Director, Talent Acquisition & HR Business Partner (Philippines)

Vanigent is seeking an experienced, hands-on Director, Talent Acquisition & HR Business Partner to lead talent acquisition and provide strategic and operational HR leadership for Vanivation Corp., our Philippines-based entity, and, as assigned, the U.S. organization.

About the Role

We are seeking a resourceful, entrepreneurial HR leader to drive talent acquisition and provide strategic and hands-on HR business partnership across a growing, evolving organization. This is an opportunity for a builder and doer—someone who combines strong recruiting expertise, sound HR judgment, and business acumen with the ability to develop practical solutions, establish scalable processes, and execute independently.

The ideal candidate brings experience across different organizational environments, preferably including smaller, fast-growing, entrepreneurial, or technology-driven businesses. They are comfortable navigating ambiguity, shifting priorities, and working directly with leaders to solve problems. This is not a purely strategic or oversight role. Success requires an individual who remains actively engaged in recruiting and HR execution while helping shape how the function evolves.

The anticipated focus of the position is approximately 50–60% talent acquisition and 40–50% HR business partnership, operational leadership, and process development. This balance may evolve based on business needs.

Job Details

Work from home
Monday to Friday | 8 AM to 5 PM EST (overnight in the Philippines; schedule adjusts with U.S. daylight saving time)

Key Responsibilities

Talent Acquisition Leadership & Hands-On Recruiting

• Lead and execute full-cycle recruitment for professional, specialized, technical, and business-support positions across the Philippines and, as assigned, the United States.
• Personally source, engage, screen, interview, assess, and advance qualified candidates, including passive talent for difficult-to-fill positions.
• Partner directly with hiring managers and business leaders to clarify hiring requirements, assess candidate qualifications, and develop effective recruiting strategies.
• Build and maintain talent pipelines for current and anticipated hiring needs.
• Manage multiple requisitions, competing priorities, and recruitment timelines while maintaining a high standard of candidate and hiring-manager experience.
• Develop practical sourcing strategies using LinkedIn Recruiter, job boards, professional networks, referrals, Boolean searches, and other appropriate channels.
• Provide thoughtful, evidence-based candidate recommendations and challenge or refine hiring assumptions when appropriate.
• Establish and continuously improve recruitment processes, interview practices, candidate assessment methods, and reporting.
• Monitor recruiting effectiveness, identify bottlenecks, and recommend improvements based on business priorities and available data.
  
  

HR Business Partnership & Operational Leadership

• Serve as a trusted HR partner to business leaders, providing practical guidance on employee relations, performance management, organizational effectiveness, workforce planning, and other people-related matters.
• Support managers in addressing employee concerns, making sound people decisions, and applying HR policies and practices consistently.
• Provide hands-on HR support throughout the employee lifecycle, including onboarding, performance management, employee development, and separation processes.
• Help strengthen HR processes, documentation, policies, and operating practices appropriate for a growing organization.
• Support compliance with applicable Philippine employment requirements and internal HR standards.
• Partner with U.S. HR leadership and other stakeholders to align priorities, address operational needs, and support cross-border HR initiatives.
• Identify operational gaps, anticipate risks, and independently develop practical recommendations for resolution.
• Support the development of HR reporting, metrics, and management information that improve visibility and decision-making.
  
  

Building, Improving & Developing the HR Function

• Assess existing HR and recruiting practices and identify opportunities to simplify, standardize, automate, or improve processes.
• Build practical, scalable HR infrastructure without creating unnecessary complexity or bureaucracy.
• Translate business needs into actionable HR initiatives and take personal ownership of execution.
• Balance immediate operational demands with longer-term improvements to HR capabilities and effectiveness.
• Coach and develop HR team members, strengthening their judgment, capabilities, and independence.
• Collaborate effectively across functions and organizational levels, including in environments where priorities, processes, or structures are still evolving.
• Demonstrate flexibility and a willingness to take on responsibilities beyond traditional functional boundaries when business needs require it.
  
  

Required Qualifications

• Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field.
• At least 7 years of progressive experience across talent acquisition and broader HR functions, including 5 or more years of substantial, hands-on full-cycle recruitment experience.
• Demonstrated experience serving as an HR business partner, HR manager, or comparable HR leader, advising business leaders on employee matters, organizational needs, and people-related decisions.
• Proven success personally sourcing, engaging, screening, interviewing, and advancing candidates for specialized, professional, technical, or corporate positions.
• Strong proactive sourcing capabilities, including Boolean search, direct outreach, LinkedIn Recruiter or comparable platforms, and passive candidate engagement.
• Experience leading recruiting initiatives, managing competing hiring priorities, and providing substantive, evidence-based recommendations to business leaders.
• Demonstrated ability to work independently, exercise sound professional judgment, and translate business needs into practical HR and talent solutions.
• Experience supporting HR operations, employee relations, performance management, employee lifecycle processes, and HR policies and procedures.
• Working knowledge of Philippine HR practices, employment-related requirements, and HR compliance.
• Experience using applicant tracking systems, HRIS platforms, and recruiting metrics to support hiring decisions and operational effectiveness.
• Strong written and spoken English, including the ability to communicate confidently with U.S.-based stakeholders.
• Demonstrated adaptability, resourcefulness, accountability, and willingness to remain personally involved in execution rather than relying solely on delegation.
• Ability and willingness to consistently work 8:00 a.m.–5:00 p.m. U.S. Eastern Time, including the corresponding overnight schedule in the Philippines and adjustments for U.S. daylight saving time.
  
  

Preferred Qualifications

• Nine or more years of progressive experience spanning talent acquisition, HR business partnership, and broader HR leadership.
• Prior experience as an HR Director, Senior HR Business Partner, HR Manager, Senior Talent Acquisition Manager, or comparable leader with continued hands-on recruiting responsibilities.
• Experience working in startups, smaller or midsize businesses, high-growth organizations, entrepreneurial environments, or technology-driven companies, where adaptability and direct execution are essential.
• Demonstrated success building, improving, or scaling HR and talent acquisition processes, systems, or programs in evolving organizations.
• Experience in Global Business Services (GBS), Business Process Outsourcing (BPO), Recruitment Process Outsourcing (RPO), shared services, or multinational organizations.
• Experience supporting both Philippines and U.S. recruitment or working directly with U.S.-based business leaders.
• Experience recruiting across Finance, Information Technology, Operations, Human Resources, Customer Support, or other specialized corporate functions.
• Demonstrated success sourcing difficult-to-fill talent and developing relationships with passive candidates.
• Strong working knowledge of Philippine employment practices, employee relations, and HR compliance.
• Experience with recruitment market research, talent intelligence, or compensation benchmarking.
• Experience coaching or developing HR team members while maintaining individual responsibility for deliverables.
• Relevant HR or talent acquisition certification.
• Preferably available to start immediately, though not required.

The Profile We're Looking For

We are particularly interested in candidates who bring a combination of the following:

• An entrepreneurial mindset: Comfortable working in smaller, growing, or evolving organizations where resources may be limited and priorities can change quickly.
• A builder's orientation: Able to create, improve, and implement processes rather than simply administer established programs.
• A hands-on leadership style: Equally comfortable advising senior leaders and personally executing recruiting or HR activities.
• Breadth of experience: Exposure to different business environments, organizational challenges, and HR responsibilities.
• Strong business judgment: Able to assess situations independently, challenge assumptions constructively, and make practical, well-reasoned recommendations.
• Adaptability and resourcefulness: Effective in ambiguous situations without requiring extensive structure or direction.
• Ownership and accountability: Takes initiative, follows through, and drives work to completion.
• A collaborative approach: Builds credibility with leaders and employees while helping develop the capabilities of others.

We value candidates who can demonstrate what they have personally built, improved, or accomplished—not simply the size of the teams or functions they have overseen.

Why Join Us?

This opportunity offers the ability to make a meaningful impact in an evolving organization, working closely with business leaders to strengthen talent acquisition and HR capabilities.

For someone who enjoys building, solving problems, and remaining close to the work, the role provides the opportunity to influence both immediate business outcomes and the continued development of the HR function.

ABOUT VANIGENT

Vanigent is an independent contract sales organization delivering measurable, results-driven outcomes that prioritize the needs of our customers. We are an Atlanta, GA-based CSO, supported by a seasoned leadership team with deep expertise in commercial operations and sales execution. Our agile, customer-focused approach is grounded in our core values of Customer-centered solutions, Accountability, Results-oriented mindset and Ethics, Excellence & Integrity (CARE).

Vanivation Corp. is the local independent entity in the Philippines of Vanigent. Focused on providing technology-driven solutions for pharma, diagnostics and medical devices industries. We deliver innovative solutions that optimize operations, ensure compliance and drive growth.

We are proud to be an affirmative action/equal opportunity employer, committed to diversity, equity, and inclusion. We do not discriminate based on age, race, color, religion, gender, gender identity, sexual orientation, national origin, protected veteran status, disability, or any other legally protected status.