HR Manager

Job Title: Human Resource Manager

Department: Human Resources

Work Set Up: Hybrid

Reports To: People and Talent Director

Job Summary

The HR Manager is responsible for overseeing and managing all facets of human resources including payroll, compensation and benefits, employee relations, talent acquisition and management, organizational development, and compliance with labor laws and regulations. This role provides strategic leadership, fosters process improvement and innovation, and ensures alignment of HR initiatives with organizational objectives. The HR Manager acts as a trusted advisor to management, guiding HR practices and cultivating a positive, inclusive, and high-performance workplace.

Key Responsibilities

HR Strategy & Leadership:

• Develop and execute HR strategies aligned with organizational goals, promoting process improvement and innovation.
• Lead, mentor, and develop the HR team, ensuring professional growth and accountability.
• Act as a strategic partner to senior leadership on workforce planning, succession planning, organizational culture development, and performance management strategies.
• Prepare and deliver regular HR reports and analytics to inform strategic decision-making.
  
  
  

• Oversee daily HR functions including payroll processing, employee records management, HRIS systems, and documentation.
• Ensure accurate and timely execution of payroll, tax, statutory deductions, and benefits administration.
• Develop, implement, and maintain HR policies and procedures ensuring compliance with Philippine labor laws and workplace regulations.
• Conduct periodic audits to ensure adherence to legal requirements and internal policies.
  
  
  

• Manage employee relations, providing guidance on conflict resolution, disciplinary actions, and performance management.
• Promote a positive work environment through employee engagement initiatives and programs enhancing workplace culture, diversity, equity, and inclusion.
• Act as a point of escalation for HR concerns, ensuring fair and consistent handling of workplace issues.
  
  
  

• Oversee recruitment, onboarding, talent development, retention strategies, and offboarding processes.
• Develop and implement comprehensive talent management and workforce planning strategies, ensuring the organization maintains a robust talent pipeline.
  
  
  

• Develop, implement, and manage performance management processes, including goal-setting, performance appraisals, feedback systems, and development plans.
• Provide guidance and coaching to managers and employees on effective performance management practices.
  
  
  

• Continuously evaluate HR processes and systems, identifying opportunities for improvement and driving implementation of best practices.
• Ensure efficiency, accuracy, and innovation within all HR operations and initiatives.
  
  
  

• Bachelors degree in Human Resources, Psychology, Business Administration, or a related field.
• Professional certifications such as SHRM-CP, SPHR, CHRP, CHRA, or equivalent highly preferred.
  
  
  

• Minimum of 8 years of HR experience, with at least 3 years in a managerial capacity.
• Strong expertise in labor law compliance, HR operations, talent management, employee relations, and performance management.
• Proven experience in leading teams, process improvement, and strategic HR planning.
  
  
  

• Extensive knowledge of labor laws, HR best practices, payroll systems, and HRIS.
• Ability to effectively manage and improve HR processes and systems.
• Proficiency in generating detailed reports and HR analytics.
  
  
  

• Exceptional leadership, interpersonal, and problem-solving skills.
• Strong communication, negotiation, and conflict resolution abilities.
• High level of integrity, discretion, and professionalism.
• Strategic and analytical mindset with a proactive approach to HR management.
  
  
  

• Access to leadership training and professional HR certification programs.
• Participation in cross-functional projects to broaden professional expertise.
  
  
  

• Hybrid work setup with flexibility between office-based and remote working arrangements.
• Collaborative and dynamic team environment offering significant professional growth opportunities.
• Availability required to visit operational sites for critical HR situations or operational emergencies.