Head of Human Resources

The position is responsible for the drafting, implementation, development, and communication of appropriate organization and manpower planning, recruitment, selection and placement system, performance appraisal, job evaluation, wage and salary administration, benefit administrations, employee's social activities, program development, management awareness, training and development, labor negotiations, employee relations, health and safety, personnel policies, practices, and procedures. Accountable for the development and implementation of an HRD information system, manpower and succession plan; maintains sound management-labor and community relation programs.

A. Primary Functions

1. Responsible for the development and implementation of appropriate personnel policies, practices, and procedures designed to attract, motivate, and retain effective human resources.

A. Drafts company personnel policies and procedures for review and approval of the President.

B. Develops, ensures the implementation, and regularly reviews personnel policies, systems, and procedures as they affect performance, efficiency, and morale; ensures the effective communication of these.

C. Communicates and regularly reviews policies and procedures with all employees.

D. Monitors deviations or inconsistencies in the implementation of such policies and procedures with appropriate recommendations to members of management to forestall adverse effects or prevent recurrence. This also applies to government laws affecting employees and employment in general.

1. Implements activities of training and development to ensure the design, development, and execution of a systematic training and development program addressing employees' training needs that may result in effective employee performance. Enhances efficiency by improving supervisor/employee rapport through the development of training programs and operating procedures.

A. Formulates, revises, and implements policies on effective management training in the HRD area. Maintains records of training programs and participants.

B. Identifies and determines training needs and develops methods and programs to meet these needs.

D. Designs training programs by providing input in the design of the program according to the needs of the Institute and identified needs.

E. Recommends cross-job training within the Institute to maximize flexibility, efficiency, and to establish career paths for specific individuals.

F. Organizes, implements, facilitates, and evaluates training programs.

G. Conducts in-house management seminars to provide knowledge and understanding over a broad spectrum of subjects.

H. Assists management in locating potential talents and forecasting for management succession.

I. Manages the administration of compensation, salary, and benefits services. This includes insurance benefits, performance appraisals, salary reviews, review and updating of existing benefits or development of new ones.

J. Reviews policies and procedures governing salary and procedures for the initial program implementation for determining salary actions like hiring, transfers, promotions, etc.

K. Effects salary adjustments or the minimum wage established by legislation or Presidential Decree to meet current living conditions or other economic conditions.

L. Implements and directs wage and salary programs.

M. Improves and maintains incentive and indirect compensation plans.

1. Develops and ensures the implementation of manpower succession plans.
2. Establishes, monitors, and develops the implementation of an HRD information system.
3. Conducts organizational development plans, organizational analysis, structure, manpower planning, and development to provide the company with effective human resources.
4. Increases productivity of professional employees by developing and administering an extensive management-by-objective program.
5. Develops a preventive medical program to ensure the health and safety of employees.
6. Manages the operation and administration of the company's recruitment, selection, and placement system to fill authorized vacancies with qualified people. This reduces employment costs, enables more timely replacements, and improves the caliber of new personnel. Heavy direct search and selection for managerial, professional, and technical personnel. Established and maintained an effective recruitment system.

A. Develops policies and programs and oversees the implementation of an effective recruitment, selection, and placement program.

B. Identifies sources of applicants.

C. Recruits and interviews applicants.

D. Refers qualified candidates to various vacant positions.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred.

• Proven experience as an HR Manager or Head of HR, preferably in an educational setting.

* Experience in CBA Negotiation and LMC facilitation

• Strong knowledge of labor laws, regulations, and HR best practices.

• Excellent interpersonal, communication, and leadership skills.

• Ability to handle sensitive and confidential information with discretion.

• Proficiency in HR software and Microsoft Office Suite.

• Strong organizational and problem-solving abilities.