HR MANAGER

HUMAN RESOURCES DEPARTMENT HEAD
HR ADMINISTRATIVE FUNCTION:
Recruitment and Placement
a. Develops and implements recruitment and placement programs to ensure that the organization maintains a pool of
qualified applicants.
b. Participates in the recruitment and selection process of applicants. Interviews applicants prior to endorsement to the
HRD Head.
2. Employee Relations
c. Conducts a regular clinic and feedback monitoring of employees.
d. Coaches and counsels employees.
e. Manages employee relations program related to disciplinary action, conflict resolution and interpretation/application
of policies.
f. Oversees the corrective action process, including modifications and changes to policies and procedures.
g. Responds to employees’ inquiries regarding policies, procedures and programs.
h. Interacts and provides problem-solving assistance to employees and supervisors on work-related issues.
i. Processes and ensures that employee movements within the organization are properly evaluated and documented.
3. Personnel Administration
j. Ensures the timely and effective delivery of employee services including but not limited to issuance of company
uniforms, IDs, clearance, certificates, etc.
k. Consistently implements the timekeeping and attendance monitoring policies and procedures. Ensures the timely
issuance of tardiness and absences related DAs.
l. Ensure maintenance of Plantilla of Positions reconciled with HRIS and Employee 201 File on a monthly basis.
4. Employee Benefits and Services
m. Oversees the administration of the compensation and employee benefit program (including insurance)
of the organization and ensures the timely and effective delivery of employee benefits services.
n. Develops, recommends and coordinates implementation of Benefits Packages Study per Job Level/Position.
o. Ensures that the organization complies with the requirements of various government agencies.
p. Ensures that the organization complies with the labor standards set by law.
q. Ensures first aider policies and other safety protocols in place.
5. Employee Separation
r. Conducts exit interviews of resigned employees.
s. Ensures timely issuance of documents (quit claim, clearance, COE, etc.) to resigned employees.
HR STRATEGIC FUNCTION:
Strategic Planning and Policy Development
1. Provides initiative, innovative thinking and strategic direction that will assist Company to best manage its human resources.
2. Develops and implements an Organizational Development strategy encompassing human resource management, corporate planning and organization which will assist the organization to meet its vision and strategic objectives
3. Establishes and develops workforce planning initiatives.
4. Researches, designs and develops proactive policy initiatives and procedures on organizational development, corporate planning and organizational performance practices.
5. Develops, implements and reviews a senior management succession plan and advises on strategies to overcome identified gaps.
6. Develops policy initiatives that will lead the organization in delivering the outcome requirements of the department’s functions.
7. Drives the organization culture survey; develops and implements strategies to narrow the gap between the desired and actual culture

Management and Leadership
1. Manages and leads the organizational development department team to provide quality value added services in all aspects of organization development, human resources, corporate planning and organizational performance practices across the organization.
2. Benchmarks and measures HRD’s services to improve service delivery and performance.
3. Provides leadership in the workplace by modeling high standards of work performance, positively influencing teams and individuals, negotiating, mediating and resolving conflict and clearly communicating the vision and values of Company.
4. Manages the HRD’s budget including operational and administrative functions and the preparation of reports to Management.
5. Participates in and/or lead major reviews and change management initiatives.
6. Manages and develops the staff of the department that will ensure that individual skills are enhanced and potential realized.
7. Ensures the effective conduct of the Performance Review Planning and Development Program for staff and effective implementation of other HR policies and procedures including occupational health and safety.

Learning and Development
1. Designs learning and development programs across the organization that will embrace a learning organization philosophy.
2. Develops, implements and reviews Company’s learning and development policies and procedures.
3. Ensures equity of access of all staff to learning and development opportunities throughout Company.
4. Advises HRD on how best to meet learning and development needs utilizing best practice industry learning initiatives.
5. Develops an Annual Learning and Development Plan including the development and management of approved budgets, evaluation of programs conducted, cost benefit analysis, training administration and records in close coordination with Training Department.

Performance Management
1. Designs, develops and implements appropriate performance management policies, systems and procedures that will ensure quality performance planning and development practices across the organization.
2. Designs and develops related policies and procedures that will assist Managers in managing the performance of their staff including disciplinary/grievance procedures and the management of underperformance.
3. Implements training and development initiatives associated with change management, conflict resolution and grievance handling.
4. Assists managers in the monitoring and review of staff performance and provide counseling and advice.
5. Undertakes a review of the existing individual Performance Management System, ensuring the system is capable of translating Company plan strategies and the desired cultural values into the personal goals and competences of staff.

Organizational Performance
.1. Develops an organizational strategy to implement the new performance management framework model having regard to:
• Vision
• Resources
• Accountability
• Change management process and education, while creating a complementing culture committed to Organizational Performance
2. Using internal consultancy, mentoring and a hands-on approach, facilitates the implementation of the Organizational Performance framework. Including:
• Benchmarking strategy and technical advice
• Consultation plan development and advice
• Advisory services in reviewing activities
• Review content and documentation advice
• Advice on suitability of performance indicators and proposed improvement activities

3. Supports managers and coordinators seeking to investigate causes of poor service delivery and in developing and implementing actions for improving service performance.

Policies and Procedures

1. Prepares regular management reports on organization development initiatives, policies and program implementation.
2. Ensures that organizational policies, practices and procedures are developed, implemented and maintained ensuring legal compliance in the following areas :

• Recruitment, Selection and Placement of Personnel
• Performance Management
• Occupational Health and Safety
• Corporate Planning
• Organizational Performance Management Framework
• Salary Administration
• Learning and Development

Salary Administration

1. Advises and implements reward and recognition initiatives that will reduce employee turnover and reward high performing staff.
2. Researches and advises on remuneration trends and practices that will assist Company to retain and attract quality staff.

HR Management
1. Develops, implements and promotes effective communication channels between staff, managers and the organization development customers.
2. Monitors and reports on human resource management strategies and the organizational climate through the use of strategic human resource measures.
3. Develops, implements, promotes, monitors and revises human resource policies and procedures.

AS ADMIN DEPARTMENT HEAD
1. Oversees all building related maintenance and constructions.
2. Manage the procurement of all non-trade items necessary for business operations including fixed assets, supplies, tools and equipment.
3. Supervises the IT personnel in handling IT related concerns including purchasing and installation IT related equipments, tools, gadgets , CCTV and internet connection.
4. Monitors utilities expenses such as electric, water, phone, including fleet card and RFID consumption. Determines areas for improvement if deem necessary.
5. Ensures timely processing of business permits and other government mandated requirements such as Philgeps, Insurance etc.
6. Act as coordinator of BOSH and OSH in-charge for the company.
7. Handles the security and utility personnel of the company.

AS CUSTOMER RELATIONS HEAD
1. Reviews existing customer databases and prepares analysis as to completeness, accuracy and timeliness. Results of the analysis will provide guidance in campaign selection as well as ensure deliver-ability of promotional/informational messages to target segment.
2. Conceptualizes and manage a wide range of customer acquisition and retention initiatives. This includes research, preparation of proposals, overseeing program requisites and ensuring successful execution.
3. Identifies variety of channels to reach existing and new clients including mobile communications, email and direct mail.
4. Analyzes campaign outcomes in detail, drawing insights on strengths and weaknesses to enable improved execution.
5. Participates in a variety of special projects as instructed by the Chairman or the Executive Committee, including review of existing data systems or process improvements, new retention strategies or joint projects with other departments/units, concentrating on campaigns aimed at improving customer lifetime value.
6. Performs researches on competitor practices, continually reviews emerging customer communication trends and monitors relationship marketing developments.