HR Supervisor

HR Supervisor – Employee Capability Development

Reports to: HR Head

Department: Human Resources

Location: Quezon City

The HR Supervisor – Employee Capability Development is responsible for designing, implementing, and managing programs and processes that enhance employee skills, performance, engagement, and overall work culture. The role combines both operational execution and strategic contribution, ensuring that day-to-day HR development activities are completed efficiently while driving long-term initiatives to strengthen the company’s talent base. This includes managing learning and development programs, employee engagement initiatives, performance management, and select organizational development activities. The role also supports the HR Head in aligning employee capability development strategies with the company’s vision and business goals.

1. Employee Engagement & Culture Building

· Develop and implement employee engagement programs that foster a positive and inclusive workplace.

· Organize culture-building activities that align with company values and business direction.

· Conduct employee feedback surveys, analyze results, and recommend actionable improvements.

· Partner with managers to enhance team cohesion and employee morale.

2. Learning & Development (L&D)

· Conduct training needs analysis in coordination with department heads.

· Design and deliver L&D programs that address both technical and soft skills gaps.

· Manage the full training cycle — from planning and vendor coordination to evaluation of effectiveness.

· Maintain and update training records and budget monitoring.

· Explore modern learning methods such as digital learning, peer learning, and coaching initiatives.

3. Performance Management

· Lead the implementation of the company’s performance management system.

· Coordinate goal-setting, mid-year reviews, and year-end evaluations.

· Coach managers and employees on performance improvement processes.

· Analyze performance data to inform training and talent management initiatives.

4. Talent Management

· Assist in identifying high-potential employees and developing career progression plans.

· Support succession planning efforts in collaboration with leadership.

· Manage talent profiles and ensure alignment between employee development and business needs.

5. Organizational Development (Selective Scope)

· Support initiatives that improve team structures, work processes, and internal communications.

· Participate in change management projects and facilitate team workshops when needed.

· Provide input to improve organizational efficiency and alignment with strategic goals.

6. Strategic and Administrative Support to the HR Head

· Assist in preparing strategic HR plans and proposals for capability development.

· Provide research, analytics, and benchmarking for HR programs.

· Act as second-in-command in relevant HR activities during the HR Head’s absence.

· Bachelor’s degree in Human Resources Management, Psychology, Business Administration, or related field.

· At least 4–5 years of HR experience with a focus on L&D, employee engagement, or talent management.

· Experience in performance management and HR operations is an advantage.

· Strong facilitation, communication, and project management skills.

· Adept at balancing day-to-day HR execution with strategic thinking.

· Familiarity with automotive, retail, or manufacturing industries preferred.

• Strategic Mindset – Able to see the big picture while executing detailed plans.

• Collaboration – Builds relationships and works effectively with all levels of the organization.

• Initiative – Proactively identifies opportunities to enhance employee capability.

• Adaptability – Thrives in a dynamic, hands-on work environment.

• Results-Oriented – Focused on delivering outcomes that support business goals.