Human Resources Director – Philippines
Position Overview
The Human Resources Director is the senior HR leader for the Philippines organization, responsible for shaping and executing the full people agenda across a large, multi-site, operationally intensive workforce environment. The role partners closely with country and regional leadership to drive organizational effectiveness, workforce capability, employee experience, governance, compliance, and sustainable business growth.
This position requires a strategic yet hands-on HR executive who can successfully balance business priorities with strong people leadership, ensuring the HR function enables organizational performance while maintaining a high standard of workforce governance, employee relations, and leadership effectiveness.
Key Responsibilities
Strategic HR Leadership
- Partner with senior business leaders to develop and execute people strategies aligned with organizational objectives and growth priorities.
- Serve as a trusted advisor on workforce planning, organizational design, culture, leadership capability, succession planning, and change management.
- Drive HR initiatives that support business performance, operational stability, productivity, and transformation efforts.
- Provide balanced and commercially sound guidance on complex people-related decisions and organizational challenges.
Workforce and Organizational Management
- Lead HR support for a workforce of over 3,000 employees operating across multiple locations and service environments.
- Drive workforce planning, manpower governance, organizational effectiveness, and productivity initiatives.
- Partner with operational and functional leaders to ensure workforce structures support both business requirements and employee engagement.
- Support organizational transitions, workforce restructuring, mobilizations, and business expansion activities.
HR Transformation and Service Delivery
- Strengthen the HR operating model across business partnering, talent acquisition, employee relations, HR operations, learning and development, rewards, and analytics.
- Lead HR transformation initiatives, including process improvements, capability building, and shared services integration.
- Establish clear governance, service standards, and performance measures to enhance HR effectiveness and employee experience.
- Drive continuous improvement across HR systems, policies, and service delivery frameworks.
Employee Relations and Compliance
- Provide leadership on employee relations matters, workplace investigations, disciplinary processes, and labor-related issues.
- Ensure compliance with employment legislation, regulatory requirements, and organizational policies.
- Build a culture of accountability, fairness, consistency, and ethical decision-making.
- Mitigate people-related risks through proactive governance and sound workforce practices.
Talent, Leadership and Culture
- Lead talent acquisition, leadership development, succession planning, and retention programs across the organization.
- Strengthen the employee value proposition and employee engagement strategy.
- Build leadership and managerial capability to improve people management effectiveness and organizational performance.
- Enhance employer brand positioning and talent market competitiveness
Rewards, HR Operations and Analytics
- Oversee compensation and benefits governance, payroll oversight, HR operations, and workforce reporting.
- Leverage analytics and workforce insights to support strategic decision-making and organizational planning.
- Ensure high standards of data integrity, confidentiality, process governance, and operational effectiveness.
- Deliver meaningful people insights and recommendations to leadership stakeholders.
HR Team Leadership
- Lead, coach, and develop a multi-disciplinary HR team.
- Build organizational capability across business partnering, talent management, employee relations, rewards, learning, operations, and analytics.
- Foster a high-performance culture anchored on accountability, professionalism, collaboration, and continuous improvement.
Required Experience
- 15–20 years of progressive Human Resources experience, including a minimum of 7 years in a senior HR leadership capacity.
- Demonstrated success leading HR within large-scale organizations supporting workforces of 3,000+ employees or equivalent complexity.
- Strong experience in labor-intensive, operational, multi-site, or frontline workforce environments.
- Proven expertise in labor law, employee relations, workforce governance, organizational development, and HR transformation.
- Experience partnering with senior executives and influencing business strategy and organizational outcomes.
- Track record of building high-performing HR teams and modern HR operating models.
