Senior Manager, Talent Acquisition & HR Business Partner (Philippines)

Vanigent is seeking an experienced, hands-on Senior Manager, Talent Acquisition & HR Business Partner to lead recruitment and provide broader HR business partnership and operational support for Vanivation Corp., our Philippines-based entity , and, as assigned, the U.S. organization.

This role is ideal for an accomplished HR professional with deep, demonstrated talent acquisition expertise and experience supporting business leaders across a range of HR responsibilities. The successful candidate will be equally comfortable developing sourcing strategies, personally recruiting and assessing talent, advising hiring managers, and addressing operational HR challenges.

We are looking for someone who brings sound judgment, initiative, strong execution, and the ability to translate business needs into practical solutions in a lean, globally connected organization.

The position will initially operate as a senior individual contributor with significant ownership and visibility, offering opportunities to contribute to the continued development of the HR function and take on broader leadership responsibilities as the organization evolves.

• 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 — Primary Accountability (Approximately 60–70%)

Recruitment Strategy and Hiring-Manager Partnership

Independently manage approved recruitment requisitions from intake through candidate selection, offer coordination, and onboarding handoff.

Partner directly with hiring managers to establish role requirements, candidate profiles, selection criteria, timelines, and sourcing strategies.

Provide informed guidance on talent availability, market conditions, compensation expectations, and recruiting challenges.

Assess recruitment obstacles, recommend practical solutions, and adjust sourcing strategies when business needs are not being met.

Build trusted relationships with hiring managers and provide clear, timely, actionable recruiting updates.

Proactive Sourcing and Pipeline Development

Personally source and engage qualified candidates through LinkedIn Recruiter, job boards, Boolean search, direct outreach, referrals, professional networks, and targeted market research.

Develop sustainable talent pipelines for recurring, specialized, and difficult-to-fill positions.

Identify and engage passive candidates rather than relying solely on inbound applications.

Conduct talent mapping and market research to identify prospective candidates and evaluate hiring feasibility.

Maintain accurate candidate pipeline records and manage follow-up activities.

Support recruitment for U.S.-based positions as assigned, collaborating with U.S. HR and hiring managers.

Candidate Screening and Assessment

Conduct substantive candidate screening and structured behavioral or competency-based interviews.

Assess candidates against job-related requirements, including technical or functional qualifications, communication skills, professional judgment, relevant experience, and role alignment.

Prepare concise, evidence-based candidate evaluations and recommendations for hiring managers.

Coordinate interviews, review hiring-manager feedback, and identify gaps or inconsistencies in candidate assessments.

Apply sound judgment in determining candidate suitability and identifying issues requiring further evaluation.

Maintain consistent, fair, and appropriately documented selection practices.

Offer Management and Recruitment Execution

Coordinate offer preparation, internal approvals, compensation validation, pre-employment checks, and candidate communications.

Confirm that approved hiring requirements and employment conditions are accurately reflected throughout the recruitment process.

Proactively manage recruitment timelines, identify risks, and escalate issues with clear recommendations.

Partner with HR operations and hiring managers to ensure timely, effective onboarding handoffs.

Maintain professional candidate communication and a positive candidate experience throughout the recruitment process.

Recruitment Metrics and Continuous Improvement

Track and report recruitment metrics, including time-to-fill, candidate pipeline quality, sourcing effectiveness, candidate conversion, and offer acceptance.

Present concise recruitment updates that identify progress, risks, recommendations, and specific next steps.

Identify and implement improvements to sourcing, candidate assessments, interview practices, and recruiting workflows.

Maintain accurate recruitment documentation and support data-driven workforce planning.

HR Business Partnership and Generalist Responsibilities (Approximately 30–40%)

Business Partnership and HR Advisory Support

Partner with business leaders and managers to understand organizational priorities, workforce requirements, and people-related challenges.

Provide practical HR guidance and recommendations within established company policies and delegated authority.

Apply independent judgment to identify risks, prioritize competing needs, resolve routine matters, and recognize when escalation is required.

Support workforce planning, organizational changes, staffing discussions, and implementation of agreed HR initiatives.

Build effective working relationships with Philippines and U.S. business stakeholders.

HR Operations and Employee Lifecycle

Support onboarding, employee orientation, employee changes, offboarding, and associated HR documentation.

Maintain accurate employee records and ensure appropriate use of company HR systems.

Administer established HR policies, procedures, and processes within delegated authority.

Coordinate performance check-in and review processes, including completion tracking, manager follow-up, and supporting documentation.

Support routine employee relations inquiries and documentation, escalating complex, sensitive, or legally significant matters to appropriate HR leadership.

Coordinate with HR, payroll, benefits, and other stakeholders to support accurate and timely employee lifecycle transactions.

Support employee communications, reporting, HR data quality, and process improvements.

Contribute to compliance with applicable Philippine employment and data privacy requirements within the scope of the role.

HR Process Improvement and Operational Effectiveness

Identify gaps, inefficiencies, and opportunities to improve HR workflows and service delivery.

Recommend practical improvements that strengthen consistency, accountability, and the employee and manager experience.

Maintain clear documentation of processes, decisions, ownership, and outstanding actions.

Support cross-functional HR initiatives based on agreed organizational priorities and available capacity.

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 supporting business leaders or hiring managers in an HR generalist, HR business partner, HR management, or comparable capacity.

Proven success personally sourcing, engaging, screening, interviewing, and advancing candidates through the recruitment process.

Experience recruiting professional, corporate, specialized, technical, or business-support positions.

Strong proactive sourcing skills, including Boolean search, direct outreach, LinkedIn Recruiter or comparable platforms, and passive candidate engagement.

Demonstrated ability to assess candidates against job-related competencies and provide substantive, evidence-based recommendations to hiring managers.

Experience managing multiple requisitions, competing business