HR Manager

Responsibilities

• Develop and maintain a 1–3 year workforce plan aligned with business growth and succession needs.
• Design and update organizational structures, job levels, and reporting lines.
• Analyze headcount, attrition, and skills gaps; provide workforce insights and recommendations.
• Lead job evaluation and grading processes.
• Ensure HRIS and personnel records reflect approved organizational changes.
• Develop and review compensation strategies aligned with market trends and regulatory requirements.
• Manage salary structures, pay bands, merit increases, and incentive programs.
• Evaluate and enhance employee benefits and recognition programs.
• Conduct market benchmarking to maintain competitive pay positioning.
• Manage and enhance the KRA/KPI framework, ensuring goal and rating consistency.
• Lead performance review cycles, calibration sessions, and performance discussions.
• Support managers with coaching, tools, and performance improvement plans (PIPs).
• Identify high-potential talent and support succession planning.
  
  

• Design and oversee leadership, supervisory, and functional development programs.
• Manage L&D budgets, training providers, and program effectiveness.
• Strengthen internal training and mentoring capabilities.
• Develop and maintain HR policies compliant with labor laws and best practices.
• Lead employee engagement initiatives, surveys, and action plans.
• Promote company culture, values, recognition programs, and employee communications.
• Benchmark HR practices through industry networks and associations.
• Develop HR dashboards and monitor key workforce metrics.
• Prepare strategic HR reports and recommend improvement initiatives.
• Analyze employee data, including exit feedback, to support retention strategies.
• Provide guidance on compensation, performance management, and policy implementation.
• Support labor relations, organizational initiatives, and HR planning.
• Co-present annual HR strategies and priorities to leadership.
  
  

• Bachelor’s degree in HR, OD, Psychology, or Business; Master’s preferred.
• At least 6 years HR experience, with 3 years in strategic HR/OD/Total Rewards.
• Strong knowledge of PH labor laws, wage orders, and HR frameworks.
• Experience in job evaluation, compensation benchmarking, and competency design.
• Skilled in HR analytics, data visualization (Excel, Power BI), and HRIS.
• Excellent stakeholder management, presentation, and writing skills.
• Professional certifications (CHRP, SHRM-CP/SCP) highly preferred.
• Active membership in PMAP or similar HR associations is an advantage.
  
  

• HMO upon regularization
• Government-mandated benefits
• Additional leave credits
  
  

• Monday to Friday: 8 AM to 5 PM