Job Opportunities in Philippines

POSITION SUMMARY
Responsible for the aggregate business performance of each employee by staffing the requirements of the organization, developing employees for performance and morale, initiating HR programs for employee’s welfare and retention, facilitating & enforcing standards & systems related to policies and labor laws, and initiating strategic HR programs towards employee engagement, performance, and productivity.
KEY RESULT AREAS
1. Volume and Revenue
a. HR Framework - Put in place effective HR framework, systems and standards for manpower readiness required by the organization to perform tasks to source, produce, sell, and deliver company products; and of people to provide support roles in the achievement of core business operations.
b. Job Contracting – Carry out a job contracting plan to ensure that third party manpower requirements are available based on requirements, well equipped, competent, and compliant to regulatory requirements.
2. Profitability & Liquidity
a. Performance and Productivity - Establish programs to hire and retain right employees, facilitate for their optimum performance and productivity by developing and introducing productivity plans, measure their productivity, and recommend rewards or intervention as the case maybe. Manage productivity output of third-party manpower vs production cost.
b. Labor Cost - Initiate programs to manage manpower rationalization and labor cost.
c. Manage department’s operating costs and approved budget
3. Effectiveness and Efficiency
a. HR Core Processes – Put in place HR core processes to facilitate employee attraction, retention, development, performance, and discipline; and establish performance indicators to measure effectiveness towards attaining company objectives.
b. Employee Safety & Health – Install occupational safety and health standards, cascade and educate employees, and direct safety committee.
c. Teamwork - Build collaborative relationships with other departments particularly with Production for the seasonal manpower requirements, other departments for the over-all staffing requirements, people programs, employee development, welfare, and discipline.
d. Records & Documentation - Oversee management of employee records, statistics, reports, and compliance to ensure all are complete, updated, and readily available. Analyze metrics, submit reports, and recommend action plans. Ensure documentations and reportorial requirements of government agencies are complied with accordingly.
e. Employee Services Administration – Direct administrative services of the department in addressing various employee concerns, inquiries, requirements, including Payroll services, in a timely manner.
f. Labor and Employee Relations - Manage issues and provide expertise in employee relations and labor relations matters.
4. Culture Formation and People Development
a. Culture Formation - Lead in the development of company culture of performance, excellence, quality and safety by collaborating with department heads, ensuring company policies are adequate, employees are oriented, and appropriate behavior observed.
b. People Programs - Initiate and oversee people programs to address organizational requirements, such as employee activities, trainings to be rolled-out by line departments, and company events, and ensure high level of participation from everyone.
5. Business Growth
a. Innovation - Introduce improvements or innovation in work processes, manpower optimization schemes, software technology such as self-service, and tools to achieve savings or reduction of cost.
b. Support to Growth - Support business growth by readying manpower requirements and competencies.
c. Law Updates - Keep abreast with new and/or potential changes in the labor laws and regulations affecting the business operations.
6. Does other related duties and responsibilities that may be assigned from time to time.
7. Have the rights to report any evidence of unsafe or out of specification, products, or raw materials, to a designated manager to enable the resolution of issues requiring immediate action.
QUALIFICATIONS
1. Degree in human resources, psychology, sociology, or business course; graduate degree in industrial relations, business management or administration is preferred
2. Relevant technical knowledge of labor laws and jurisprudence, statutory benefits, and relevant HR core processes.
3. Work experience of at least ten (10) years in a similar role, and management experience of at least three (3) years
4. Undergone training related to staffing, developing, retention, welfare, and disciplining.
5. Facility to coach and lead people towards performance.
6. Demonstrated abilities in commercial awareness, planning and organizing, decision-making, problem solving, collaborating, leading people, influencing others, communicating, driving results, customer orientation, risk management, stress management, conflict management, and keen to details & documentation.
7. Administrative abilities in budgeting, analyzing reports, statistical data & HR metrics, MS Office operation and HR automated systems, facilitating meetings and activities, presenting skills, required standards on employee health & safety, and quality regulations.
Job Type: Full-time
Experience:

• Human Resources Manager: 3 years (Preferred)

Language:

• English (Required)