Role Overview
We are hiring an HR Business Partner to build and run Moongig’s people function as the team grows. You will be the founders’ partner on org design, hiring, performance, compensation, and culture, and you will own the HR operations and labor compliance that keep a Philippine company in good standing.
In year one this role is hands-on: you design the system and you run it. As the team grows, routine operations move to an HR associate or an outsourced provider, and your time shifts toward partnering with leaders.
Key Responsibilities
Org Design & Workforce Planning:
- Turn company plans (funding milestones, new markets, product roadmap) into a headcount plan, budget, and hiring sequence
- Define roles, levels, and reporting lines as teams form across engineering, operations, and business development
- Advise the founders on whether to hire, contract, or outsource each function
Talent Acquisition:
- Own hiring end to end: role scoping with the hiring manager, sourcing, structured interviews, offers, and closing
- Set the hiring standard: scorecards, defined interview loops, and a consistent bar across teams
Performance, Compensation & Growth:
- Design and run the performance cycle: goal setting, mid-year and annual reviews, and regularization decisions at the end of probation
- Build the compensation framework: salary bands, benchmarking against Manila market data, and an annual review process
- Coach managers, many of them first-time managers, on feedback, underperformance, and development conversations
- Spot retention risks among key people and bring the founders a plan before they turn into resignations
Employee Relations & Labor Compliance:
- Handle employee relations cases end to end: investigation, due process under the twin-notice rule, documentation, and resolution, with legal counsel where needed
- Keep Moongig compliant with the Labor Code, DOLE rules, the Data Privacy Act (RA 10173), and the OSH Law (RA 11058), including all mandatory workplace policies
- Represent the company with counsel in DOLE inspections, SEnA conferences, and other labor matters
- Advise on worker classification for employees, project-based staff, and contractors
- Track funnel metrics (time to fill, offer acceptance, regularization rate) and report them monthly
- Build Moongig’s employer brand on LinkedIn, Jobstreet, and our careers page
HR Operations:
- Run or oversee payroll, timekeeping, leave, HMO and benefits, and statutory remittances (SSS, PhilHealth, Pag-IBIG, BIR, alphalist)
- Choose and manage the HRIS and HR vendors (payroll, HMO, insurance), and own the HR budget
- Keep employee records accurate, confidential, and audit-ready
- Run onboarding so new hires are productive in their first week, and offboarding so exits are clean
Culture & People Data:
- Turn the company’s values into practice in how we hire, review, recognize, and make decisions
- Run engagement pulses and stay interviews, and act on what they show
- Send the founders a monthly people report: headcount, attrition, hiring pipeline, engagement, open employee relations cases, and HR spend
Decision Rights
You decide: HR process design, interview structure, HR tools and vendors within the approved budget, onboarding and offboarding, and day-to-day policy interpretation
You recommend, the founders approve: the headcount plan, salary bands, offers outside band, new or changed policies, terminations, and anything with legal exposure
You escalate the same day: any DOLE notice, labor complaint, harassment allegation, or data privacy incident
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