Human Resources Director

Role Summary

The HR Director – Philippines is responsible for leading the execution of the organization’s people strategy and HR operations across the Philippine business. Reporting directly to the Associate Vice President – Operations & HR / Head of HR, the role serves as the senior HR execution leader for the country and is accountable for translating enterprise and country people priorities into consistent, measurable, and effective HR outcomes.

The role has primary accountability for employee relations, HR business partnering, performance management, workforce planning, organizational effectiveness, HR governance, policy, compliance, and day-to-day HR leadership. Recruitment, Learning & Development, and Employee Engagement remain functionally aligned to the Head of HR. The HR Director works in close partnership with these teams to ensure country-wide execution, integration, and alignment with business requirements.

The position requires a leader who can balance business needs with employee welfare, strengthen leadership capability, improve organizational effectiveness, and build a disciplined, high-performance, people-centered culture.

Key Responsibilities

1. HR Strategy Execution and Business Partnership

• Partner with the Head of HR in translating enterprise and business people strategies into actionable country-level HR plans.
• Serve as a strategic HR advisor to business and functional leaders on workforce, organizational, performance, and employee-related matters.
• Align HR priorities with business growth, operational requirements, and financial objectives.
• Provide data-driven recommendations on talent, attrition, performance, structure, employee experience, and workforce risks.
• Ensure HR initiatives are implemented consistently across business units and locations.

2. Employee Relations and Labor Compliance

• Lead employee relations strategy and case management across the Philippine organization.
• Ensure fair, consistent, and timely handling of disciplinary cases, grievances, investigations, performance concerns, and employee complaints.
• Ensure compliance with Philippine labor laws, DOLE requirements, company policies, and internal governance standards.
• Advise leaders on due process, disciplinary actions, employee separations, workplace conduct, and risk mitigation.
• Identify recurring employee-relations issues and implement preventive and corrective actions.
• Maintain strong governance over case aging, documentation, and resolution quality.

3. HR Business Partnering and Leadership Support

• Strengthen HR partnership with Operations and business leaders.
• Coach managers on people leadership, performance management, employee relations, communication, and engagement.
• Support leaders in addressing organizational, team, and individual performance challenges.
• Improve manager accountability for people outcomes.
• Ensure HR is positioned as a business partner, not only an administrative support function.

4. Performance Management

• Lead the implementation and governance of the performance management framework.
• Ensure goals, scorecards, and performance measures are aligned with business outcomes and individual accountability.
• Strengthen performance differentiation and ensure ratings are supported by objective evidence.
• Guide leaders on performance improvement plans, coaching, and development interventions.
• Monitor performance trends and identify capability or leadership gaps requiring intervention.

5. Workforce Planning and Organizational Effectiveness

• Lead workforce planning in partnership with Operations, Finance, Recruitment, and other functional teams.
• Monitor headcount, attrition, span of control, vacancy risks, productivity, and workforce trends.
• Support organization design, restructuring, growth, transitions, and integration initiatives.
• Identify opportunities to improve organizational efficiency and role clarity.
• Ensure workforce decisions consider business continuity, employee impact, cost, and capability requirements.

6. Recruitment – Functional Partnership

• Partner with the Recruitment team to align workforce demand, hiring priorities, and business readiness.
• Collaborate on manpower forecasting, critical-role hiring, quality of hire, turnaround time, and talent-market risks.
• Provide business context and workforce insights that help Recruitment prioritize and plan effectively.
• Escalate hiring risks that may materially affect operations, client commitments, or growth.
• Recruitment continues to align directly with the Head of HR on functional strategy, priorities, and leadership.

7. Learning & Development – Functional Partnership

• Work closely with Learning & Development to connect business capability needs, performance gaps, leadership priorities, and future-skills requirements with the learning agenda.
• Support the identification of capability-building priorities based on business and workforce needs.
• Partner on leadership and managerial development programs.
• Support development of AI, digital, analytical, and future-ready capabilities.
• Review training effectiveness, speed to competency, and post-training performance outcomes.
• Learning & Development continues to align directly with the Head of HR on functional strategy, priorities, and leadership.

8. Employee Engagement – Functional Partnership

• Partner with the Employee Engagement team to ensure initiatives are aligned with employee feedback, retention priorities, culture goals, and business needs.
• Support the interpretation of engagement survey results and related action plans.
• Collaborate on interventions that improve employee experience, communication, recognition, and retention.
• Ensure engagement activities are linked to measurable employee and business outcomes.
• Employee Engagement continues to align directly with the Head of HR on functional strategy, priorities, and leadership.

9. Talent Management and Succession

• Identify key talent, high-potential employees, succession risks, and critical-role gaps.
• Partner with leaders on succession planning and leadership pipeline development.
• Drive internal mobility, career development, and retention of critical talent.
• Support development plans for emerging leaders.
• Ensure talent discussions are evidence-based and linked to business requirements.

10. Compensation and Benefits Governance

• Partner with the Head of HR and Finance on salary review, promotion, incentive, and compensation decisions.
• Support compensation benchmarking and internal equity reviews.
• Ensure compensation decisions are governed consistently and supported by business rationale.
• Monitor benefits competitiveness and employee impact.
• Identify cost and retention implications of compensation practices.

11. HR Operations and Governance

• Ensure HR processes, documentation, systems, and reporting are accurate, timely, and compliant.
• Improve HR service delivery standards and turnaround times.
• Drive simplification, standardization, and automation of HR processes.
• Maintain strong governance over employee records, data privacy, case documentation, and HR controls.
• Ensure reliable reporting on headcount, attrition, employee relations, performance, engagement, and other key HR metrics.

12. Employee Experience and Culture

• Champion a culture of accountability, collaboration, respect, inclusion, and performance.
• Ensure employee welfare and experience are considered in business and workforce decisions.
• Identify root causes of employee dissatisfaction and implement corrective actions.
• Strengthen trust between employees, managers, and HR.
• Promote consistent leadership behaviors and workplace standards.

13. Change Management and Transformation

• Lead the people agenda during organizational change, transitions, restructures, new-site launches, and large-scale transformation.
• Develop change communication and employee-impact plans.
• Support leaders in managing resistance, uncertainty, and adoption.
• Ensure people risks are identified early and actively managed.
• Partner with business teams on transformation initiatives involving automation, AI, and new ways of working.

14. HR Leadership and Team Development

• Lead, coach, and develop the HR team.
• Set clear priorities, service standards, and accountability.
• Build HR capability in business partnership, employee relations, analytics, communication, and leadership.
• Foster strong collaboration across HR, Recruitment, Learning & Development, Employee Engagement, and Operations.
• Develop future HR leaders and strengthen succession within the HR function.

Key Performance Indicators

• Employee attrition and regrettable attrition
• Employee engagement and employee experience scores
• Employee relations case aging and resolution quality
• Compliance with labor and HR governance requirements
• HR service delivery and turnaround time
• Leadership and succession readiness
• Performance management effectiveness
• Workforce readiness and critical-role staffing risks
• Training effectiveness and speed to competency
• Internal mobility and retention of key talent
• Stakeholder satisfaction
• Manager capability improvement
• HR process improvement and automation
• Workforce cost and productivity support
• Completion of strategic HR initiatives

Qualifications

• Bachelor’s degree in Human Resources, Psychology, Business Administration, Management, or a related field.
• Master’s degree or relevant HR certification is an advantage.
• Minimum of 12–15 years of progressive HR experience, with significant leadership responsibility.
• At least 5 years in a senior HR leadership role supporting a large or complex workforce.
• Strong knowledge of Philippine labor laws and employee relations.
• Experience in BPO, IT-BPM, shared services, technology, healthcare, or other large-scale service environments is strongly preferred.
• Experience managing multi-site operations and large employee populations is highly desirable.

Core Competencies

• Strategic HR leadership
• Business and commercial acumen
• Employee relations and labor compliance
• Executive stakeholder management
• Workforce planning and organizational design
• Talent management and succession
• Performance management
• Employee engagement and culture
• Change management
• Data-driven decision-making
• Conflict resolution and sound judgment
• Executive communication
• Coaching and people development
• HR governance and risk management
• Influencing without authority

Leadership Expectations

The HR Director – Philippines is expected to operate as the primary execution and integration leader for the Philippine HR agenda, working closely with the Associate Vice President – Operations & HR / Head of HR.

The role must go beyond transactional HR management and demonstrate the ability to influence business outcomes, anticipate people risks, challenge constructively, strengthen leadership capability, and improve the employee experience.

Recruitment, Learning & Development, and Employee Engagement remain directly aligned to the Head of HR for functional strategy and leadership. The HR Director is expected to partner with these functions to ensure integrated execution across the country while preserving their direct connection to the Head of HR.

The successful candidate should demonstrate strong judgment, credibility, accountability, collaboration, and the ability to build alignment across functions without unnecessary hierarchy.