HR Manager

Position Summary

The Human Resources Manager oversees the employee journey across the Outpost Group, from recruitment and onboarding to performance management, employee development, discipline, and offboarding. The role establishes consistent HR practices across locations while addressing the staffing and operational needs of Outpost Hostels and Castaway Tours.

The HR Manager works closely with management and department heads to build a capable workforce, resolve employee concerns, and promote the company’s core values of Malasakit, Integrity, Accountability, and Teamwork.

Key Duties and Responsibilities

1. Recruitment and Workforce Planning

• Coordinate with department heads to identify staffing requirements, vacancies, and recruitment priorities.
• Develop and maintain job descriptions, qualification standards, and salary recommendations for management approval.
• Manage job postings, applicant screening, interviews, reference checks, and job offers.
• Build recruitment sources through social media, LinkedIn, schools, TESDA, referrals, and recruitment partners.
• Track recruitment progress and maintain an organized applicant database.
• Support succession planning by identifying employees who can prepare for supervisory and leadership roles.

2. Hiring and Onboarding

• Prepare and administer job offers, employment contracts, and pre-employment requirements.
• Coordinate joining dates, work assignments, and onboarding arrangements with the relevant departments.
• Conduct orientation on company policies, workplace expectations, employee benefits, and core values.
• Ensure new employees receive their job descriptions and understand their responsibilities and performance standards.
• Monitor onboarding progress and coordinate probationary evaluations and employment recommendations.

3. Employee Relations and Discipline

• Serve as a point of contact for employee concerns, grievances, and workplace conflicts.
• Guide managers in addressing attendance, conduct, and performance concerns consistently.
• Gather and document relevant information for incident reports and administrative investigations.
• Prepare notices to explain, hearing documentation, notices of decision, and other disciplinary records.
• Coordinate administrative proceedings and maintain complete, confidential case files.
• Recommend appropriate action to management based on established facts, company policies, and applicable requirements.

4. Performance Management

• Establish and maintain performance evaluation processes appropriate to each role.
• Work with department heads to define clear objectives, competencies, and performance standards.
• Monitor evaluation schedules for probationary and regular employees.
• Support managers in conducting coaching sessions and documenting performance concerns.
• Coordinate performance improvement plans and monitor agreed actions.
• Present recommendations on regularization, promotion, development, or other personnel actions for approval.

5. Training and Employee Development

• Identify training needs through performance reviews, operational feedback, and competency assessments.
• Prepare training plans and proposed budgets in coordination with department heads.
• Coordinate internal training, external programs, and required certifications.
• Maintain records of training attendance, completion, certifications, and applicable training agreements.
• Evaluate whether training improves employee performance and addresses identified gaps.
• Support the development of supervisors and future department leaders.

6. Compensation, Benefits, and Payroll Coordination

• Maintain updated salary brackets and support consistent compensation practices across the group.
• Prepare and communicate approved salary adjustments, allowances, and personnel changes.
• Coordinate attendance records, leave information, and payroll inputs with Accounting and department heads.
• Assist employees with benefits concerns and coordinate statutory benefit administration with responsible personnel.
• Review payroll-related concerns and coordinate corrections where necessary.
• Support management in reviewing compensation and benefits against staffing needs and approved budgets.

7. HR Policies, Records, and Compliance

• Develop, review, and communicate HR policies, procedures, and employee handbook updates for management approval.
• Maintain accurate employee records, contracts, personnel movements, and supporting documentation.
• Monitor contract periods, probationary deadlines, certification validity, and other employment milestones.
• Maintain confidentiality and appropriate access to employee information.
• Coordinate employment-related requirements with management, Accounting, and external advisers when needed.
• Ensure policies are communicated and applied consistently across departments and locations.

8. Employee Engagement and Retention

• Plan practical employee engagement, recognition, and welfare initiatives.
• Gather employee feedback and recommend actions to address recurring concerns.
• Monitor turnover, attendance patterns, and other indicators that may affect retention.
• Help managers strengthen communication, accountability, and working relationships within their teams.
• Promote company values through everyday HR practices and employee activities.

9. Offboarding and Employee Separation

• Coordinate resignations, end-of-contract arrangements, and other employee separations.
• Administer clearance, turnover requirements, and the return of company property.
• Conduct exit interviews and report recurring reasons for employee departures.
• Coordinate final pay processing and employment documents with Accounting and relevant departments.
• Maintain complete separation records and communicate staffing replacement needs.

10. HR Planning and Management Reporting

• Prepare HR plans with clear objectives, timelines, responsible persons, and expected results.
• Maintain a consolidated view of headcount, vacancies, recruitment progress, evaluations, training, and employee cases.
• Provide management with regular updates on workforce concerns and recommended actions.
• Manage the approved HR budget and monitor related expenses.
• Coordinate HR priorities across locations and follow through on agreed actions with department heads.

Qualifications

• Bachelor’s degree in Human Resource Management, Psychology, Business Administration, or a related field.
• Relevant experience managing recruitment, employee relations, performance management, and HR administration.
• Experience supporting multiple departments or locations; hospitality or tourism experience is an advantage.
• Working knowledge of Philippine employment requirements and HR documentation.
• Strong communication, interviewing, conflict resolution, and organizational skills.
• Ability to handle sensitive matters with discretion, sound judgment, and consistency.