Head, Human Capital Management

Qualifications:

• Preferably with 10+ years of experience as an HR Manager or in a similar leadership role
• MBA or Juris Doctor background an advantage; must be adept in Philippine Labor Laws
• Proven experience in the technology industry or related fields

• Broad exposure and hands-on expertise across key HR functions, including:

• Talent Acquisition and Talent Management

• Learning and Development
• Total Rewards and Compensation
• Employee Relations and Labor Compliance
• HR Administration and Policy Development

Job Description:

TALENT ACQUISITION

• Fills in positions at least days from receipt of the Personnel Requisition Form (PRF) and coordinates the hiring efforts with managers responsible for making the selection of candidates.

• Follows the hiring of the right people at the right time and at the right position.

• Monitors update of JD, KRA, Exams, and Employment Contracts.

• Keeps track and monitors attrition rate every month. Ensures that the Recruitment Team is using a proper tool to monitor the turnover rate.

• Introduces programs that will reduce attrition rate of the company.

COMPENSATION AND BENEFITS

• Ensures compensation and benefits plans are cost-effective and competitive.

• Researches compensation trends and reviews compensation surveys.

• Provides reports and recommendations on the comparison of benefits and compensation plans, job classifications, and salaries through data.

• Evaluates compensation policies.

• Monitors government regulations, legislation, and benefits trends.

• Works with heads to develop employee promotion and retention strategies.

PERFORMANCE ANALYSIS

• Ensures that individual and team productivity targets of the business units are achieved by reviewing performance and identifying necessary interventions.

• Reviews the summary of employees' ratings for the CEO's approval for implementation of the bonuses/salary increases.

• Maintains complete and up to date employees' performance records for efficient performance tracking, especially for non-regular employees.

• Oversees and manages a performance appraisal system that drives high performance and reliable rating skills that is aligned with the yearly target and performance output.

ORGANIZATIONAL DEVELOPMENT/ SUCCESSION PLANNING

• Develops and implements HR strategies and initiatives aligned with the overall business strategy in the short, medium and long term.

• Develops workforce skills assessment and productivity tools so that individual output can be measured in numbers aligned with the short, medium and long term business plan.

• Supports current and future business needs through the development, engagement, motivation and preservation of human capital.

• Consults with various departments to identify and solve issues on organizational effectiveness, designs instructional or performance-based interventions and implements work group intervention strategies.

• Develops continuous process improvements to enhance organizational effectiveness.

EMPLOYEE RELATIONS AND DISCIPLINE

• Provides guidance and counseling to employees.

• Enforces company's rules and regulations.

• Bridges management and employee relations by addressing demands, grievances or other issues.

STAKEHOLDER MANAGEMENT

• Responsible for aligning business objectives with management and employees and is the link between Human Capital Management and the business operations.

• Ensures compliance of assigned business units to all Human Capital programs and initiatives.

• Consults with (a) lines of business to ensure functional services are aligned with the business requirements and corporate policies, (b) business leaders to ensure outcomes and implementations are aligned with intended plans and design, and (c) third-party entities such as vendors, government, etc., if applicable.

PEOPLE MANAGEMENT

• Supervises the Human Capital Management team to achieve business goals.

• Makes staffing decisions including hiring, training, performance evaluation, and retention of assigned personnel.