As companies grow, managing employees becomes more complex. Payroll, statutory compliance, and employee relations can quickly become overwhelming — especially when HR isn't your core business.
AOBS handles the processes behind payroll, employee management, and compliance — so business owners and operations teams can focus on running and expanding their companies. We manage the HR infrastructure; you run the business.
Scope of service
What's included in an HR outsourcing engagement
These are standard elements — not add-ons. You don't need to negotiate for the basics.
- Payroll computation & disbursement
Monthly payroll processed on schedule — payslips, records, and bank disbursements.
- Statutory compliance
SSS, PhilHealth, Pag-IBIG, and BIR contributions filed and remitted. No missed deadlines.
- Employee onboarding
Compliant employment contracts, 201 file setup, and orientation documentation.
- Employee handbook
Documented policies — attendance, leave, code of conduct — tailored to your business.
- Performance appraisal system
A structured process for evaluating performance, giving feedback, and documenting results.
- Discipline protocols
Due process documentation — show-cause notices, hearings, records — handled correctly.
- Employee relations
Handling grievances, managing difficult conversations, and advising on separation.
- 13th month pay & mandatories
Government-mandated benefits computed and disbursed accurately and on time.
How we work
From first call to ongoing partnership
We don't hand you a contract and disappear. Every engagement starts with a proper handover — and stays that way.
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Discovery
We review your current HR situation — payroll setup, statutory compliance status, existing policies, and your team's immediate needs. This gives us a clear picture of where you are and where the gaps are.
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Transition
We take over gradually and deliberately — not all at once. Payroll is stabilized first; then policies, then process documentation. Nothing goes live until it's correct.
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Ongoing management
Once the foundation is in place, we handle the day-to-day. Payroll runs. Statutory remittances go out on time. When an HR issue surfaces, there's a senior person on your account to handle it.
Two kinds of clients
The same service solves different problems
When informal systems start to feel fragile
Family-owned companies and founder-led businesses often run HR informally for years — and it works, until it doesn't. Policies that lived in the owner's head become inconsistent when the team grows. Statutory obligations that were manageable become backlogs. A difficult separation becomes a legal exposure.
AOBS brings structure: documented policies, fair enforcement, and compliance that's current. And when a discipline matter comes up, we handle it — so the owner doesn't have to be the one delivering bad news to a long-tenured employee.
Relevant for: family-owned businesses, founder-led SMEs, companies with 10–100 employees that have outgrown informal HR.
When you have a registered entity but need HR support
Some international clients have already set up a Philippine branch or subsidiary — but lack the internal capacity to run payroll and statutory compliance correctly. Managing DOLE, SSS, PhilHealth, Pag-IBIG, and BIR simultaneously, across different filing schedules, is a full-time job for someone who knows what they're doing.
AOBS administers payroll and government filings for your Philippine entity, so your team is paid correctly and your compliance is current — without you needing to hire an in-house HR head for a team that may still be small.
Relevant for: foreign-headquartered companies with a Philippine branch, subsidiary, or representative office. If you don't yet have a PH entity, see our Employer of Record (EOR) service.
We handle compliance with every Philippine statutory body
Philippine HR compliance means managing remittances and filings across five regulators simultaneously — on different deadlines, with different penalties for late submission.
- DOLE Department of Labor and Employment — labor standards, due process, employment documentation
- SSS Social Security System — monthly contributions and loan administration
- PhilHealth Philippine Health Insurance Corporation — health coverage contributions
- Pag-IBIG Home Development Mutual Fund — housing fund contributions and loan administration
- BIR Bureau of Internal Revenue — payroll tax withholding and remittance
We've cleared multi-year statutory backlogs for clients and brought remittances current across all five bodies. Compliance isn't a footnote in our service — it's the foundation.
Common questions about HR outsourcing
- What does an HR outsourcing engagement actually look like day to day?
- On most days, not much changes from the employee's perspective. Payroll runs, payslips arrive, and government contributions are remitted. When an HR issue arises — a discipline matter, a resignation, a government audit — we handle it. You call us; we advise; we manage the documentation. The day-to-day running of your business stays yours.
- Do we need to have an existing HR team to work with AOBS?
- No. Most clients come to us without a functional HR team — that's often the reason they reach out. We step in as the HR function. Some clients do have an internal admin or HR coordinator; in those cases, we work alongside them and provide the senior guidance that's missing.
- We have a statutory backlog (SSS, Pag-IBIG, PhilHealth arrears). Can you help?
- Yes — this is one of the more common situations we encounter with Philippine businesses. We've cleared multi-year statutory backlogs for clients and brought their remittances current across all five regulatory bodies. We also help clients understand the penalty exposure and the fastest path to resolving it.
- We're a foreign-headquartered company. How does HR outsourcing differ from EOR?
- If you already have a registered Philippine entity (a branch, subsidiary, or representative office), HR outsourcing means we administer payroll and government filings on behalf of that entity. Your employees are employed by your Philippine company — we handle the HR infrastructure behind that. If you don't yet have a PH entity, our Employer of Record (EOR) service is the right fit — AOBS becomes the legal employer on your behalf.
- How long does the transition take before payroll is running through AOBS?
- Typically four to six weeks for a clean handover — longer if there are compliance backlogs to resolve first. We don't rush the transition. Getting payroll wrong in the first month creates trust problems that take longer to fix than the time saved by moving fast.
- Can AOBS handle employee discipline and terminations?
- Yes. Due process under Philippine labor law is specific — show-cause notices, hearings, timelines, and documentation requirements. We manage the process from start to finish so that separations are legally defensible and employees are treated fairly. This is one of the areas where family-owned businesses benefit most from a neutral third party.
- We're a small business. Is HR outsourcing only for larger companies?
- No — in fact, small businesses often benefit more from outsourcing HR precisely because they can't justify a full-time HR head. If you have five employees or fifty, you have the same statutory obligations. We scale our engagement to the size of your team.
Ready to professionalize your HR operations?
Tell us what your team looks like and what's not working. We'll tell you honestly whether AOBS is the right fit and what an engagement would look like.