Human Resources Business Partner / Human Resources Generalist

Neolytix is a healthcare services and technology organization that supports medical practices and healthcare businesses through specialized operational solutions. We operate with globally distributed teams and are committed to delivering operational excellence, maintaining strong compliance standards, and creating an engaging employee experience across all locations.

We are seeking an experienced, commercially minded Human Resources Business Partner (HRBP) to support leaders and employees across the Philippines, Latin America, and the United States. This individual will act as a strategic advisor and hands-on HR partner, helping business leaders build high-performing teams while ensuring fair, consistent, compliant, and people-centered HR practices.

The HRBP will partner with functional and operational leaders across the Philippines, Latin America, and the United States to align people strategy with business goals. The role is responsible for advising on employee relations, performance management, workforce planning, engagement, talent development, organizational change, and policy implementation.

This position requires a practical understanding of the challenges of managing distributed, multicultural teams. The successful candidate will be able to navigate regional employment practices, work effectively across time zones, maintain high levels of confidentiality, and balance employee advocacy with Neolytix’s operational and client-service requirements.

Key ResponsibilitiesRegional Business Partnership

• Partner closely with business leaders across the Philippines, Latin America, and the United States to understand workforce priorities, operational needs, organizational challenges, and people-related risks.
• Translate business objectives into regional people plans covering headcount planning, hiring, retention, performance, talent development, and employee engagement.
• Provide proactive HR guidance to leaders on team structure, role clarity, manager effectiveness, internal mobility, succession planning, and organizational change.
• Act as a trusted advisor and coach to people managers, supporting them in making fair, timely, and business-aligned people decisions.
• Collaborate with HR, Operations, Finance, Talent Acquisition, Payroll, and Legal stakeholders to ensure coordinated people support across regions.
• Identify regional trends, recurring employee concerns, and organizational risks; recommend practical and scalable improvements.

Employee Relations and Workplace Investigations

• Manage and advise on sensitive employee-relations matters, including conduct concerns, attendance, performance issues, conflicts, grievances, workplace investigations, corrective action, and separations.
• Ensure employee-relations matters are addressed promptly, objectively, confidentially, and with appropriate documentation.
• Guide managers through performance improvement plans, coaching plans, written warnings, final notices, and other corrective-action processes.
• Conduct or support workplace investigations in accordance with company policy, local employment requirements, and applicable escalation protocols.
• Partner with HR leadership and legal counsel, as appropriate, on complex employee-relations matters and high-risk decisions.
• Maintain consistency in the application of policies and employment practices while accounting for country-specific legal and cultural considerations.

Regional Compliance and Policy Administration

• Support implementation and consistent application of Neolytix HR policies across the Philippines, Latin America, and the United States.
• Maintain working knowledge of key employment-practice requirements applicable to supported regions, including employment classification, working hours, leave administration, wage-and-hour considerations, disciplinary practices, employee documentation, and separation processes.
• Partner with local HR, Payroll, Finance, and external advisors to ensure appropriate country-specific compliance and documentation.
• Identify policy gaps, process risks, and inconsistent practices; recommend updates that balance regional requirements with a cohesive global employee experience.
• Support audit readiness and provide HR documentation, reports, and records as needed.
• Escalate legal, regulatory, and employee-relations risks to HR leadership and appropriate internal or external counsel.

Performance, Talent, and Leadership Development

• Support the design and execution of performance-management processes, including goal setting, performance reviews, calibration discussions, development planning, and performance-improvement processes.
• Coach managers to give clear feedback, set measurable expectations, document performance concerns, and address issues early.
• Partner with business leaders and Talent Acquisition on workforce planning, job design, hiring priorities, interview quality, and onboarding readiness.
• Support talent reviews, succession planning, and identification of high-potential employees and critical roles.
• Help implement leadership-development, manager-training, and employee-learning initiatives that build capability across regions.
• Ensure career development and internal-mobility practices are equitable, transparent, and aligned with business needs.

Employee Engagement and Culture

• Use employee-engagement surveys, pulse checks, retention data, exit-interview feedback, and manager input to identify cultural strengths and opportunities.
• Partner with leaders to develop clear and measurable action plans in response to engagement and employee-experience findings.
• Support initiatives that promote inclusion, recognition, effective communication, wellness, and connection among remote and distributed employees.
• Facilitate or support manager conversations, employee listening sessions, and culture-building activities across regional teams.
• Promote Neolytix values and reinforce a consistent, respectful, and accountable employee experience across the employee lifecycle.

HR Operations, Data, and Reporting

• Maintain accurate, timely, and confidential HR documentation for supported employee populations.
• Partner with HR Operations, Payroll, Benefits, and HRIS teams to resolve employee concerns and ensure smooth people processes.
• Analyze regional people metrics, including attrition, retention, absenteeism, time-to-fill, engagement, internal mobility, performance outcomes, and employee-relations trends.
• Develop reports and concise insights for business leaders and HR leadership, highlighting risks, root causes, and recommended actions.
• Identify opportunities to streamline workflows, improve service delivery, standardize documentation, and automate recurring HR processes.
• Ensure employee data is handled in accordance with company standards, access controls, privacy requirements, and applicable data-protection obligations.