HR Manager Strategic and Organizational Development

HR Manager – Strategic & Organizational Development

RESPONSIBILITIES:

Workforce Planning & Organizational Design

• Create 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 for EFI and EGG.
• Conduct headcount, attrition, and skills gap analysis; present quarterly workforce insights.
• Lead job evaluation and grading using frameworks (Hay/Korn Ferry, Point Factor).
• Ensure HRIS and personnel records reflect approved organizational changes.

Compensation & Benefits Strategy

• Develop and review total compensation philosophy aligned with DOLE/NWPC wage orders and market benchmarks.
• Lead salary structure reviews, define pay bands, and recommend merit increases.
• Assess and enhance benefits (HMO, life insurance, leaves, recognition programs).
• Conduct market surveys to maintain competitive pay positioning (50th–75th percentile).
• Design and manage performance bonus/STIP frameworks tied to KPIs.

Performance Management

• Own and improve the KRA-KPI framework; ensure SMART goals and rating scale consistency.
• Lead annual performance reviews, calibration sessions, and mid-year check-ins.
• Provide tools and coaching for managers on effective performance conversations.
• Analyze performance data, identify top talent, and support succession planning.
• Develop PIP templates and guide managers in implementation.

Learning & Development

• Conduct Training Needs Analysis and create the Annual Training Plan.
• Design leadership, supervisory, and functional training programs.
• Manage L&D budget and track ROI using Kirkpatrick evaluation.
• Source/accredit external providers and manage TESDA/DOLE-mandated training.
• Build internal trainer capability and mentoring frameworks.

HR Policy, Culture & Engagement

• Draft, update, and ensure compliance of HR policies with labor laws and best practices.
• Lead annual Employee Engagement Surveys and action planning.
• Champion company values, recognition programs, and culture initiatives.
• Coordinate HR communications and employee events.
• Benchmark practices via PMAP, SHRM, and HR networks.

HR Analytics & Reporting • Develop HR dashboards (headcount, attrition, cost-per-hire, training hours, engagement, payroll ratio).

• Prepare quarterly/annual HR strategic reports for leadership and board.
• Align HR metrics with company scorecard; propose HR-specific OKRs.
• Analyze exit interviews and recommend retention strategies.

Collaboration with HR Manager – Operations

• Share compensation structures and merit guidelines for payroll execution.
• Provide performance tools and rating calibration guides.
• Consult on labor relations trends and policy refinements.
• Co-present the annual HR plan (strategic + operational) to leadership.

QUALIFICATIONS:

• 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.

Other Benefits:

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

Work Schedule/Set-up: • Monday to Friday: 8 AM to 5 PM