HR Manager

A. Workforce Planning

Manages the identification of the number of manpower complement that is required to address the long- and short-term needs and priorities of the organization:

• Sets the parameters in projecting manpower requirements prior to the commencement of the succeeding fiscal period.
• Provides line heads with the parameters and technical assistance in forecasting the required number of employees to efficiently deliver all departmental commitments for the next fiscal year.
• Works with the management in incorporating the competency framework in planning for the company's workforce requirements.
• Prepares and maintains the official copy of the corporate Plantilla and organizational chart.
• Incorporates management-approved changes in the Plantilla and organizational chart and initiates the announcement of the same to all stakeholders at the soonest possible time.

B. Talent Recruitment

Manages all recruitment strategies and activities of the organization:

• Identifies and strengthens the company's unique points in branding the company to its external applicants.
• Develops various recruitment strategies to effectively reach the target market for potential candidates.
• Identifies, utilizes and maintains good relationship with primary and secondary sourcing channels.
• Evaluates all manpower requests based on the approved Plantilla, organizational chart and manpower budget.
• Authorizes the posting of all approved manpower requests in the most efficient sourcing channel.

C. Talent Selection

Manages the selection of the applicant who is the right fit among those who went through the recruitment and selection process:

• Receives and reviews resumes of applicants for key job titles in the organization.
• Identifies if the applicant has the qualification needed for the vacant position by using company-approved instruments and processes such as competency-based interview, written assessment, background investigation and the like.
• Prepares and discusses the Job Offer to Officers and section and department managers.

D. Talent Placement

Manages the placement of the newly hired employee to the company:

• Conceptualizes and ensures availability of talent placement collaterals that will be used in welcoming the newly hired employee.
• Facilitates the first day orientation for department managers and executives.

E. Employee Movement

Manages all activities related to regularization, lateral transfer, promotion and resignation:

• Conducts interview to validate the competence, willingness and readiness of the employee that being recommended for regularization, transfer or promotion.
• Signs all manpower transfer request that comply with the rules on employee movement.
• Conducts exit interview and accepts the resignation letter of employees who have expressed their intention to leave the company.

F. Compensation and Benefits

Manages the development, analysis and implementation of effective control of employee remuneration covering salary and all benefits:

• Reviews and approves timekeeping records of employees prior to submitting the same for payroll processing.
• Ensures the accuracy and timeliness of generating Timekeeping reports.
• Evaluates and approves employees' benefit requests within the limits of authority as defined by applicable policies and procedures.
• Leads in the administration of compensation and benefits benchmarking survey to identify the stature of the company against the prevailing standards within and outside of the banking industry.
• Designs and recommends salary structure and benefits models that are equitable, strategic and competitive.
• Ensures that the company's compensation packages comply with the statutory and regulatory requirements such as minimum salaries and tax liabilities.
• Ensures the compliance of the company and the employees in implementing the mandated statutory benefits of each Employee.
• Coordinates with third-party organizations in daily benefits processing.
• Handle enrollments, updates and terminations of employees on Group Personal Accident Insurance and Group Life Insurance.
• Facilitates the administration of employee benefits, manages loan applications and facilitates the employee's accident and death claims.
• Conducts research and develop programs that will be beneficial to the employees and the company's Benefit Administration System.
• Coordinates with accredited clinics in for facilitation of Annual Physical Examination.

G. Employee Relations

Manages the implementation of the provisions of the Standard of Conduct and Discipline to correct behaviors that are not aligned with the corporate culture:

• Sets control points to ensure that all reviewed and approved decisions, whether administrative or otherwise, are compliant with the rules written in the Labor Code, Manual of Operations and Standard of Conduct and Discipline and its Implementing Rules and Regulations.
• Develops organizational mechanisms to prevent further violation of the Code of Conduct.
• Develops activities to expedite the closure of all cases within the approved turnaround time without jeopardizing rules on due process.
• Evaluates Audit Reports and Customer Complaints and determines the materiality of allegations against employees based on initial evidence.
• Drafts, routes, and issues Notices to Explain (NTE).
• Evaluates employee's written responses to NTE's and recommends further investigations and preventive actions when necessary.
• Presides over hearings and other fact-finding sessions within defined limits of authority.
• Collects, evaluates, and maintains succeeding evidence necessary to arrive to a case decision.
• Recommends appropriate disciplinary actions based on the approved Table of Offenses and Sanctions.
• Drafts, routes, and issues Notice of Decisions (NOD).
• Collates and facilitates the timely reporting of Employee Terminations to external regulatory bodies.
• Counsels sanctioned employees when necessary.

H. Industrial Relations

• Provides expert advice to management in the formulation of policies and procedures to ensure compliance to labor laws, precedents and rulings thereby minimizing legal risks.
• Represents the company during labor arbitrations, conciliation meetings and the like.
• Performs other functions as directed by the management from time to time.

I. Employee Engagement

Manages the implementation of activities that are aimed at promoting and maintaining engagement and physical, mental and social health at work:

• Develops a structured system in monitoring the general sentiments and morale of employees on a regular basis.
• Designs mechanisms to balance the expectations of employees and the capacity of the management to close any engagement-related concern.
• Designs an employee recognition system that is based on loyalty and exemplary performance at work.
• Develops a comprehensive corporate wellness program covering areas such as health risk assessment, stress and burn out management, fitness activities, meditation and spiritual awareness sessions and the like.

J. Compliance

• Ensures the compliance of the company with the laws set by the Department of Labor and Employment by ensuring submission of reportorial and certification requirements.
• Directs the Administration Staff regarding DOLE inspections and office visitations and prepares checklist of requirements for DOLE Compliance.

K. Competency Definition

• Manages the identification and alignment of knowledge, skills and attitude (KSA) necessary for each position to deliver business results.
• Identifies, defines and assigns correct and pertinent descriptive names to the core and functional success factors of each job.
• Identifies and describes the pertinent and specific behavioral indicators per job type and level.
• Translates each behavioral indicator into measurable outcomes.

L. Competency Integration and Alignment

• Manages the integration and alignment of the organizational competency model into other facets of talent management such as talent acquisition, training and rewards and recognition.
• Develops control points to ensure that the competency framework is utilized in constructing assessment instruments and in recruiting and selecting employees.
• Directs the certification or evaluation of the competency alignment in level of all learning sessions prior to their actual roll out.
• Recommends strategies on how to integrate and utilize the competency proficiency blocks into the compensation and benefits system of the organization.

M. Competency Assessment

• Manages the development and evaluation of reliable and valid instruments to gauge and profile knowledge, skills, attitude and personality of an individual or a target employee base.
• Creates the organizational competency assessment program based on the organizational directives and priorities.
• Provides the line heads with technical assistance in developing departmental key result areas and indicators of each employee.
• Reviews and analyzes the alignment between and among corporate objectives at all levels i.e., strategic (company), results (department) and performance (employee).

N. Competency Development

• Creates the organizational competency development program based on organizational directives and priorities.
• Manages the development of interventions to improve the current knowledge, skills and attitude profile of the employees.
• Works with the Executive Management in creating, administering and evaluating programs for executive learning.
• Directs the implementation of activities to ensure that there will be high quality replacements or successors for each critical position.
• Initiates the administration of best practice research in the areas of productivity, change management and organizational culture.
• Manages the design of learning initiatives to address the identified needs of the organization.
• Works with the Executive and Line Management in profiling the learning needs of the company or a specific segment of its current manpower based on corporate directions and the competency framework.
• Manages the documentation of current trends on learning and development to ensure that the company's existing and new learning programs are updated.
• Directs the development of training path for employees to support career development and succession plan of the company.
• Leads the development of training programs, manuals, multimedia visual aids and other educational materials to support training courses for leaders and staff.
• Manages the implementation of the approved training paths per employee segment to address the identified learning needs.
• Implements control points to check the readiness of actual training implementation in terms of logistics, venue, facilitators, food and other administrative aspects of the program.
• Facilitates internal trainings for leaders and staff.
• Administers learning sessions to transform leaders from line managers to trainers who can facilitate function-specific topics.
• Evaluates external training requests based on the learning priorities of the company and the allotted training budget.
• Manages the design and implementation of measuring tools and procedures to appraise the impact of training initiatives in various levels.
• Designs assessment tools to evaluate the result of training initiatives to ensure that results meet objectives and comply with management and government requirements.
• Reviews and evaluates the effectiveness of training programs against the objectives set forth at the beginning.
• Reviews and evaluates the effectiveness of instructor on areas including but not limited to facilitation skills, presentation skills, mastery of the topic and the like.

O. Performance Management

• Documents the Employee Performance Appraisal System (EPAS) philosophy, guidelines, rules and detailed procedures based on the framework approved by the management.
• Provides technical assistance to line heads in developing individual performance standards and Ways of Working (WOW) expectations.
• Orients and assists the line heads on the correct manner of developing strategic and aligned Key Result Areas (KRAs), Key Performance Indicators (KPIs), and corresponding metrics.
• Spearheads the automation of the performance appraisal process.
• Documents the identified KRAs and KPIs.
• Monitors and analyzes the Monthly Productivity Dashboards and identifies areas that may need to be validated or verified.
• Conducts validation interview to priority department, section and employee to identify specific reasons for outlier data.
• Facilitates the validation of actual performance of employees during their probationary appointment.
• Prepares a report highlighting the comparative movement of scores and submits the same to the concerned authorities for further analysis.
• Establishes sufficient control points to ensure that all EPAS data will remain confidential and can only be accessed by authorized individuals.
• Creates and revises competency-sensitive forms and questionnaires based on the approved EPAS framework.
• Analyzes the summary of EPAS scores and identifies organizational and departmental strengths and areas for improvement by using comprehensive graphs, tables and statistical computations.
• Prepares final EPAS report and submits the same to the management and other concerned parties for further analysis and development of need-sensitive interventions.
• Updates and sends regular reports to the Department Head and other stakeholders, covering project progress updates and other relevant automation details.
• Monitors the implementation of Individual Development Plan, prepares Notices of Failed Performance and Notices of Satisfactory Performance based on the performance evaluation conducted.

P. Job Evaluation

• Reviews and evaluates the rationale and effectiveness of the company's existing Table of Organization and recommends modification if deemed necessary.
• Supervises the conduct of workload analyses and recommends necessary personnel movement, such as merging of positions, realignment, reduction or addition of manpower.
• Manages the identification of the relevant value of every job (job levelling) based on the difficulty of tasks, qualifications and required proficiencies, impact of the job, general accountability and hazards.
• Develops instruments that will be used in identifying the value of each job title in the organization based on the pre-selected job factors approved by the management.
• Leads the identification of the specific components such as duties and responsibilities, supervision required, level of necessary interpersonal skills, planning and organizing skills prerequisite, funds and accountabilities and working conditions.
• Recommends and presents for management approval, a set of job factors and weights to be used in conducting job analysis.

Q. Corporate Planning and Deliverables Monitoring

• Participates in strategic and operational planning activities of the company.
• Prepares, submits and presents reports relative to the development of approved plans, the status and assessment of the same.
• Prepares, submits and presents on regular basis data-driven analytics on employee movements, attrition rate, employee discipline, attendance, recruitment leads generation activities and the results thereof, including but not limited to recruitment funnel, conversion rates, and other data as defined in the department's KRA/KPI.

R. Business Process Improvements and Process Documentation

• Analyzes and evaluates current workflow by initiating business efficiency studies such as time and motion study and the like.
• Revisits existing policies, procedures and work instructions and identifies areas that can be improved.
• Creates innovative projects and documents policies and procedures to improve overall departmental efficiency.

S. Personnel Management

Exercises administrative control over all activities and staff under his management with respect to workload distribution, personnel placement, performance appraisal, training, teamwork, morale, attendance, discipline and work behavior.

T. Performs other functions as directed by the management from time to time

Pay: Php50,000.00 - Php80,000.00 per month

Work Location: In person