People & Culture Manager

We are looking for a People & Culture Manager.  This role is both strategic and operational and will work closely with the Head of Global People & Culture, the Global Process Owners and various Global Process Professionals in their respective process expertise within the Human Experience Management department.  This role is tasked to run the local P&C operations of the Company and act as the business partner for the local management team.

We need someone who is experienced with HR end-to-end with expertise on Regulatory Compliance, People Development, Engagement and Benchmarking activities. Someone with just the right maturity level and can fit into the organization and who has worked in a Global Organization even if it was not a shared services company, but understands the Shared Services industry as that is the nature of the team.

KEY RESPONSIBILITIES

• Ensures all P&C-related services delivered to Company by the Service Delivery Operations organization (Example: payroll, sourcing and recruitment, regulatory training, routine request management, and other processes of P&C that will be delivered from the Managed Services) are meeting the Company's business objectives and continue to serve the purpose of the company and employees in a satisfactory manner and in an aligned way with the company values.
  
• Ensure the regulatory requirements for the company from a local government standpoint are met (this includes liaising with the Head of P&C Shared Services to ensure the services for P&C are meeting their KPIs and SLAs that affect compliance with regulatory requirements)
  
• Participation in personnel planning and budgeting 
  
• Induction of new employees
  
• Definition and implementation of a market-, demand- and performance-oriented compensation policy (in accordance with the group-wide remuneration model)
  
• Personnel development: Qualification management; systematic evaluation of requirements; conception, planning and execution of training and development measures; annual planning of training and consulting requirements (including contribution management and financing); development of executives
  
• Support and consultation of employees regarding labor legislation, training and further education, social security benefits etc.
  
• Management of the processes Dialog, Talent Management and Succession Planning
  
• Ensure internal communication by using all media useful for this purpose (billboards, etc.) as well as the respective methods (standard communication procedures, internal memorandums, etc)
  
• Actively manage change / support management team in managing change
  
• Working with P&C Shared Services to ensure conception and implementation of measures to enhance the employer attractiveness (employer branding) are in place.
  
• Employee release in accordance with the local legal requirements, as well as the group-wide guidelines and corporate values
  
• Representation of the company towards authorities and external employers and employee associations
  
• Representation of the company in external P&C study groups and experience groups
  
• Gathering and reporting of defined P&C key data
  
• Development and implementation of personnel management tools within the framework of the requirements defined by Corporate P&C
  
• Management of and participation in group-wide P&C projects
  
• Power User function for defined P&C systems (e.g. SAP HCM modules)
  

People Manager

• Personal and professional management of the People & Culture sector on location
  
• Optimum allocation of subordinate employees taking their respective skill sets into account
  
• Further development of subordinate employees as well as securing a functional succession planning
  

Function: P&C Manager (supporting)

• Supporting and coaching of line managers regarding all questions of personnel management, personnel allocation and personnel development
  
• Supporting and coaching of line managers regarding all questions of organizational development
  
• Implementation of corporate values
  
• Conflict management
  

Requirements

• Bachelor's degree in Psychology, Human Resources, or a related field; Master's degree preferred.
  
• At least 15 years of progressive HR experience, including 10+ years in HR leadership roles within multinational companies.
  
• Strong track record in recruitment and onboarding (local and foreign hires), including coordination with headhunters. Deep knowledge of labor legislation (local and international).
  
• Proven expertise in Payroll, Compensation & Benefits, HR operations, and compliance (PH payroll knowledge is a must).
  
• Hands-on experience in organizational development, HR projects, and change management.
  
• Strong background in surveys, HR analytics, and statistics for decision-making.
  
• Experience in conducting lectures, workshops, and training programs.
  
• Proficiency in MS Office (advanced level) and ERP systems such as SAP-HR, PeopleSoft, or similar.
  
• Excellent English communication and interpersonal skills, with ability to engage global stakeholders.
  
• Strong business management skills, strategic mindset, and problem-solving capabilities.
  
• Leadership qualities: integrity, natural authority, resilience under pressure, decision-making, and ability to lead by example.
  
• A pioneering spirit with the ability to build, nurture, and develop HR functions in a growing organization.
  
• Willing to work onsite in Santa Rosa, with potential hybrid setup after 6–12 months depending on business needs.
  

Benefits

• Company stability
  
• Guaranteed 14th month
  
• Performance Bonus
  
• Loyalty Bonus
  
• Retirement Plan
  
• Flexibility 
  
• HMO including all dependents
  
• Life Insurance​
  
• Goverment-mandate Benefits
  

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