Most of these employers have no HR department at all, just a founder with an interview calendar, an inbox of employee questions, and a folder of paperwork nobody has filed since March. That is the HR virtual assistant seat, from $6/hr paid to you in USD by the company, and FindTalent takes none of it.
HR virtual assistant work pays for range rather than depth. Most of these seats sit with a small employer that has no HR department, so you are the person keeping the calendar, the inbox, the paperwork, and the employee records moving for a founder or an office manager. Entry rates cover scheduling, job posting, and data entry with someone reviewing your output. You move up by needing less instruction: chasing an onboarding pack to completion without a reminder, cleaning up an HRIS full of half-finished records, merging documents from templates without introducing errors, and answering routine employee questions in the employer’s voice. Naming your tools matters, since BambooHR, Rippling, Gusto, Deel, and whichever ATS you have posted from get screened separately. Supporting more people, more countries, or US hours pushes you up the $6 to $17 an hour span. Your employer pays you directly in USD, and FindTalent takes no cut.
| Experience level | Hourly (USD) | Monthly (PHP, full-time) | |
|---|---|---|---|
| Entry level (0–1 yr) | $6–9/hr | ₱57,000–86,000Scheduling, job posts and data entry, reviewed | Scheduling, job posts and data entry, reviewed |
| Experienced (1–3 yrs) | $9–13/hr | ₱86,000–124,000Runs the HR inbox and onboarding packs alone | Runs the HR inbox and onboarding packs alone |
| Specialist (3+ yrs / niche) | $13–17/hr | ₱124,000–162,000Whole HR admin surface for a growing team | Whole HR admin surface for a growing team |
Typical ranges for remote Filipino specialists, reviewed July 2026. Paid in USD, direct to you.
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This is one of the more open doors in HR. Admin assistants, customer support staff, and fresh HR or psychology graduates get hired into VA seats regularly, because the employer is buying reliability and clear English before HR depth. Free HRIS trials, a short HR fundamentals course, and a profile naming the admin systems you have genuinely run will carry you a long way.
Mostly part-time, which is rather the point of the role. Ten to twenty-five hours a week is normal for a small employer that cannot justify a full HR hire. Night shift comes up when the founder wants you reachable during US or UK hours, or when you are booking interviews inside their calendar. Plenty of posts need only a few overlapping hours.
Directly by your employer in USD, usually via Wise, PayPal, or direct deposit. You agree the rate with them before you start, hourly or as a fixed monthly retainer, and nothing is deducted for the platform. FindTalent never takes a cut of your pay. Creating a profile, applying, and messaging employers is free for talent.
A reliable computer, stable internet, a headset, and a private space, since you will see salaries, contracts, and medical leave notes. Two-factor authentication and a password manager are effectively required, and most employers will give you a limited HRIS role rather than admin rights. The employer pays for the HRIS, e-signature, and job board licenses.
Profile review takes 1–2 days. These roles often move quickly because the scope is clear and the employer is usually the decision maker. Expect a short practical task: tidy a messy employee record, merge an offer letter from a template, or reply to a sample employee email. A voice intro helps when the work is founder-facing.
Pick one HRIS and get properly comfortable in it. BambooHR, Rippling, Gusto, and Deel all offer demos or free tiers. Add one applicant tracking system you can post and schedule from, plus Google Workspace or Microsoft 365 and an e-signature tool. Employers filter on tool names, so list only what you have used and be honest about depth.
It usually widens before it deepens. HR VAs move into onboarding-heavy work, then into a defined people-operations seat with a bigger headcount, or sideways into recruitment coordination and sourcing if the hiring side is what you enjoy. Every step is easier to argue for when you can state the headcount you supported and the systems you owned outright.
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