HR Site Head

Overview

Job Objective/s

The HR Site Head leads the HR and Health Services department of the Panay site which covers IIoiIo, Aklan and Mindoro.

The position is responsible for managing the HR department and in leading and driving HR and Health programs primarily focusing on compensation and benefits and organization development programs such as succession planning and employee engagement, organizational competency build-up, performance management, policy implementation, and employee/labor relations.

Specific Duties & Responsibilities

Human Resources Management

• Manages the department through the establishment of proper work flow and processes; ensures each team member is aware of his/her role and work program, monitors performance
• Provides coaching and mentoring to HR and Health team members
• Provides regular feedback sessions to continuously hone them to become more effective team member
• Identifies strengths of team members and exposes them to relevant and significant experiences/roles as part of career development and pathing
• Implements change management initiatives as directed by the HR Operations Head; also applies continuous improvement measures (those related to people processes) as a means of reinforcing a culture of organizational excellence
• Drives the following initiatives:
• • Executive and Management Development Programs
  • Employee Forums and Feedback Sessions
• Performance and Employee Management
• • Performance Appraisal/Evaluation — conducts reiteration sessions and enforces the proper employee evaluation process at the sites; ensures that accurate data related to PMS is transmitted to the Corporate office as bases of rewards and recognition
  • Selection, Promotion and Rewards Committee
  • Site Investigating Committee — enforces the Company\'s Employee standards of conduct and observes due process in the implementation of the Company\'s Code of Discipline
• Strengthens and continuously puts into practice the organization\'s vision, mission and values as part of building/transforming the organizational culture
• Vision/Mission & Values embedding and sustainability programs
• New Employee onboarding program
• Other employee programs

As part of Organization Development: Emplovee Relations/Labor Relations

• Implements effective Employee/Labor Relations programs which promote employee engagement, employee productivity and efficiency, values-driven people programs with the end objective of fostering an environment of collaboration and synergy
• Benchmarks and aligns ER/LR programs with Cebu site
• Serves as Management\'s partner in the implementation of major people initiatives
• Drives health and wellness programs
• Clinic Management
• Regular employee wellness programs/events focusing on prevention

Talent Management

1. Drives the site\'s selection process to address current and future talent needs based on approved business plans/tables of organizations. Also reviews the contractual headcount or non-core manpower requirements and conducts periodic rationalization to ensure that manning conditions and requirements are anchored on mid-term/long-term strategic plans.

• Ensures that the most qualified candidates are hired within the required timeline (fill-in cycle) and are in accordance with the 3 major selection criteria such as job/technical fit, organizational fit and motivational fit in general.
• Maintains an adequate pool of potential external and internal candidates to hasten closure and placement of manpower requirements
• Employs both traditional and non-traditional hiring strategies and conducts benchmarking activities to remain competitive
• Ensures compliance to labor laws\' observes due process

1. Regularly conducts manpower review sessions with the Department Heads to ensure manpower optimization and compliance with approved T.0./organizational structures and labor requirements (compliance)
2. Provides the Corporate HRAT Head with data on Internal Labor Market, as required

As part of Policy Implementation: Compensation and Benefits

• Ensures the effective implementation of the organization\'s compensation and benefits policies
• Recommends compensation and benefits improvement measures as appropriate
• Explains to the employees the organization\'s compensation and benefits policy when there are queries — most especially during promotions, merit increases, rewards/bonuses

OTHERS

1. Participates in and supports organizational-wide business excellence initiatives — specifically the IMS/QMS and ESH programs.
2. May be assigned other responsibilities from time to time

Position Requirements (Basic Qualifications)

• A graduate of BS Psychology or any related course
• Preferably with Masters degree or higher education-MBA or Masters in Psychology or HR- related specialization; specialized HR certification courses may compensate for lack of higher education
• With at least 7 years minimum total HR experience (non HR experience shall not be counted); at least 3 years (out of the total 7 years) in a supervisory or managerial function
• Work experience should be in large headcount organizations — preferably in power generation, utilities, manufacturing, oil or gas
• Must have excellent verbal and written communication skills; strong leadership skills, operates with the highest work ethic and professionalism, team player, has sense of urgency, can be effective even in an unstructured environment, can be an individual contributor as well as a people manager
• Must be proficient in Microsoft Office applications
• Areas of expertise:

1. HR Operations
2. Organization Development
3. Benefits and Compensation
4. Employee/Labor Relations
5. Talent Management- hiring, performance management, employee engagement
6. Leadership Development

• Willing to travel to Aklan and Mindoro