Human Resource Officer

Human Resource Officer Job Description

Role Summary

This role is responsible for managing key areas of the employee lifecycle, from talent acquisition and onboarding to employee engagement, employee relations, performance management coordination, and offboarding .

The successful candidate will work closely with hiring managers, employees, and the HR Director to ensure a positive employee experience while supporting the organization’s talent and people strategies.

Key Responsibilities

Talent Acquisition & Recruitment

• Manage the end-to-end recruitment process for assigned vacancies.
• Support employer branding and recruitment campaigns.
• Develop effective sourcing strategies using job portals, LinkedIn, referrals, social media, and other channels.
• Screen and shortlist candidates based on job requirements.
• Conduct initial HR interviews and coordinate hiring manager interviews.
• Manage candidate communications throughout the recruitment process.
• Coordinate candidate selection and offer processes.
• Maintain an active talent pipeline for current and future vacancies.
• Coordinate with hiring managers to understand manpower requirements and recruitment priorities.
• Monitor recruitment progress and provide regular updates on open positions.

Pre-Employment & Onboarding

• Coordinate pre-employment requirements and compliance checks.
• Ensure new hires complete required documentation before their start date.
• Coordinate onboarding preparation with hiring managers and relevant departments.
• Facilitate or coordinate New Hire Orientation (NHO).
• Ensure new employees receive the necessary information regarding company policies, culture, benefits, and workplace expectations.
• Conduct new hire check-ins to monitor employee adjustment and experience.

Employee Relations

• Serve as a first point of contact for routine employee concerns and HR inquiries.
• Listen to employee concerns and provide appropriate HR guidance.
• Assist in resolving workplace concerns and conflicts.
• Receive and coordinate employee grievances.
• Support disciplinary and conduct-related processes.
• Maintain appropriate and confidential documentation of employee relations matters.
• Escalate sensitive or complex employee relations cases to the HR Director.

Performance Management

• Coordinate the company’s performance management cycle.
• Monitor completion of:
• 3rd-month evaluation
• 5th-month evaluation
• Mid-year performance review
• Annual performance review
• Coordinate performance evaluation schedules and reminders with managers.
• Maintain performance management trackers and documentation.
• Support managers and employees throughout the performance review process.
• Assist in the administration and monitoring of Performance Improvement Plans (PIPs).
• Escalate significant performance concerns to the HR Director.

Employee Engagement & Workplace Culture

• Support employee engagement programs and activities.
• Coordinate employee events, recognition activities, surveys, and culture initiatives.
• Support employee well-being programs and workplace culture activities.
• Gather employee feedback and identify opportunities to improve the employee experience.
• Assist in organizing town halls, employee activities, and HR communications.
• Promote a positive, inclusive, and collaborative workplace culture.

Employee Communication

• Prepare and distribute HR announcements, advisories, and employee communications.
• Ensure employees receive clear and timely information regarding HR programs, policies, activities, and initiatives.
• Support HR briefings, employee meetings, and orientation sessions.
• Maintain professional and effective communication with employees, managers, and candidates.

Employee Documentation & 201 Files

• Maintain accurate and complete employee 201 files and HR documentation.
• Ensure recruitment, onboarding, performance, and employee relations documents are properly maintained.
• Monitor missing or incomplete employee documentation.
• Maintain confidentiality and appropriate handling of employee information.
• Support HR audits and documentation requirements.

Offboarding & Exit Management

• Coordinate employee resignation and offboarding processes.
• Conduct or coordinate exit interviews.
• Monitor clearance and turnover requirements.
• Ensure required employee separation documentation is completed.
• Capture and analyze exit feedback and employee experience trends.
• Coordinate with the HR Officer – C&B, HRIS & Administration for employee data and benefits-related offboarding requirements.

HR Reporting & Analytics

• Maintain recruitment and employee experience trackers.
• Prepare reports relating to:
• Recruitment
• Headcount
• Employee engagement
• Performance management
• Employee relations
• New hire check-ins
• Employee turnover
• Offboarding
• Analyze HR data and identify trends that may require management attention.
• Provide accurate and timely reports to the HR Director.

Required Experience & Skills

Must Have

• Bachelor’s degree in Human Resources, Psychology, Business Administration, Management , or a related field.
• 2–4 years of relevant HR experience , preferably with exposure to both recruitment and employee relations.
• Experience managing end-to-end recruitment processes is preferred.
• Experience in employee relations, performance management, employee engagement, and onboarding is an advantage.
• Experience in a BPO, shared services, or fast-paced corporate environment is preferred.
• Knowledge of Philippine HR practices and employment regulations.
• Proficiency in Microsoft Office or Google Workspace.
• Experience using an HRIS or recruitment system is an advantage.

Key Competencies

Talent Acquisition l Employee Relations l Communication l Organization & Time Management l Problem Solving l Stakeholder Management l Confidentiality & Integrity l Proactive & Results-Oriented