Human Resource Head

JOB SUMMARY:

The Head of Human Resources serves as a strategic and hands-on leader responsible for driving the full spectrum of the company's Human Resources function, with a strong emphasis on Organizational Development (OD). This role is instrumental in shaping a high-performance, values-driven culture and building HR systems that support the company's rapid growth.

RESPONSIBILITIES:

I. Strategic People Management & Organizational Development (Primary Focus)

• Organizational Effectiveness: Lead and implement Organizational Development (OD) initiatives to strengthen the company's structure and performance.
• Talent Strategy: Develop and drive key talent programs, including competency frameworks, leadership development, and robust succession planning.
• Culture & Diagnostics: Conduct organizational diagnostics, climate surveys, and culture assessments, translating insights into clear, actionable strategies.
• Change Leadership: Drive effective change management plans and coach leaders through organizational transformation and strategic shifts.
• HR Strategy & Analytics: Serve as a strategic partner to leadership, aligning the people strategy with business goals. Utilize HR data and analytics (e.g., turnover, productivity, manpower planning) for informed decision-making.

II. Talent Acquisition & Workforce Planning

• Recruitment Management: Oversee the comprehensive, end-to-end recruitment and selection processes for all organizational levels.
• Employer Branding: Enhance the employer brand in alignment with TSA's values and Employee Value Proposition (EVP).
• Pipeline & Forecasting: Collaborate with department heads on workforce forecasting and the proactive development of talent pipelines.
• Hiring Excellence: Implement hiring strategies focused on speed, quality, and cultural fit to secure top talent.

III. Performance & Compensation

• Performance Management System: Design and roll out effective performance frameworks (e.g., OKRs/KPIs), coaching programs, and annual review cycles.
• Performance Culture: Partner with managers to foster a performance-driven culture linked to measurable business outcomes.
• Manager Enablement: Provide training and guidance to managers on effective feedback, coaching, and performance discussion techniques.
• Compensation & Benchmarking: Develop and maintain competitive compensation structures and incentive programs. Conduct regular benchmarking to ensure salary competitiveness and internal equity.
• Benefits Administration: Oversee benefits administration (including HMO and statutory leaves) and recommend strategic enhancements.

IV. Employee Engagement, Culture, and Compliance

• Employee Experience: Design and execute high-impact engagement programs to boost morale, drive retention, and cultivate organizational pride.
• Inclusion & Values: Lead Diversity, Equity, and Inclusion (DE&I) initiatives and embed inclusive practices throughout all HR processes.
• Culture Building: Manage internal communications and employee recognition programs that consistently reinforce company values and foster a positive, psychologically safe, and collaborative work environment.
• Employee Relations: Build a transparent, fair, and consistent approach to managing employee relations, including conflict resolution and disciplinary processes.
• Legal Compliance: Ensure strict compliance with all Philippine labor laws, statutory requirements, audits, and internal company policies.

V. HR Operations & Systems

• Process Improvement: Oversee and continuously improve HR policies, systems, and workflows to support organizational scale and efficiency.
• Operational Efficiency: Ensure smooth operational execution across core HR processes, including onboarding, offboarding, and comprehensive HRIS management.
• Documentation: Maintain proper and confidential documentation for all contracts, personnel movements, and employee files.

QUALIFICATIONS:

• The ideal candidate has 12–15 years of end-to-end HR experience with a minimum of 3–5 years in a leadership or management capacity in small to medium-sized organizations, demonstrates strong leadership capabilities, and thrives in a dynamic retail environment.
• Strong foundation in Organizational Development and a proven track record of successfully leading cultural and structural transformation.
• In-depth knowledge of Philippine labor law, regulatory compliance, and current HR best practices.
• Demonstrated ability to establish robust HR frameworks, scalable systems, and effective processes.
• Excellent proficiency in communication, leadership, and managing stakeholder relationships.

Education and Certifications:

• Bachelor's degree required in Human Resources, Psychology, Business Administration, or a closely related field. A Master's degree is preferred.
• Certifications in Organizational Development (OD), Coaching, HR Analytics, or Change Management are considered a significant advantage.

Key Competencies and Personal Attributes

• Strategic and Action-Oriented: Possesses a strategic mindset coupled with a practical, hands-on approach.
• Agility and Adaptability: Highly adaptable and agile, thriving in fast-paced environments.
• Interpersonal and Conflict Resolution: Demonstrates high emotional intelligence and strong conflict-resolution skills.
• Professionalism and Ethics: Committed to upholding the highest standards of confidentiality, integrity, and professionalism.