HR Training and Engagement Specialist

Location: Quezon City

JOB OVERVIEW:

The HR Training and Engagement Specialist is responsible for designing, implementing, and monitoring programs that enhance employee development, organizational capability, and engagement. The role ensures that training initiatives align with business goals and that employees remain connected, motivated, and equipped to perform their roles effectively.

KEY DUTIES AND RESPONSIBILITIES:

I. KEY TASK: TRAINING AND DEVELOPMENT AND EMPLOYEE ENGAGEMENT

1. Conducts Training Needs Analysis to assess competency gaps through job analysis, Performance Appraisal reports and regular consultation with the Directors, Manager, and Officers.
2. Design and facilitate in-house training programs (e.g., soft skills, compliance, performance coaching)
3. Maintain and establish a Training Profile for each employee.
4. Monitor and review the progress of trainees through questionnaires, post-training assessments, feedback forms, and discussions with Immediate Officers.
5. Develop, recommend and periodically update training materials and learning resources. Revise the programs as necessary to adapt to changes in the work environment.
6. Develop new eLearning programs that can be accessed by employees remotely.
7. Perform continuous assessments and identify specific training areas that can be improved.
8. Prepares the necessary training reports and documents to monitor the efficiency of ever program.
9. Assess training requirements and special requests from different offices.
10. Coordinate all the training and development efforts, issues and concerns with the appropriate personnel/groups.
11. Administers the evaluation forms for the improvement of training programs.
12. Coordinate with external training providers, consultants, or partners as needed.
13. Regularly updates various training databases or trackers.
14. Responsible for the facilitation of the Psychological Testing of the employee for promotion and the applicant before deployment.
15. Provides training recommendations to address the areas for improvement/weakness of the employees or applicants based on the results of their psychological tests.
16. Keep up to date on the developments of HR Training by attending relevant courses, reading journals, and conducting research on new methodologies and technologies in workplace learning.
17. Formulates policies and programs related to training and continuing development of the employees.
18. Develop a training strategy for the organization.
19. Submit the semi-annual Training and Development Review Report.
20. Develop and maintain an annual training calendar based on capability gaps and strategic priorities.
21. Lead onboarding orientation programs for new hires and ensure successful integration in partnership with the recruitment team.

II. KEY TASK: EMPLOYEE ENGAGEMENT AND RETENTION

1. Design and execute strategic engagement programs that promote employee well-being, recognition, and alignment with company values (e.g., wellness weeks, service awards, internal campaigns).
2. Plan and implement regular employee events and touchpoints (e.g., town halls, team- building activities, pulse checks, recognition days) to foster connection and morale across teams.
3. Develop and manage an annual engagement calendar with initiatives aligned with key organizational priorities (e.g., onboarding milestones, seasonal themes, corporate social responsibility).
4. Conduct regular employee engagement surveys, analyze trends, and prepare reports with actionable insights for management and department heads.
5. Coordinate and lead focus group discussions or "listening sessions" to gather qualitative feedback from employees across all levels.
6. Track engagement metrics such as participation rates, survey scores, and retention data to evaluate the impact of engagement programs.
7. Collaborate with department heads and line managers to co-create localized engagement efforts tailored to team-specific needs.
8. Propose and manage the employee engagement budget, ensuring optimal use of funds for maximum employee impact.
9. Create and maintain an internal communication strategy for promoting engagement activities, policies, and employee success stories via newsletters, bulletin boards, or digital platforms.
10. Lead employees onboarding integration efforts, ensuring that the new hire experience—from Day 1 to 90 days drives early connection and engagement.
11. Develop a framework for employee retention programs, including stay interviews, internal mobility opportunities, peer mentoring, and exit data analysis.
12. Work closely with HR leadership to identify at-risk employees and implement proactive retention strategies such as recognition, coaching, or development planning.
13. Monitor and report on attrition trends, root causes of turnover, and recommend improvements in policy or practice to boost retention.
14. Support the development and promotion of internal recognition platforms (e.g., employee of the month, peer-to-peer awards, manager recognition toolkits).

III. KEY TASK: HIGH POTENTIAL EMPLOYEE DEVELOPMENT

1. Coordinate with HRDAO Director, HRD Supervisor, and line managers to identify high-potential talent.
2. Build and manage structured development roadmaps for high potential employees (e.g. coaching, targeted training, mentoring)
3. Track progress and engagement of high potential employees within the development pipeline.

IV. KEY TASK: PERFORMANCE SUPPORT

1. Assist in the rollout and communication of performance management tools and training.
2. Support Immediate Officers in developing Individual Development Plans for their teams.
3. Contribute to performance coaching or remedial training as part of improvement plans.

V. KEY TASK: REPORTS

TRAINING AND DEVELOPMENT

1) Annual Training Plan

2) Monthly Training Schedule

3) Post-Training Evaluation Report

4) Training Attendance Report

5) Training Completion Report

6) Training Effectiveness Report

7) Budget Utilization Report

8) Individual Development Plan Status Report (For Hi-Po or PIP)

9) Training Needs Analysis Summary

10) Compliance Training Status

11) Training ROI Summary

EMPLOYEE ENGAGEMENT AND RETENTION

1) Employee Engagement Survey Report

2) Pulse Survey Report

3) Engagement Action Plan Status Report

4) Employee Retention Dashboard

5) Stay Interview Summary Report

6) Exit Interview Summary Report

7) High-Potential (Hi-Po) Retention Report

8) Engagement Program Tracker

9) Annual Engagement and Culture Report

QUALIFICATIONS AND SKILLS REQUIRED

1. Bachelor Degree holder of any science or business related courses, preferably graduate of Human Resources related course.
2. At least 2–3 years of experience in HR, preferably focused on training, L&D, or employee engagement
3. Must be computer literate: Microsoft Word, Microsoft Excel, Microsoft Powerpoint, etc.
4. Displays excellent oral and written communication and presentation skills
5. Demonstrates planning, organizing, time management and decision-making skills.
6. Displays skills in motivating and inspiring people, with strong interpersonal skills.
7. Demonstrates high level of proficiency in establishing good interpersonal relationship with point persons from other departments/officers of the company.
8. Experience in facilitating training sessions and managing events or employee programs
9. Exposure to employee engagement tools or survey platforms is preferred
10. Additional certifications in Training & Development, Instructional Design, or Organizational Development are a plus

Send CV: re*********@*********

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