Human Resources Officer

KEY RESPONSIBILITIES

1. HR Leadership & Strategy

• Lead the overall HR function and establish HR strategies aligned with the Company's business goals.
• Develop and implement HR policies, programs, systems, and initiatives that support organizational growth.
• Provide strategic HR advice and recommendations to senior management.
• Establish HR priorities, timelines, standards, and performance expectations for the HR team.
• Lead continuous improvement of HR processes, systems, and employee experience.
• Monitor HR trends and recommend initiatives to strengthen workforce effectiveness and retention.

2. Employee Relations & Labor Relations

• Provide leadership and oversight in handling employee relations matters, grievances, complaints, and workplace concerns.
• Lead the investigation and resolution of complex employee relations and disciplinary cases.
• Review and approve HR documentation relating to disciplinary actions, including Notices to Explain, administrative hearings, Notices of Decision, warnings, suspensions, and separation-related documents.
• Ensure proper observance of procedural and substantive due process in employee disciplinary matters.
• Advise management and department heads on appropriate actions involving employee performance, conduct, attendance, and policy violations.
• Manage sensitive and high-level employee relations matters with confidentiality and professionalism.
• Coordinate with external legal counsel on labor and employment matters when necessary.

3. Labor Law & HR Compliance

• Ensure the Company's HR practices are compliant with applicable Philippine labor laws, regulations, and employment standards.
• Monitor compliance concerning wages, working hours, overtime, leave benefits, statutory benefits, employment status, separation, and other labor requirements.
• Review and recommend updates to company policies and employee handbook provisions.
• Monitor regulatory developments and assess their potential impact on Company policies and practices.
• Represent or coordinate HR requirements for labor-related government inquiries, inspections, and proceedings.

4. Talent Acquisition & Workforce Planning

• Lead the Company's recruitment and talent acquisition strategy.
• Oversee recruitment activities for rank-and-file, supervisory, managerial, and executive positions.
• Partner with department heads in manpower planning and organizational requirements.
• Review and approve recruitment strategies, job descriptions, sourcing plans, and hiring recommendations.
• Ensure appropriate assessment, selection, and onboarding processes.
• Monitor recruitment metrics, manpower requirements, hiring timelines, and workforce costs.
• Develop strategies to attract and retain high-performing talent.

5. Compensation & Benefits

• Oversee the Company's compensation and benefits programs.
• Review salary structures, compensation adjustments, allowances, incentives, and employee benefits.
• Ensure accurate and timely administration of payroll and employee benefits in coordination with the appropriate HR team.
• Oversee statutory benefits and compliance requirements.
• Review and recommend salary adjustments, promotions, regularization, and other compensation-related actions.
• Conduct compensation analysis and benchmarking when necessary.
• Recommend competitive and sustainable compensation and benefits programs.

6. Performance Management

• Lead the Company's performance management and appraisal system.
• Establish and monitor performance evaluation standards and processes.
• Oversee probationary employee evaluation and regularization recommendations.
• Partner with department heads in addressing performance concerns and employee development needs.
• Guide managers in implementing appropriate performance improvement measures.
• Ensure performance management decisions are properly documented and consistently applied.

7. HR Policies, Systems & Processes

• Develop, review, and implement HR policies, procedures, and guidelines.
• Ensure consistent application of HR policies across all departments.
• Identify operational gaps and implement improvements to HR processes.
• Oversee HRIS implementation, employee records, and HR data integrity.
• Establish appropriate HR controls, documentation standards, and approval processes.
• Ensure confidentiality and proper handling of employee information.

8. Employee Engagement & Organizational Development

• Develop and implement employee engagement and retention initiatives.
• Promote a positive, professional, and productive workplace culture.
• Oversee employee communication, recognition, engagement activities, and HR programs.
• Identify organizational development needs and recommend appropriate interventions.
• Support leadership development, succession planning, and talent development initiatives.
• Promote a culture of accountability, professionalism, and continuous improvement.

9. HR Administration & Employee Lifecycle

• Oversee the complete employee lifecycle from recruitment and onboarding through regularization, development, promotion, transfer, and separation.
• Ensure proper implementation of onboarding and orientation programs.
• Oversee employee clearance, exit processes, final pay coordination, and separation documentation.
• Ensure employee records and 201 files are accurate, complete, and properly maintained.
• Establish service standards for HR transactions and employee requests.

10. HR Team Management

• Lead, supervise, coach, and develop the HR team.
• Delegate responsibilities and establish clear accountabilities within the HR department.
• Monitor the team's performance, productivity, and quality of work.
• Conduct regular team meetings and performance reviews.
• Provide coaching and guidance on complex HR matters.
• Develop the capability of HR team members through training and mentoring.
• Ensure proper workload distribution and timely completion of HR deliverables.

11. HR Reporting & Management Analytics

• Prepare and present regular HR reports and management updates.
• Monitor key HR metrics including headcount, turnover, attrition, recruitment, absenteeism, employee movement, compensation, and disciplinary cases.
• Analyze workforce data and provide actionable recommendations to management.
• Develop HR dashboards and reports to support management decision-making.
• Monitor HR costs and workforce-related trends.

QUALIFICATIONS

• Bachelor's degree in Human Resources, Psychology, Business Administration, Management, or a related field.
• Preferably with a Master's degree, MBA, or relevant professional certification.
• At least 7–10 years of progressive HR experience, with significant experience in a managerial or leadership capacity.
• Strong experience in employee relations, labor relations, recruitment, compensation and benefits, performance management, and HR operations.
• Strong working knowledge of Philippine labor laws and HR best practices.
• Proven experience managing HR teams and working directly with senior management.
• Strong leadership, decision-making, negotiation, and conflict-resolution skills.
• Excellent written and verbal communication skills.
• High level of integrity, discretion, confidentiality, and professionalism.
• Strong analytical, organizational, and problem-solving skills.
• Proficient in HRIS, Microsoft Office, Google Workspace, and HR reporting tools.

CORE COMPETENCIES

• Strategic Human Resources Management
• Leadership & People Management
• Employee & Labor Relations
• Philippine Labor Compliance
• Talent Acquisition
• Compensation & Benefits
• Performance Management
• Workforce Planning
• Organizational Development
• Conflict Resolution
• Policy Development & Implementation
• HR Analytics & Reporting
• Change Management
• Decision-Making
• Executive Communication
• Business Partnership
• Confidentiality & Professional Ethics