PRIME Philippines is a leading full-service commercial real estate consultancy firm in the Philippines, established in 2013. The company specializes in providing integrated, data-driven real estate solutions to a wide range of clients, including developers, investors, occupiers, and landowners.
Recognized as one of the fastest-growing real estate service companies in the country, PRIME Philippines has built a strong reputation for delivering innovative and market intelligence-based strategies that help clients maximize property value and achieve sustainable growth.
We offers a comprehensive suite of services such as commercial brokerage, property acquisition and disposal, corporate office and retail solutions, research and consultancy, and property management. Our solutions are tailored to meet the evolving needs of businesses across various industries.
Headquartered in the Philippines with offices in key cities like Manila, Cebu, and Davao, PRIME Philippines serves both local and international clients and has successfully handled thousands of real estate projects and transactions.
Guided by its mission to empower businesses and communities through innovative real estate strategies, the company aims to become the most trusted and admired real estate partner in Southeast Asia.
JOB SUMMARY
The Head of Human Resources is responsible for designing and executing the organization's people strategy to support business growth, leadership capability, organizational effectiveness, and workforce sustainability.
The role serves as a strategic business partner to the Executive Leadership Team and is accountable for building a high-performance culture through talent acquisition, succession planning, leadership development, organizational design, performance management, employee engagement, and change management initiatives.
The position will lead the transformation of Human Resources from a transactional function into a strategic business enabler by ensuring the organization has the right talent, leadership pipeline, organizational structure, and culture to achieve its long-term business objectives.
KEY RESPONSIBILITIES:
1. Organizational Development and Transformation
- Lead the development and implementation of the organization's Human Capital and Organizational Development strategy.
- Design and implement organizational structures that support business growth and operational efficiency.
- Conduct organizational assessments to identify capability gaps, workforce challenges, and improvement opportunities.
- Lead workforce planning initiatives aligned with business expansion and future talent requirements
- Drive organizational effectiveness, productivity, and employee performance initiatives.
- Develop and implement change management programs for business transformation projects.
- Establish and strengthen organizational culture, values, and leadership behaviors.
2. Succession Planning and Leadership Pipeline Development
- Develop a company-wide succession planning framework for critical and leadership positions.
- Identify high-potential employees and create talent acceleration programs.
- Establish leadership competency frameworks and career progression pathways.
- Build and maintain talent inventories and succession slates for key positions.
- Partner with business leaders to assess leadership readiness and future talent requirements.
- Develop strategies to reduce leadership succession risks.
3. Talent Management and Development
- Design and implement an integrated talent management framework.
- Develop programs focused on:
Leadership Development
Management Development
Career Development
High-Potential Employee Programs
Mentorship Programs
Individual Development Plans (IDPs)
- Establish competency-based talent assessment processes.
- Develop learning and development strategies to enhance organizational capability.
- Evaluate training effectiveness and leadership readiness outcomes.
4. Talent Acquisition Strategy
- Lead strategic talent acquisition initiatives for critical and executive-level positions.
- Develop employer branding and talent attraction strategies.
- Build talent pipelines for key business functions.
- Establish workforce planning and manpower forecasting processes.
- Partner with executive search firms and industry networks for leadership hiring.
- Improve quality of hire and reduce time-to-fill for critical positions.
5. Employee Engagement and Culture
- Develop strategies to improve employee engagement and retention.
- Lead employee listening and engagement initiatives.
- Build programs that strengthen organizational culture and employee experience.
- Foster a high-performance, values-driven workplace environment.
6. HR Strategy and Governance
- Serve as strategic advisor to the CEO and Executive Leadership Team on people-related matters.
- Develop long-term workforce and talent strategies.
- Establish HR policies, frameworks, and governance standards.
- Monitor HR metrics and workforce analytics to support decision-making.
- Ensure compliance with labor laws and regulatory requirements.
QUALIFICATIONS
- Bachelor's Degree in Human Resources, Psychology, Behavioral Science, Business Administration, Organizational Development, or related field.
- Master's Degree in Human Resources, Organizational Development, Industrial Psychology, Business Administration, or related discipline preferred.
- Minimum of 15 years of progressive Human Resources experience.
- At least 5 years in a senior leadership role overseeing HR and Organizational Development functions.
- Proven experience leading organization-wide transformation and talent management initiatives.
- Strong background in succession planning, leadership development, and workforce planning.
- Demonstrated success in building high-performance cultures and leadership pipelines.
- Experience supporting fast-growing or multi-business organizations.
