HR Manager

The HR Manager is responsible for leading and overseeing the overall Human Resources function to ensure effective HR operations, compliance with applicable Philippine labor laws and regulations, and alignment with the company’s business objectives. This role reports directly to the Chief Administrative Officer.

The HR Manager provides strategic and operational leadership across employee relations, performance management, HR administration, policy development, employee engagement, and organizational support. The role serves as a key adviser to management on people-related matters, workforce concerns, organizational policies, and employment decisions, while remaining accountable to the Chief Administrative Officer for departmental performance, compliance, and deliverables.

Essential Functions and Responsibilities

1. HR Leadership and Strategic Management

• Lead, manage, and oversee the overall HR department, ensuring that HR strategies, programs, and initiatives support the company's business goals and operational requirements.
• Develop, implement, review, and continuously improve HR policies, procedures, systems, and processes to promote operational efficiency, consistency, and compliance.
• Establish departmental goals, performance standards, priorities, and action plans aligned with organizational objectives.
• Provide leadership, guidance, and direction to HR personnel, ensuring clear delegation of responsibilities, effective supervision, and timely completion of deliverables.
• Serve as the primary HR adviser to management on employee matters, workforce planning, organizational policies, and people management decisions.
• Evaluate HR processes and identify opportunities for improvement, risk reduction, cost efficiency, and better employee management.
• Ensure that HR initiatives are implemented effectively and that departmental commitments, deadlines, and performance expectations are met.
• Maintain overall accountability for the performance, decisions, actions, inactions, and omissions within the HR department, ensuring appropriate supervision, internal controls, and corrective measures are in place.

2.  HR Policies, Risk Management, and Process Improvement

• Draft, review, and recommend updates to the employee handbook, HR policies, standard operating procedures, and related guidelines as organizational requirements evolve.
• Ensure that HR policies are properly communicated, acknowledged, understood, and consistently implemented across all departments.
• Establish appropriate HR controls to minimize errors, prevent unauthorized actions, and maintain compliance with company standards.
• Conduct periodic reviews of HR processes, records, and practices to identify compliance gaps and operational risks.
• Recommend and implement corrective and preventive actions to address recurring issues, policy violations, and process deficiencies.
• Ensure that HR-related incidents, employee concerns, and administrative cases are properly documented, monitored, and resolved.
• Support internal audits, compliance reviews, and management assessments involving HR operations and employment practices.

3. Employee Relations and Labor Law Compliance

• Oversee employee relations and serve as the primary point of contact for significant employee concerns, grievances, workplace disputes, and disciplinary matters.
• Lead and oversee administrative investigations involving employee misconduct, policy violations, attendance issues, performance concerns, and other workplace incidents.
• Ensure that disciplinary actions and employment decisions are supported by appropriate documentation, consistent policy application, and applicable due process requirements.
• Ensure compliance with applicable labor laws, employment regulations, and government requirements, including relevant Department of Labor and Employment (DOLE) regulations and other applicable Philippine labor standards.
• Review and enforce company policies, the employee handbook, code of conduct, and disciplinary procedures to promote workplace discipline and consistent standards of behavior.
• Provide management with appropriate guidance on employee discipline, corrective actions, conflict resolution, and other employment-related decisions.
• Identify potential labor disputes, compliance gaps, and employment risks, and implement preventive and corrective measures.
• Ensure that employee concerns are handled objectively, confidentially, fairly, and within established timelines.
• Monitor changes in labor laws and regulations and recommend necessary updates to company policies and HR practices.

4. Recruitment, Selection, and Workforce Planning

• Oversee the end-to-end recruitment and selection process to ensure that staffing requirements are addressed efficiently and effectively.
• Work closely with department heads and management to identify manpower requirements, workforce priorities, and recruitment needs.
• Establish recruitment standards, screening procedures, interview processes, and selection guidelines aligned with company requirements.
• Ensure that hiring decisions are based on job qualifications, competencies, experience, and organizational needs.
• Monitor recruitment progress, hiring timelines, candidate quality, and workforce requirements to support operational continuity.
• Oversee onboarding and orientation programs to ensure that new employees understand their roles, company policies, performance expectations, and workplace standards.
• Review staffing levels and recommend workforce adjustments, succession planning initiatives, and talent development strategies when necessary.

5. HR Administration and Records Management

• Oversee the accuracy, completeness, confidentiality, and proper maintenance of employee records, HR databases, and personnel files.
• Ensure the proper administration of employment contracts, job descriptions, offer letters, employment certifications, notices, policy acknowledgments, and other HR-related documents.
• Oversee end-to-end onboarding, employee movement, contract renewal, and offboarding processes, ensuring that all required documentation and clearances are completed.
• Monitor and ensure the accuracy of attendance, timekeeping, leave administration, employee status, and other HR-related records.
• Establish and maintain organized, secure, and audit-ready physical and digital filing systems.
• Ensure that access to confidential employee information is appropriately controlled and that personal data is handled in accordance with applicable data privacy requirements.
• Review HR documentation and administrative processes regularly to identify errors, inconsistencies, and opportunities for improvement.
• Ensure that HR records and reports are readily available for authorized management review, audits, and regulatory requirements.

6. Performance Management and Employee Development

• Lead the development, implementation, and monitoring of the company's performance management system.
• Ensure that performance evaluations, appraisals, and performance-related documentation are completed accurately and within established timelines.
• Work with department heads and supervisors to establish clear performance expectations, measurable objectives, and appropriate evaluation standards.
• Provide guidance to management on performance improvement plans, employee coaching, corrective actions, and performance-related employment decisions.
• Monitor recurring performance concerns and recommend appropriate interventions to improve employee productivity, accountability, and effectiveness.
• Identify training and development needs and recommend programs that strengthen employee competencies and support organizational growth.
• Promote a culture of continuous improvement, professional development, responsibility, and performance accountability.

7. Payroll Coordination and HR Reporting

• Coordinate closely with the Accounting and Finance departments to support accurate and timely payroll processing.
• Review and validate HR-related payroll inputs, including attendance, overtime, leave balances, employee movements, salary adjustments, and other authorized changes.
• Ensure that employee compensation records and payroll-related HR documentation are accurate, properly authorized, and appropriately maintained.
• Monitor compliance with applicable compensation, benefits, and statutory employment requirements in coordination with the responsible departments.
• Prepare, review, analyze, and present HR reports and workforce metrics to management, including headcount, attendance, absenteeism, turnover, recruitment progress, employee movement, and other relevant indicators.
• Analyze HR data and identify trends, operational concerns, and areas requiring management intervention.
• Maintain proper controls over HR-related payroll information and promptly address discrepancies in coordination with the appropriate departments.

8. Employee Engagement and Organizational Support

• Promote a professional, respectful, inclusive, and productive workplace aligned with the company's values and organizational objectives.
• Support initiatives that improve employee engagement, morale, communication, retention, and workplace relationships.
• Advise and support managers (including Team Leads, Art Directors, Operations Managers, and Project Managers) on leading remote teams, giving effective feedback, managing performance, improving team effectiveness, and handling people issues.
• Help establish and maintain remote work norms, communication expectations, and practices that support collaboration across creative and technical disciplines.
• Facilitate the consistent communication and implementation of company announcements, HR programs, policy updates, and organizational changes.
• Provide guidance to employees regarding HR policies, benefits, employment matters, and workplace procedures.
• Participate in management meetings, workforce planning discussions, and organizational initiatives that require HR leadership and input.

9. General Management Responsibilities and Accountability

• Ensure that all HR activities are performed in accordance with company policies, approved procedures, applicable laws, and established standards.
• Maintain up-to-date knowledge of company rules, regulations, policies, procedures, and operational guidelines and ensure their consistent application within the HR department.
• Ensure that HR personnel understand their assigned responsibilities, reporting relationships, performance expectations, and accountability for deliverables.
• Monitor departmental performance and address delays, errors, omissions, and other deficiencies through appropriate supervision and corrective action.
• Prepare and submit regular HR reports, workforce metrics, and updates to the Chief Administrative Officer, including but not limited to: headcount, employee relations matters, compliance status, departmental progress, and other required information.
• Ensure that management directives and approved HR initiatives are properly communicated, implemented, documented, and monitored.
• Exercise sound judgment, professionalism, discretion, and confidentiality in handling sensitive employee information and management matters.
• Remain accountable to the Chief Administrative Officer for HR decisions, departmental performance, compliance, and the timely completion of assigned responsibilities.
• Perform other reasonable duties and responsibilities as may be assigned by management in support of business operations and organizational objectives.

Key Competencies and Qualifications

Required Competencies

• Strong leadership, people management, and decision-making skills.
• High level of accountability, ownership, integrity, and professional judgment.
• Sound knowledge of HR management principles, employment practices, and applicable Philippine labor laws.
• Strong employee relations, conflict resolution, investigation, and disciplinary case management skills.
• Excellent organizational, analytical, planning, and problem-solving abilities.
• Strong written and verbal communication, negotiation, and interpersonal skills.
• High attention to detail in documentation, compliance, records management, and reporting.
• Ability to handle confidential information and sensitive employee matters with discretion.
• Proactive, solutions-oriented, and capable of managing multiple priorities and deadlines.
• Ability to work effectively with management, department heads, employees, and external stakeholders.
• Strong supervisory skills and the ability to establish clear expectations, monitor performance, and hold team members accountable.

Recommended Qualifications

• Bachelor's degree in Human Resource Management, Psychology, Business Administration, or a related field.
• At least five years of relevant HR experience, with supervisory or managerial responsibilities.
• Demonstrated experience in employee relations, labor law compliance, recruitment, performance management, HR administration, and policy implementation.
• Experience leading HR personnel, managing HR operations, and advising management on employee-related matters.
• Proficiency in HR information systems, payroll coordination, employee records management, and HR reporting tools.