HR Strategy Lead – Employee Relations, Engagement

We are seeking a Subject Matter Expert (SME) in Employee Relations (ER), Employee Engagement, and Strategic Total Rewards (Compensation & Benefits) with HR Analytics. This role will serve as the main point of contact for ER and CnB services, overseeing employee concerns, compliance with labor laws, statutory and company-initiated benefits, payroll and leave administration, and separation processes. The SME will also lead engagement initiatives, employer branding, and compensation benchmarking, while ensuring all reports, policies, and analytics are accurate and timely. Within the first 2-6 months, what are the 2-3 most important performance goals I would expect to complete for you to consider me successful in this role? First Month (Transition and Foundation) Conduct a full audit and documentation of all existing HR operational processes under your scope — including payroll, benefits, timekeeping, ER, and separation. Establish baseline metrics for accuracy, timeliness, and compliance (data completeness, DOLE reporting, benefit processing timelines, etc.). Develop or refine process monitoring tools and dashboards to track compliance, report submission, and issue resolution. Months 2–6 (Execution and Improvement) Achieve 100% process documentation and compliance tracking for all lifecycle processes under your ownership. Deliver at least two client- or management-approved process improvement initiatives, showing measurable results in accuracy, efficiency, or employee experience. Drive timely and compliant execution of HR operational deliverables — including DOLE reports, payroll inputs, benefit administration, and offboarding — within agreed SLAs. Implement process improvement cycles using metrics such as process improvement timeliness, success rate, and client value-add (aligned with your KPI framework). Initiate at least one client-approved, value-adding solution per month that addresses identified business needs beyond the original process scope. What is career growth for this position? This role provides a clear pathway toward senior HR leadership — specifically in areas such as HR Operations Management, Total Rewards Leadership, or HR Shared Services Management. As the Process Excellence Head for Employee Lifecycle & Rewards, you’ll gain end-to-end ownership of HR systems, compliance, and continuous improvement frameworks that directly impact company-wide efficiency and employee experience. Over time, the position can evolve into a Head of HR Operations or HR Director role, expanding your leadership scope to strategic HR planning, workforce analytics, and service delivery transformation. This is an ideal role for someone who wants to combine HR expertise with process excellence and business impact. What is career growth for this position? This track is ideal for HR professionals who want to transition from subject-matter expert to people leader or client account owner. Growth may look like: HR Operations Manager / HR Improvement Manager – overseeing multiple HR processes or client accounts, leading HR Generalists, ensuring consistency and compliance in execution. HR Manager / HR Business Partner – driving strategic workforce planning, implementing frameworks, and supporting organizational development across business units. Client Account Manager for HR Services – directly handling client relationships, ensuring satisfaction, and growing account value through solutions-based recommendations. This role is an excellent stepping stone for mastering HR service delivery while sharpening client-facing and strategic HR skills. Responsibilities: Employee Relations & Engagement Serve as main POC for Employee Orientation and ER concerns. Handle employee issues, IRs, NTEs, and NODs in line with company policies and due process. Conduct employee engagement surveys and drive initiatives anchored on the company’s 11 core values. Develop and implement an Employer Branding Strategy. Lead employee engagement events and morale-boosting activities. Provide recommendations to clients based on engagement data and ER trends. Compensation & Benefits / Strategic Total Rewards Administer statutory benefits (SSS, PhilHealth, Pag-IBIG) and company-initiated benefits. Manage timekeeping, payroll, and leave administration. Conduct salary benchmarking and recommend adjustments to ensure competitiveness. Submit quarterly compensation reports with HR analytics insights. Review and update policies and employee handbooks. Recommend compensation strategies or benefit enhancements to clients as value-add solutions. HR Analytics & Reporting Weekly: Employee Masterlist, Open Positions, Separation Status, Employee Concerns, IR/NTE/NOD Summary, Policy Updates, Ticket Monitoring, Pending Tasks. Monthly: Changes & Developments, Timekeeping, Attendance, BCP Reports. Quarterly: Compensation Reports, Engagement Updates. Analyze HR data to provide insights and actionable recommendations to management and clients. Records & Compliance Maintain accurate employee records and ensure DOLE compliance. Oversee separation and offboarding, ensuring compliance and smooth transition. Ensure data privacy and confidentiality of all records. Process Improvement & Policy Development Guide and support HR Generalists, reviewing and validating their work. Identify and resolve process gaps through improvements or new process creation. Ensure changes are completed within the deadline from concept to closure. Monitor adoption and effectiveness of improvements, ensuring 100% delivery of intended business value. Maintain complete documentation including SOPs, KPIs, process maps, RACI charts, policy manuals, and training guidelines. Gather stakeholder feedback to measure rollout effectiveness. Identify trends in ER, CnB, or engagement data and recommend client-facing solutions that both improve client outcomes and create opportunities for additional services. Minimum qualifications: Bachelor’s degree in Human Resource Management, Psychology, Business Administration, Management, or any related field. At least 5 years HR experience with a focus on Employee Relations, Compensation & Benefits, or Engagement. At least 3 years HR operations, with a strong background in process improvement, documentation, or workflow enhancement. Proven ability to implement an HR process, policy, or system from scratch Hands-on experience in payroll administration, statutory benefits, and leave administration. Strong understanding of DOLE regulations and compliance requirements. Analytical skills to interpret HR data and produce reports. Effective communicator and facilitator, with the ability to engage clients and internal teams. Experience in client engagement and recommending HR value-add solutions. Preferred qualifications: Background in HR analytics and use of dashboards, trackers, and reporting tools. Experience in employer branding and engagement program design. Familiarity with compensation benchmarking and total rewards strategy. Knowledge of drafting or revising employee handbooks and policies. Six Sigma or equivalent process improvement training. Experience in shared services or cross-departmental HR operations. Benefits of the position: Birthday Gift Training and Development Programs Unlimited Career advancement opportunities Health Care Plan (HMO) with Dental and Vision upon regularization Group Life and Accident Insurance upon regularization Sick and Vacation Leave upon regularization. Unused sick leave credits are convertible to cash. Bereavement Leave of 3 days upon regularization Healthy and Encouraging Work Environment 13th Month Pay as mandated by the Philippine Government Government Mandated Benefits (SSS, PHIC and Pag-ibig) #J-18808-Ljbffr