Our client is a modern travel agency powering a new generation of travel entrepreneurs. Through an AI-enabled platform, they equip advisors with the technology, training, and community needed to build successful businesses and deliver highly personalized travel experiences that go beyond what automation alone can achieve.Since launching in 2021, our client has enabled more than 15,000 travel advisors to establish their businesses, with 97% entering the travel industry for the first time. Collectively, their advisor network has facilitated over $2.5 billion in travel bookings across more than 180 countries. Headquartered in New York City, the company is backed by leading global investment firms.Duties and Responsibilities:EOR Transition Support – Partner with Fora's US People Ops team on the operational execution of contractor-to-employee conversion for our Philippines-based workforce. Coordinate closely with our EOR to ensure accurate onboarding, records, and a smooth, compliant, people-first transition by early 2027.Employee Experience – Serve as the primary point of contact for Manila-based employees throughout their full tenure at Fora — from onboarding through day-to-dayemployment, growth, and offboarding. Own the local employee experience: benefits and compensation questions, statutory contributions, policy clarity, and the moments that make people feel informed and supported at every stage.Employee Relations – Own all employee relations matters for the Manila team: performance concerns, workplace conflict, policy questions, and escalations. Partner withmanagers to coach through difficult conversations with fairness and documentation rigor.Cultural Translation – Act as the bridge between Fora's NYC leadership culture and the Philippines team — translating expectations, values, and decisions into local context, and representing the Manila team's perspective back to US leadership in a solutions-oriented way.EOR Platform Administration – Own the day-to-day operational management of Fora's Employer of Record platform, including employee record accuracy, payroll cycle review, onboarding and offboarding workflows, benefits coordination, and support ticket management. Partner with Fora's US People Ops leadership, who manages the strategic EOR relationship.Onboarding & Offboarding – Design and run a thoughtful onboarding experience for all newly converted employees in alignment with the company’s US standards. Manage offboarding in alignment with Fora's global People Ops standards and Philippine labor requirements. Performance Management — building and maintaining PM frameworks (goal-setting, reviews, feedback) aligned to company-wide standards Legal Liaison — coordinating between Fora HQ legal and Philippines-based counsel on employment/labor mattersRequirementsMust-Have Skills/QualificationsExperience – 8–10 years of HR generalist experience, with progressive responsibility ideally including a mix of operational HR and employee relations.US Company Experience – Prior experience supporting or working within a US-headquartered company — you understand how American companies operate, communicate, and make decisions, and can work confidently across time zones.Employee Relations Depth – Demonstrated experience managing complex employee relations situations, performance conversations, and sensitive HR matters with sound judgment and appropriate documentation.Philippines Employment Context – Working familiarity with Philippine labor law and statutory obligations (SSS, PhilHealth, Pag-IBIG) — enough to identify issues and ask the right questions of our EOR, who owns compliance execution.Communication – Excellent written and verbal communication in English. You can write clearly for US executive leadership and speak plainly and directly with Manila team members.Autonomy – Comfortable operating independently in a remote, fast-moving environment with limited day-to-day oversight. You surface problems proactively without being prompted.Prior experience supporting a US-HQ company with an established offshore Philippines team and managing contractor-to-employee or EOR transitionsAdvantageous:Tech startup or high-growth company experience — you know what it looks like when process has to catch up to pace.Prior experience with an Employer of Record (EOR) model, PEO, or similar co- employment arrangement.Exposure to global HR platforms (Deel, Rippling, Remote, etc.) or modern HRIS systems.Background supporting a distributed, multinational workforce with cross-cultural complexity.Comfort with AI-enabled HR tools and an eagerness to work alongside a People Ops team that actively uses AI in day-toss-day work.Job Type: Full-Time PermanentSchedule: Monday – Friday, 4AM (PHT) - 12PM (PHT)Location: Permanent Work-From-HomeIndustry: Travel E-Commerce
Our client is a modern travel agency powering a new generation of travel entrepreneurs. Through an AI-enabled platform, they equip advisors with the technology, training, and community needed to build successful businesses and deliver highly personalized travel experiences that go beyond what automation alone can achieve.
Since launching in 2021, our client has enabled more than 15,000 travel advisors to establish their businesses, with 97% entering the travel industry for the first time. Collectively, their advisor network has facilitated over $2.5 billion in travel bookings across more than 180 countries. Headquartered in New York City, the company is backed by leading global investment firms.
Duties and Responsibilities:
- EOR Transition Support – Partner with Fora's US People Ops team on the operational execution of contractor-to-employee conversion for our Philippines-based workforce. Coordinate closely with our EOR to ensure accurate onboarding, records, and a smooth, compliant, people-first transition by early 2027.
- Employee Experience – Serve as the primary point of contact for Manila-based employees throughout their full tenure at Fora — from onboarding through day-to-day
- employment, growth, and offboarding. Own the local employee experience: benefits and compensation questions, statutory contributions, policy clarity, and the moments that make people feel informed and supported at every stage.
- Employee Relations – Own all employee relations matters for the Manila team: performance concerns, workplace conflict, policy questions, and escalations. Partner with
- managers to coach through difficult conversations with fairness and documentation rigor.
- Cultural Translation – Act as the bridge between Fora's NYC leadership culture and the Philippines team — translating expectations, values, and decisions into local context, and representing the Manila team's perspective back to US leadership in a solutions-oriented way.
- EOR Platform Administration – Own the day-to-day operational management of Fora's Employer of Record platform, including employee record accuracy, payroll cycle review, onboarding and offboarding workflows, benefits coordination, and support ticket management. Partner with Fora's US People Ops leadership, who manages the strategic EOR relationship.
- Onboarding & Offboarding – Design and run a thoughtful onboarding experience for all newly converted employees in alignment with the company’s US standards. Manage offboarding in alignment with Fora's global People Ops standards and Philippine labor requirements.
- Performance Management — building and maintaining PM frameworks (goal-setting, reviews, feedback) aligned to company-wide standards
- Legal Liaison — coordinating between Fora HQ legal and Philippines-based counsel on employment/labor matters
Requirements
Must-Have Skills/Qualifications
- Experience – 8–10 years of HR generalist experience, with progressive responsibility ideally including a mix of operational HR and employee relations.
- US Company Experience – Prior experience supporting or working within a US-headquartered company — you understand how American companies operate, communicate, and make decisions, and can work confidently across time zones.
- Employee Relations Depth – Demonstrated experience managing complex employee relations situations, performance conversations, and sensitive HR matters with sound judgment and appropriate documentation.
- Philippines Employment Context – Working familiarity with Philippine labor law and statutory obligations (SSS, PhilHealth, Pag-IBIG) — enough to identify issues and ask the right questions of our EOR, who owns compliance execution.
- Communication – Excellent written and verbal communication in English. You can write clearly for US executive leadership and speak plainly and directly with Manila team members.
- Autonomy – Comfortable operating independently in a remote, fast-moving environment with limited day-to-day oversight. You surface problems proactively without being prompted.
- Prior experience supporting a US-HQ company with an established offshore Philippines team and managing contractor-to-employee or EOR transitions
Advantageous:
- Tech startup or high-growth company experience — you know what it looks like when process has to catch up to pace.
- Prior experience with an Employer of Record (EOR) model, PEO, or similar co- employment arrangement.
- Exposure to global HR platforms (Deel, Rippling, Remote, etc.) or modern HRIS systems.
- Background supporting a distributed, multinational workforce with cross-cultural complexity.
- Comfort with AI-enabled HR tools and an eagerness to work alongside a People Ops team that actively uses AI in day-toss-day work.
Job Type: Full-Time Permanent
Schedule: Monday – Friday, 4AM (PHT) - 12PM (PHT)
Location: Permanent Work-From-Home
Industry: Travel E-Commerce
