People and Culture Manager

Position Overview:

The People & Culture Manager is responsible for leading initiatives that strengthen organizational culture, build workforce capabilities, and ensure employee engagement, compliance, and fair treatment. This role ensures the complete, accurate, and timely execution of programs covering learning and development, performance management, engagement activities, and employee relations. The manager partners with leaders to align people strategies with business objectives while safeguarding compliance with policies and labor standards.

Duties and Responsibilities:

Learning & Development

• Approve annual training calendar and ensure training programs are delivered on schedule.
• Monitor design and delivery of training by L&D Specialists, ensuring content quality and relevance.
• Track training completion and effectiveness through evaluations and ROI analysis.
• Oversee culture-building initiatives led by the Learning & Culture Supervisor, ensuring alignment with company values.

Performance Management

• Manage the overall performance management cycle (goal-setting, mid-year reviews, annual appraisals).
• Ensure supervisors and managers are trained and guided in conducting performance evaluations.
• Consolidate performance data for reporting, calibration, and succession planning purposes.
• Review improvement plans and development interventions for underperforming employees.

Engagement & Employee Experience

• Lead engagement programs and feedback, ensuring initiatives are data-driven and outcomes are measurable.
• Partner with leaders to improve retention, satisfaction, and the employee experience.
• Ensure recognition programs are delivered consistently and effectively across the organization.

Employee Relations / Compliance

• Review and approve disciplinary notices and investigation reports prepared by the ER Specialist.
• Ensure all disciplinary cases are processed accurately, fairly, and within prescribed timelines.
• Oversee grievance handling to ensure impartiality and compliance with due process.
• Track case trends and recommend policy changes or preventive actions to reduce recurrence.

Reporting, KPI Tracking & Collaboration

• Consolidate weekly and monthly reports covering training metrics, engagement participation, performance compliance, and ER cases.
• Ensure supervised staff and supervisors are on track with their individual KPIs and address gaps promptly.
• Present KPI status and functional performance updates to the HR Director with accuracy and timeliness.
• Collaborate with the People Operations Manager to align talent development initiatives with recruitment, benefits, and operational HR services.
• Ensure smooth handoff of employee cases that cross between People & Culture and People Operations (e.g., new hire onboarding training, benefit-related grievances).

Other Tasks:

• Perform other duties and responsibilities that may be assigned by the HR Leaders or Management as needed in support of departmental and organizational goals.

Qualifications

• Bachelor's degree in Human Resources, Psychology, Business Administration, or related field (Master's preferred).
• At least 5-7 years of progressive HR experience, with solid exposure to L&D, Performance Management, Engagement, and Employee Relations.
• Minimum 2 years of supervisory or managerial experience.
• Strong understanding of labor laws, disciplinary processes, and HR best practices.
• Excellent leadership, communication, and analytical skills.
• Proven ability to manage multiple projects with accuracy and timeliness.
• Proficiency in payroll systems (e.g., Sprout) and MS Excel.
• Proficiency in G Suite and communication apps (e.g., Telegram, Viber).

Key Competencies:

• Confidentiality and Discretion
• Time Management and Prioritization
• Analytical and Problem-Solving Skills
• Communication and Coordination Skills
• Compliance and Documentation Accuracy