HR Specialist – F&B Operations
Department Human Resources
Reports To General Manager
Employment Type Full-Time
Position Summary
The HR Specialist will be responsible for managing end-to-end human resources functions for the F&B business,
supporting both restaurant operations and the head office/commissary. The role will cover recruitment, employee
relations, onboarding, payroll coordination, government compliance, performance management, training, employee
records, and HR administration.
The ideal candidate is a hands-on HR generalist who understands the unique requirements of restaurant operations,
including high-volume recruitment, shifting schedules, frontline employee management, attendance concerns, labor
compliance, and employee retention.
- Recruitment & Staffing
- Manage the end-to-end recruitment process from manpower requisition to hiring and onboarding.
- Source candidates for restaurant, kitchen, commissary, and administrative positions.
- Coordinate job postings, applicant screening, interviews, assessments, reference checks, and job offers.
- Maintain an active pool of qualified candidates for critical and high-turnover positions.
- Coordinate with department heads and restaurant managers on manpower requirements.
- Monitor recruitment timelines and ensure vacancies are filled within agreed targets.
- Develop and maintain relationships with recruitment agencies, schools, job portals, and other sourcing channels.
- Onboarding & Employee Administration
- Prepare employment contracts, hiring documents, personnel files, and onboarding requirements.
- Conduct or coordinate new-hire orientation covering company policies, workplace rules, benefits, and F&B
operating standards.
- Ensure employees complete all required pre-employment and statutory documentation.
- Maintain accurate and updated employee records, both physical and digital.
- Monitor probationary periods and coordinate performance evaluations prior to regularization.
- Payroll & Attendance Administration
- Coordinate preparation and validation of payroll, including basic salary, overtime, holiday pay, night differential,
allowances, deductions, absences and tardiness, and other payroll adjustments.
- Review attendance records, schedules, leave applications, and timekeeping data.
- Coordinate payroll concerns and discrepancies with Finance/Accounting.
- Ensure proper documentation and approval of payroll adjustments.
- Maintain confidentiality of employee compensation information.
- Government Compliance & Benefits
- Manage and maintain employee requirements relating to SSS, PhilHealth, Pag-IBIG, BIR, and other applicable
government agencies.
- Ensure timely registration and updating of employee government records.
- Coordinate statutory contributions, benefits, loans, and related documentation.
- Assist in ensuring compliance with Philippine labor laws and applicable employment regulations.
- Maintain records required for government inspections and compliance audits.
- Employee Relations & Discipline
- Act as the first point of contact for employee concerns, grievances, and workplace issues.
- Assist management in investigating employee complaints, attendance issues, misconduct, and policy violations.
- Prepare disciplinary documentation, notices, incident reports, and other HR correspondence.
- Ensure disciplinary processes are properly documented and consistently applied.
- Support management in handling employee relations matters while maintaining fairness, confidentiality, and
compliance with labor regulations.
- Help promote a positive, professional, and respectful workplace culture.
- Performance Management
- Coordinate performance evaluation processes for probationary and regular employees.
- Monitor completion of performance reviews and documentation.
- Assist managers in setting performance expectations and addressing performance gaps.
- Support development and implementation of performance improvement plans where necessary.
- Maintain records of employee performance and development.
- Training & Development
- Identify training requirements in coordination with department heads and operations managers.
- Coordinate employee orientation, onboarding, and skills training.
- Maintain training records and monitor completion.
- Assist in developing HR and employee-development programs.
- Support initiatives related to leadership development, employee engagement, service standards, and operational
training.
- Employee Engagement & Retention
- Assist in developing employee engagement and recognition initiatives.
- Monitor employee turnover and identify recurring reasons for resignation.
- Conduct or coordinate exit interviews and provide management with relevant observations.
- Support activities that improve employee morale, communication, retention, and workplace culture.
- Help organize employee events and company activities.
- HR Policies & Systems
- Maintain and update employee handbooks, HR policies, forms, and procedures.
- Ensure HR policies are communicated effectively to employees and managers.
- Develop practical HR processes suitable for restaurant and shift-based operations.
- Maintain accurate HR databases and reports.
- Prepare regular HR reports covering headcount, turnover, recruitment status, absenteeism, attendance, and other
key HR metrics.
- F&B Operations Support
- Work closely with Restaurant Managers, Chefs, Operations Managers, and department heads on manpower and
employee-related concerns.
- Understand the operational realities of restaurants, including shift work, peak-period staffing, weekend and holiday
operations, high-volume recruitment, FOH/BOH staffing, employee turnover, and attendance/scheduling issues.
- Provide HR support during new store openings, transfers, expansions, and organizational changes.
- Assist in ensuring appropriate manpower levels across restaurants and support functions.
Qualifications
- Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field.
- Minimum 3–5 years of progressive HR experience, preferably with significant exposure to F&B, hospitality, retail, or
other high-volume operational environments.
- Strong working knowledge of Philippine labor regulations and statutory requirements.
- Experience handling end-to-end HR functions, rather than specializing in only one HR area.
- Experience in recruitment and employee relations is highly preferred.
- Working knowledge of payroll and timekeeping processes.
- Proficient in Microsoft Office / Google Workspace and HRIS or payroll systems.
- Strong organizational and documentation skills.
- Excellent interpersonal and communication skills.
- Able to handle confidential and sensitive employee information professionally.
- Comfortable working with frontline and managerial employees.
Preferred Competencies
Technical
- Philippine Labor Law
- Recruitment & Selection
- Payroll & Timekeeping
- Government Compliance
- Employee Relations
- Performance Management
- HR Documentation
- HRIS / Payroll Systems
- HR Reporting & Analytics
Behavioral
- High level of integrity and confidentiality
- Strong attention to detail
- Firm but fair approach to employee concerns
- Practical and solutions-oriented
- Good judgment and discretion
- Strong interpersonal skills
- Able to work independently
- Organized and highly responsive
- Comfortable in a fast-paced operational environment
Key Performance Indicators (KPIs)
- Time-to-fill for approved vacancies
- Recruitment success and quality of hires
- Employee turnover and retention rates
- Completion and accuracy of payroll and attendance records
- Timeliness of government compliance requirements
- Completion of onboarding and employee documentation
- Timely completion of probationary and performance evaluations
- Resolution time for employee concerns and disciplinary cases
- Training completion rates
- Accuracy and completeness of employee records
- HR compliance and audit results
Scope of the Role
This is a hands-on HR Generalist position. The successful candidate is expected to be capable of independently
managing the majority of day-to-day HR requirements of a growing F&B organization, while escalating complex
employee relations, legal, or compliance matters to management or external HR/legal advisers when appropriate.
The role should function as a business partner to Operations, not simply as an administrative HR position.
Code- DRMI-00398
