HR Manager

The HR Manager is responsible for planning the company's workforce, developing compensation and benefits programs, improving performance management, leading employee development initiatives, strengthening company culture, and providing HR insights to support business growth. Responsibilities: Workforce Planning & Organizational Design

• Develop workforce plans aligned with business growth and succession needs.
• Manage organizational structures, job levels, and reporting lines.
• Analyze workforce data, including headcount, attrition, and skills gaps.
• Conduct job evaluations and maintain accurate organizational records.

Compensation & Benefits

• Develop and review compensation and benefits programs.
• Manage salary structures, pay ranges, and merit increase recommendations.
• Conduct market benchmarking to ensure competitive pay practices.
• Design and oversee incentive and performance-based reward programs.

Performance Management

• Manage and improve the performance management framework.
• Lead performance review cycles and calibration sessions.
• Coach managers on performance discussions and employee development.
• Support succession planning and performance improvement initiatives.

Learning & Development

• Identify training needs and implement development programs.
• Design leadership, technical, and functional training initiatives.
• Manage training budgets and evaluate program effectiveness.
• Build internal mentoring and trainer development programs.

HR Policies, Culture & Engagement

• Develop and update HR policies to ensure compliance and best practices.
• Lead employee engagement and culture-building initiatives.
• Manage employee communications, recognition, and events.
• Promote company values and a positive workplace culture.

HR Analytics & Reporting

• Develop HR dashboards and provide workforce insights.
• Prepare strategic HR reports and recommendations for leadership.
• Monitor key HR metrics and recommend improvement strategies.
• Analyze retention trends and support employee retention efforts.

HR Operations Partnership

• Provide compensation and performance management guidance.
• Support policy reviews, labor relations, and HR initiatives.
• Collaborate on annual HR planning and strategy presentations.

Qualifications:

• Bachelor's degree in Human Resources, Organizational Development, Psychology, Business, or a related field; a master's degree is preferred.
• At least 6 years of HR experience, including 3 years in strategic HR, organizational development, or compensation and benefits.
• Strong knowledge of Philippine labor laws, wage regulations, and HR best practices.
• Experience in job evaluation, salary benchmarking, and competency framework development.
• Proficient in HR analytics, HRIS, Excel, and Power BI.
• Strong communication, presentation, stakeholder management, and report-writing skills.
• Professional HR certifications such as CHRP or SHRM-CP/SCP are highly preferred.
• Active involvement in HR professional organizations such as PMAP is an advantage.