Human Resource Manager  

1. Talent Acquisition

a. Talent Placement

• Place in talents on the following conditions: New Hire or Resigned Rank & File Employees - within 45 days from the Job requested date; with the candidate’s acceptance & signed job offer

• Place talents on the following conditions: For Supervisors - Mgrs, within 60 days from the Job requested Date, with the candidate’s acceptance & a signed job offer

• Place Talents on the following conditions: For Dept. Head - within 90 days from the Job requested Date; with the candidate’s acceptance & signed job offer

b. Budget

• Recommends the department budget annually, and to achieve at least 5% budget savings.

c. HR Analytics

• Analyse HR data, such as but not limited to exit interviews, and recommend as many HR interventions to retain and keep talent

2. Organizational Development

a. Learning and Development

• Design training programs, such as employee orientation programs

• Collaborate with third-party consultants for training programs.

• Design and propose a Leadership and Succession Planning Program for supervisory levels and above positions.

• Leads and facilitates learning and development activities across all companies

b. Employee Relations and Communication

• Manages Employee Relations activities in the plants and offices (i.e, HR Tweets, Friday Blitz)

• Review and re-design/update HR policies and procedures.

• Handle inquiries on HR policies and procedures, company rules and regulations, and other HR related functions.

• Develop monthly employees’ activities and set a venue and culture of open communication by encouraging discussion of issues and concerns through HR toolbox/opcom meetings

• Handle administrative and logistic requirements for Corporate events, e.g., Employees’ Day, Christmas Party, Company Anniversary, etc. (after COVID)

• Develop and implement initiatives relating to health and wellness programs for the employees.

• Ensures compliance and observance of the Company’s code of conduct.

• Monitors employee retention and employee turnover and initiates HR intervention to resolve related issues.

3. Performance Management

• Manage implementation and review the annual performance appraisal system.

• Analyze and summarize results

• Identify high-performing employees for merit recommendation; maintain below-par employees for career counseling, and propose a developmental needs assessment.

4. Compensation and Benefits

• On time administration of company-wide payroll of daily and monthly paid employees (no findings / valid & major complaints)

• Ensures government compliance and remittances (no violations)

• Align compensation program, and design a competitive compensation structure and benefits that will attract, retain, and motivate the best-qualified and competent workforce.

• Analyze the comparative different compensation and benefits packages of other related industries.

Education: College Degree holder, preferably in Psychology and Behavioural Science.

Experience: With at least five to seven years’ experience handling Managerial functions in General Human Resources Administration. Pays close attention to details.

Scope: Human Resources and Administration Functions

Training: Conduct Training Programs, Administration of Benefits and Compensation, Labor Relations

Skills: Computer literate, Business Writing Skills, very good Interpersonal Skills, Negotiation Skills, Leadersh Skills.