. As part of its ongoing HR transformation, the organization is elevating the role of HR Business Partners (HRBPs) to further enhance their strategic and consultative approach to ensure they are deeply integrated into the business. To achieve this, they are seeking a Senior Director, HR Business Partner to lead and enhance HR strategy, talent management integration, and cultural transformation in the Philippines.

About the Role

We are recruiting for a Senior Director, Organizational Design & Development to join the Human Resources function in the Philippines.

This role is responsible for shaping how the organization is structured, how work gets done, and how talent and capabilities are built to support the business strategy. It oversees Organizational Design & Development, HR Shared Services, HR Infrastructure, and Talent & Capability Strategy, ensuring an integrated, scalable, and future ready people operating model.

The role partners closely with executive leadership to align organizational structure, workforce capabilities, and HR delivery models with enterprise priorities, while also leading teams responsible for systems, processes, and services that enable the employee and leader experience.

Note this position is Onsite in QC and Graveyard Shift / Late Mid Shift

Key Responsibilities

Organizational Design & Development

• Lead enterprise wide organizational design initiatives aligned to business strategy, growth plans, and operating model evolution

• Diagnose organizational effectiveness, spans and layers, decision rights, ways of working, and workforce deployment

• Partner with senior leaders on restructuring, integrations, and transformation initiatives

• Define and implement frameworks for job architecture, role clarity, career paths, and internal mobility

• Lead organization development interventions including culture change, leadership alignment, and team effectiveness

Talent & Capability Strategy

• Develop and own the enterprise Talent & Capability Strategy aligned with current and future business needs

• Identify critical capabilities and skills required for long term success and lead workforce and capability planning

• Partner with Talent Acquisition, Global Learning, and HR leaders to align hiring, development, and succession strategies

• Oversee leadership development, succession planning, and enterprise talent review processes for the Support Group

• Use data and analytics to evaluate talent readiness, bench strength, and capability gaps

HR Shared Services Leadership

• Provide strategic and operational leadership for HR Shared Services including employee lifecycle processes and service delivery

• Define the HR service delivery model, service catalogs, SLAs, and continuous improvement roadmap

• Optimize efficiency, scalability, and consistency while maintaining employee experience

• Drive standardization, automation, and process redesign across HR operations

• Ensure compliance with employment laws, policies, and internal controls in partnership with HR Operations and Legal

HR Infrastructure & Systems

• Lead HR Infrastructure including HRIS strategy, reporting, data governance, and process architecture

• Partner with IT and vendors to optimize HR technology platforms

• Define the HR data and analytics strategy to support decision making

• Ensure data integrity, security, and integration across HR systems and tools

• Enable self service, manager enablement, and digital HR experiences

Strategy, Governance & Leadership

• Serve as a trusted advisor to the VP, PH Human Resources and executive leadership

• Translate enterprise strategy into people, structure, and capability implications

• Lead and mentor senior managers and directors across OD, shared services, and infrastructure teams

• Establish governance models, metrics, and KPIs to track effectiveness and ROI of people initiatives

• Champion change management and communication strategies for enterprise initiatives

  
  

• What You’ll Bring

• Bachelor’s degree in Human Resources, Organizational Development, Business, or related field

• 12–15+ years of progressive HR leadership experience, with depth in organizational design and development, Shared Services, and HR operations

• Proven experience leading mid to senior level teams and operating at an enterprise level

• Demonstrated success partnering with executive leaders in complex or transforming organizations

• Strong understanding of HR service delivery models, HRIS platforms, and workforce analytics

• Exceptional strategic thinking, influencing, and change leadership skills

Preferred

• Master’s degree in HR, Organizational Development, Business Administration, or related field

• Experience in scaled, matrixed, or growth oriented organizations

• Deep expertise in job architecture, workforce planning, and capability based talent models

• Experience leading large scale transformations, integrations, or operating model changes

  
  

Why Join Us

This role offers an exciting opportunity to lead the transformation of HR within a globally recognized organization. You will play a pivotal role in shaping talent strategy, developing future leaders, and embedding a high-performance culture. If you are a visionary HR leader with a passion for people, talent, and business success, we invite you to be part of this journey.