The HR Generalist will lead initiatives that strengthen the organization's structure, people capabilities, performance culture, and HR systems.
The role will primarily focus on OD and organizational effectiveness, while also overseeing key HR functions including recruitment, employee relations, onboarding, and general HR operations.
KEY RESPONSIBILITIES
Organizational Development & Structure
- Review and continuously improve organizational structures, reporting lines, and departmental functions.
- Standardize and regularly update Job Descriptions across all departments.
- Identify role overlaps, manpower gaps, accountability issues, and organizational inefficiencies.
- Develop and maintain updated organizational charts and reporting structures.
- Conduct organizational reviews and recommend structural improvements aligned with business growth.
- Support workforce planning and manpower forecasting.
Performance Management
- Develop and implement KPI and performance management frameworks for different roles and departments.
- Ensure individual KPIs are aligned with departmental and company objectives.
- Lead performance evaluation cycles, calibration, promotion, and development processes.
- Establish clear performance standards, accountability measures, and improvement plans.
- Analyze performance trends and recommend organizational or people interventions.
Succession Planning & Leadership Development
- Identify critical positions and potential successors.
- Develop succession plans for key roles and leadership positions.
- Create individual development plans and leadership development programs.
- Establish career paths and competency frameworks.
- Build a stronger internal talent pipeline and reduce dependency on individual employees.
Employee Development & Engagement
- Conduct structured employee check-ins, stay interviews, and engagement initiatives.
- Identify recurring employee concerns, capability gaps, and organizational issues.
- Develop programs that improve employee engagement, retention, productivity, and workplace culture.
- Partner with department heads in addressing people and organizational challenges.
Recruitment & Talent Acquisition
- Provide direction and support in recruitment for critical and leadership positions.
- Ensure hiring requirements, Job Descriptions, competencies, and selection criteria are aligned with organizational needs.
- Improve recruitment and onboarding processes to ensure the right people are placed in the right roles.
- Support workforce planning and manpower requirements across departments.
- Partner with Recruitment/HR teams in building talent pipelines for current and future business needs.
Employee Relations & General HR
- Provide guidance on employee relations concerns, workplace issues, and disciplinary matters.
- Ensure consistent application of company policies and HR processes.
- Support investigations, documentation, conflict resolution, and employee case management.
- Oversee onboarding, employee integration, transfers, promotions, and offboarding processes.
- Work closely with management and department heads to address people-related concerns and maintain a healthy workplace environment.
HR Governance & People Systems
- Establish and improve HR policies, processes, documentation, and people systems.
- Standardize onboarding and offboarding procedures.
- Ensure proper access governance for company systems, accounts, digital platforms, and other business resources.
- Strengthen employee records, HR documentation, and organizational data accuracy.
- Identify opportunities to automate and improve HR processes.
KEY FOCUS AREAS
OD & Organizational Effectiveness
Build a clear, scalable, and accountable organizational structure.
Performance Management
Ensure every role has clear expectations, measurable KPIs, and consistent performance standards.
Talent & Succession
Develop internal talent and establish a sustainable leadership pipeline.
Employee Experience & Engagement
Understand employee needs and create programs that improve retention, productivity, and engagement.
Talent Acquisition
Ensure recruitment strategies support both immediate manpower requirements and long-term organizational growth.
Employee Relations
Promote consistency, accountability, and effective resolution of workplace concerns.
HR Governance
Build reliable systems, processes, documentation, and controls that support a growing organization.
QUALIFICATIONS
- Bachelor's degree in Human Resources, Psychology, Organizational Development, Business Administration, or a related field.
- At least 3–5 years of progressive HR experience, preferably with exposure to Organizational Development, Performance Management, HR Business Partnering, or Generalist functions.
- Strong experience in organizational structure, KPI development, performance management, and employee development.
- Experience in Job Description development, competency frameworks, succession planning, and workforce planning.
- Working knowledge of Recruitment, Employee Relations, and general HR operations.
- Strong analytical, organizational, documentation, and problem-solving skills.
- Confident working with department heads and business leaders.
- Strong communication and stakeholder management skills.
- Able to challenge existing processes and recommend practical improvements.
- Comfortable working in a fast-paced, growing, and highly dynamic organization.
- Experience in retail, FMCG, e-commerce, or other fast-growing companies is a strong advantage but not required.
- Amenable to work onsite in Cubao, Quezon City with Monday to Friday compressed work schedule
WHAT WE'RE LOOKING FOR
We are looking for someone who doesn't simply administer HR processes, but someone who can build the people structure behind a growing business.
If you are passionate about organizational development, performance, leadership development, talent management, and building scalable people systems, we'd love to hear from you.
Apply now and help us build a stronger organization from the inside out.
