HR Manager

HR Strategy and Workforce Planning

• Develop and implement HR strategies aligned with the Company's business objectives.

• Review organizational structures, staffing requirements, job roles, and reporting relationships.

• Recommend appropriate manpower actions based on business requirements and productivity.

• Provide management with HR insights and recommendations for organizational decisions.

Recruitment and Deployment

• Oversee the recruitment and selection process from manpower requisition to deployment.

• Monitor recruitment timelines, sourcing channels, recruitment costs, and hiring effectiveness.

• Ensure proper background checking, documentation, and pre-employment requirements.

• Evaluate recruitment effectiveness and recommend improvements.

• Ensure newly hired employees are properly endorsed to their respective business units.

Employee Relations

• Handle employee concerns, grievances, complaints, and workplace issues.
• Provide guidance to managers and supervisors on proper employee relations practices.
• Conduct or oversee investigations involving employee complaints and workplace incidents.
• Maintain fairness, confidentiality, consistency, and professionalism in handling employee cases.
• Recommend appropriate corrective and preventive actions.
• Promote positive employer-employee relationships.

Employee Discipline and Due Process

• Manage employee disciplinary cases in accordance with company policies and applicable labor laws.
• Review and oversee the issuance of Notices to Explain, administrative hearings, Notices of Decision, suspension notices, and other disciplinary documents.
• Ensure employees are given appropriate opportunity to explain or defend themselves.
• Maintain complete and confidential records of disciplinary cases.
• Coordinate with management and legal counsel on high-risk or complex employee cases.
• Monitor recurring violations and recommend preventive measures.

Performance Management

• Administer the Company's performance management system.
• Ensure timely completion of employee performance evaluations.
• Monitor implementation of Performance Improvement Plans (PIP).
• Assist managers in identifying performance gaps and establishing measurable improvement objectives.
• Review performance evaluation results and provide management with recommendations regarding confirmation, promotion, development, reassignment, or separation.
• Ensure performance-related decisions are properly documented.

Compensation and Benefits

• Oversee payroll administration and ensure timely and accurate payroll processing.
• Monitor salary adjustments, promotions, allowances, incentives, and other compensation-related transactions.
• Ensure proper administration of SSS, PhilHealth, Pag-IBIG, withholding tax, HMO, insurance, and other employee benefits.
• Review payroll and benefits reports before submission for approval.
• Ensure confidentiality and accuracy of employee compensation information.
• Recommend improvements to compensation and benefits programs when necessary.

Employee Separation and Offboarding

• Oversee employee resignation, termination, retirement, redundancy, and other separation processes.
• Ensure compliance with due process and applicable labor regulations.
• Ensure completion of clearance, final pay, certificate of employment, and other separation documents.
• Monitor timely release of final pay in accordance with company policy and applicable requirements.
• Conduct or oversee exit interviews and analyze separation trends.
• Recommend actions to address preventable turnover and separation risks.

Labor and Regulatory Compliance

• Ensure compliance with Philippine labor laws, DOLE regulations, and other applicable employment requirements.
• Monitor compliance with statutory benefits and government reporting requirements.
• Represent or coordinate with DOLE, NLRC, and other government agencies when authorized.
• Maintain proper documentation for labor inspections, audits, and legal proceedings.
• Identify potential labor risks and recommend preventive measures.
• Coordinate with legal counsel on significant labor and employment matters.

J. HR Policies and Procedures

• Develop, review, update, and recommend HR policies and procedures.
• Ensure HR policies are properly communicated and consistently implemented.
• Monitor compliance with the Company's Code of Conduct and employee policies.
• Recommend policy revisions based on operational requirements, legal changes, and identified risks.
• Ensure proper documentation and approval of HR policies and memoranda.

Employee Engagement and Culture

• Implement employee engagement and recognition programs in coordination with management.
• Support initiatives that promote accountability, productivity, teamwork, and employee morale.
• Monitor employee feedback and workplace concerns.
• Recommend programs to strengthen employee retention and organizational culture.
• Promote consistent application of company values and workplace standards.