People Operations Manager

Job Description

People Operations Manager

Human Resources | MWG Corporate | Taguig, Metro Manila

Reports to: HR Director

Why this role exists

This is a hands‑on people operations generalist role for someone who enjoys being close to the business and making people decisions work in practice.

You’ll lead execution and delivery across core people operations (payroll, compensation and benefits, employee experience, labor relations, and people data), while partnering closely with agency leadership on culture as a shared responsibility. The role brings structure, judgment, and follow‑through so approved people decisions translate into clean, real‑world outcomes.

If you like turning people plans into things that actually work on the ground, this role is built for you.

What you’ll primarily own

Payroll, Compensation, And Benefits Delivery

• Lead the execution and delivery of payroll, compensation, benefits, and health & wellness programs through direct oversight of the Payroll and C&B teams
• Ensure payroll runs, benefits administration, and employee‑facing outputs are accurate, timely, and consistently delivered
• Act as the quality gate for people data, payroll outputs, and C&B records before they land with employees or leaders
• Ensure offers, salary changes, and pay calibrations are executed correctly and aligned with approved budgets and governance
• Support the HR Director and Financial Planning team in planning, developing, and maintaining people cost assumptions, forecasts, and tracking
• Surface execution risks early and drive resolution before issues impact employees or the business
  
  

Employee Experience and People Operations

• Ensure reliable, high‑quality execution across the employee lifecycle, from hiring to exit
• Own the delivery of onboarding and offboarding, coordinating across Payroll, IT, Finance, and managers
• Oversee day‑to‑day employee relations concerns and queries, escalating higher‑risk issues as needed
• Drive practical improvements that simplify processes and improve the employee experience
• Coordinate across HR teams so employee touchpoints are delivered as designed, not just documented
  
  

HR Systems, Records, and Compliance Execution

• Ensure HR systems and employee records are accurate, current, and audit‑ready
• Maintain strong people data hygiene to support payroll, reporting, compliance, and decision‑making
• Coordinate day‑to‑day compliance execution, documentation, and filings, working with Legal or external counsel when required
  
  

Labor Relations and Case Management

• Manage disciplinary and labor relations cases as appropriate, in line with company policy and labor regulations
• Support investigations, documentation, and due process requirements with sound judgment and care
• Work closely with the HR Director and Legal (as needed) to assess risk and ensure proper resolution
• Internal case assignments will be managed flexibly based on case complexity and risk
  
  

What you’ll also be responsible for

People Policies and Process Roll‑out

• Draft clear, practical people policies and processes based on finalized direction and approvals
• Lead the roll‑out, communication, and operationalization of people policies across the agency
• Translate policy intent into workable day‑to‑day practices leaders and employees can follow
• Ensure policies are applied consistently and supported by the right tools, guidance, and controls
  
  

What you’ll partner on

Culture (Engagement, DEI, and Development)

• Partner with agency leadership to drive culture as a shared responsibility, covering engagement, DEI, and learning and development
• Support the execution of culture‑related initiatives so they translate into everyday team practices
• Coordinate roll‑out, follow‑through, and adoption of culture programs and activities
• Provide execution feedback loops to help leaders adjust and strengthen how culture shows up on the ground
  
  

Recruitment Support and Talent Pipeline Development

• Support recruitment efforts beyond core Talent Acquisition activities, ensuring clean execution across offers, onboarding readiness, and candidate experience
• Partner with the Talent Acquisition team to ensure hiring decisions translate smoothly into onboarding and early employee experience
• Provide flexible support to recruitment activities as needed, which may include participation in interviewing, sourcing efforts, or hiring discussions depending on business needs and capacity
• Assist in talent pipeline development initiatives such as university partnerships and industry collaborations
  
  

People Insights and Decision Support

• Develop and deliver actionable people insights across the employee lifecycle, from hiring to exit
• Surface trends related to engagement, attrition, workforce health, and people cost
• Ensure leaders have clear, reliable people data to support workforce and capability decisions
  
  

What success looks like

• Payroll, benefits, and people actions are done right the first time
• Leaders trust people data, execution quality, and cost inputs
• Culture initiatives are co‑owned by leadership and felt by employees
• Policies and processes land clearly and are applied consistently
• The employee experience improves because execution is tight and dependable

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