For Eldee Africa-Villapando, a Certified Human Resource Professional (CHRP), Human Resources has never been just about policies and paperwork. Her philosophy is clear: HR should move in step with the business—driving outcomes, not just documenting them.
“I take pride in being a true business partner—collaborating with leaders to shape a culture that encourages learning, resilience, and performance,” she told Financial Adviser PH.
That belief has shaped the way she approaches every initiative, conversation, and strategy. In her view, HR isn’t a separate department—it’s an active partner in growth.
Moving beyond the support role
Villapando has worked across many areas of HR—from employee relations to organizational development. With every role, she’s pushed herself to think not only about employee needs but also about how HR contributes to business success.
And that shift—from operational executor to strategic collaborator—is what defines being a true business partner.
“When you see HR as a business partner, you stop asking, ‘What policy should we implement?’ and start asking, ‘What outcome are we trying to achieve?’” she shared.
Culture as a strategy, not just a concept
To Villapando, building culture isn’t about slogans or posters on the wall—it’s about aligning behaviors, systems, and leadership values.
“Beyond policies and processes, HR is about creating an environment where people feel seen, supported, and set up for success.”
That people-first environment doesn’t happen by chance—it takes intentional collaboration with leadership. Villapando believes HR must help shape the conditions for growth, resilience, and long-term performance.
What HR-business alignment looks like in real life
Villapando told Financial Adviser PH that being an HR business partner means speaking the language of the business—but with a people lens.
That includes:
- Working closely with managers to align development plans with team goals
- Helping leaders interpret people data to guide strategy
- Designing programs that reinforce organizational values and drive measurable outcomes
“When we partner with leaders to shape culture, we don’t just react to change—we help lead it,” she said.
It’s not about having all the answers—it’s about asking the right questions
Villapando doesn’t position herself as the hero in the room. Instead, she brings curiosity, structure, and insight that allow others to lead more effectively.
She believes true HR partnership is grounded in trust—and that starts with listening well and staying close to what teams really need.
“When leaders feel supported—not managed—they’re more open to transformation,” she said. “That’s where HR can make the biggest impact.”
Final takeaway: Partnership requires presence and perspective
Being a business partner in HR isn’t a title—it’s a mindset. It means showing up at the table with both strategic clarity and people insight, helping the business grow by helping its people thrive.
For Villapando, that’s the role HR should play—and it’s the one she’s proud to claim.
“When people grow, the organization grows with them.”
