Human Resources Specialist

ROLE AND RESPONSIBILITIES:

1. RECRUITMENT, PLACEMENT, AND HIRING

a. Conducts structure and staffing review to identify the needs for placement in the operations per division

b. Identifies the strategic recruitment programs that will appropriate the completion of manpower requirements

c. Develops and implements recruitment activities on a regular basis to build a strong talent pipeline/pooling for the operations

d. Conducts analysis and evaluation of implemented recruitment programs to identify its success and opportunities for improvement

e. Performs pre-screening of candidates to undergo the selection process:

i. Resume/ CV screening

ii. Initial Interview

iii. Psychometric testing (online exams/ paper-and-pen)

iv. Endorsement for departmental-final interview

v. Referral to medical testing vi. Endorsement for requirements completion

f. Serves to be the local administrator of the Online Testing Sub-Account facility

i. Sole handler of the sub-account access code

ii. Creates candidate profile for testing and information database

iii. Generate and view exam results for interpretation and reference for job matching

g. Prepares documentation of candidates whom have been in the process of selection and placement

h. Submits monthly report on recruitment activities to the Distributor Owner

1. TRAINING

a. Prepares documentation of employees endorsed for training

b. Organizes and conducts pre-orientation for new hires

i. Company Profile

ii. Principal Profile

iii. Job Description and Expectations

iv. Company Policies and Code of Conduct

c. Coordinates with operations manager (OM), sales supervisor (DSS), or any department heads on the endorsement of a new hiree for hands-on training, and other related activities.

d. Conducts validation-evaluation of training program to employees through feedback system

e. Conducts training needs analysis to identify other training requirements that may be essential to improve productivity and efficiency

f. Recommends implementation of training programs to the Distributor Owner

g. Conducts pre-training and post-training evaluation to identify effectiveness of implemented training activities and programs

h. Submits monthly training update report to the Distributor Owner

1. PERFORMANCE MANAGEMENT a. Prepares documentations to facilitate quarterly evaluation of employees b. Coordinates with the departmental heads of the evaluation schedule of employees c. Tracks and monitors performance of probationary employees d. Communicates result of evaluation to employees, with the corresponding action steps. e. Submits and presents team performance standing with the departmental heads to the distributor owner. f. Submits recommendation and/or endorsement notice to distributor owner for approval.

2. RECOGNITION AND REWARDS

a. Assists the Administrative Personnel/ Accounting in processing payroll through daily time-keeping of employee attendance

b. Records and monitors leave credits used and unused by employees

c. Coordinates with PhilHealth, SSS, Pag-Ibig and other government agencies to avail government-employee benefits.

d. Conduct job and salary analysis to ensure that the company remains at par with the existing requirements and external competition

e. Creates and develops rewards program that may help boost employee's motivation and commitment to perform based on required productivity standards

f. Prepares documentation of recommendations for recognition through additional rewards upon endorsement of the department head.

1. EMPLOYEE ENGAGEMENT

a. Assist Distributor Owner/ Administrative or HR Manager/ Operations Manager/ Distributor Sales Supervisor for the effective and responsibilities. efficient discharge of duties and

b. Assists the distributor management in developing and cascading or the distributor policies, rules and regulations and code of discipline of the organizations to the employees

c. Coordinates with various departments with regards to the issues and concerns as raised by employees.

d. Acts as the head of the grievance committee, coordinating with supervisors, and management on the execution of due process in handling grievance complaints

e. Prepares and issues memorandums as required to address issues and concerns that pertains to resolve specific incidents as reported by employees or management.

f. Develops and implements programs that will build a high level of discipline and engagement among its employees

g. Coordinates to Department of Labor and Employment on the alignment of General Labor Standards as prescribed by the Labor Code.

1. OTHER ADMINISTRATIVE DUTIES

a. Prepares and submits monthly HR Report Update to the Distributor Owner

i. Recruitment and Hiring Updates

ii. Attrition Updates

iii. Training Status

iv. Performance Achievement per team

b. Perform routine clerical work such as filing, typing, sorting of inter-office documentations and reports, as well as outgoing and incoming correspondences

c. Conducts regular updates on the 201 file of employees

d. Takes charge of the monthly requisition for office supplies of the department.

SKILLS REQUIREMENTS:

1. Job Knowledge - Understands the nature and details of his works as well as related tasks assigned to him. Understands the importance of hiring the right people to achieve operational efficiency.

2. Planning and Organizing – Proactive in planning, program development, and organizational analysis. Knows how to set clear and challenging goals, objectives and priorities. Organizes and prioritizes work for effective use of resources (i.e., manpower, time, materials, and equipment) to avoid wasteful practices.

3. Leadership through:    Communication – Communicates ideas/information clearly and in writing.  credibly, listens with empathy; and report activities orally or  Coordination – Provides concerned parties with relevant information. Conducts necessary follow-through.  Motivation – Manages, appraises, develops, and energizes people towards achieving results by fair judgment and discipline 

4. Creativity/Initiative/Innovation - Able to creatively develop ideas and programs that can assist the continuous growth of employees' knowledge, skills and abilities, that can further enhance their motivation and drive to achieve greater heights. Continuously seeks self-development and learning opportunities. words

5. Professionalism - Demonstrates honesty and integrity in all his and deeds; manages confidential/sensitive information/materials strictly and wisely. Adheres to company values and policies at all times.

6. Credibility - He/ She shall uphold strict discipline in keeping and treating the documents and records with honesty and confidentiality. He/ She shall report all HR-related concerns to superiors at all times, to ensure that it will be validated and corrected based on the existing guidelines.

7. Maturity - Acknowledges his strengths & weaknesses, willing to challenge both, and be able to use and maximize them in achieving results. Shows courage to express one's feelings and convictions, while being sensitive to other's feeling and convictions. Ability to transcend from personal and work related stresses and pressures to a productive and motivated individual.

KEY PERFORMANCE INDICATORS:

1. Recruitment Effectiveness – gather a sufficient count of candidates that will secure a high yield rate in hiring, based on previous statistical bases, and strategic implementation of recruitment activities

2. Manpower Requirement Monitoring – ensures up-to-date status of manpower deployed in the distribution operations.

3. Road Map Implementation – secures up-to-date documentation and status of employees under road map training program; to fast track their development and confirmation to positions they are trained for.

4. Training Contacts – ensures that all employees are being provided for with regular training contacts from their immediate superiors, thus enabling them to perform and achieve their objectives consistently

5. Training Feedback – identifies valid issues and concerns in improving training practices and strategies that will help build a continuous learning environment

6. Performance Management – keeps track of the team-by-team performance on a regular basis; identifying the opportunities and support needed to improve their productivity, in contribution to the overall organizational achievements.

Job Types: Full-time, Permanent

Pay: Php18, Php23,000.00 per month

Benefits:

• Health insurance
• On-site parking
• Paid training
• Promotion to permanent employee
• Staff meals provided

Ability to commute/relocate:

• Angeles City 2009 P03: Reliably commute or planning to relocate before starting work (Required)

Education:

• Bachelor's (Required)

Experience:

• Human Resources: 1 year (Required)

Willingness to travel:

• 75% (Required)

Work Location: In person