HR Manager

Responsible for the planning and execution of HR initiatives within the organization. Specifically, the incumbent shall manage the following areas: recruitment and hiring, personnel relations, training and development, and wage and salary administration.

Major Responsibilities:

1. Formulates personnel policies, company rules and regulation; and ensures their proper enforcement.
2. Dispenses management action relating to employee's performance such as recognition for exemplary work and disciplinary action as may deemed appropriate.
3. Counsel employees on work-related and other concerns that affect job performance.
4. Represents management at labor-related meetings and hearings to include LMC negotiations, labor cases and employee grievances.
5. Processes various personnel administrative matters to include leaves, cash advances, SSS, PhilHealth, and HDMF.
6. Formulates and implements efficient personnel sourcing, screening, and hiring procedures.
7. Formulates and implements performance appraisal system.
8. Consults with functional managers to determine key development needs of employees and managers.
9. Develops and implements training programs in response to identified needs of employees and managers.
10. Conducts regular evaluations of training and development activities and gives feedback to management on the results of such evaluations.
11. Develops, updates and implements programs, systems and controls related to employee's benefit availment.
12. Provides on-time delivery of various benefits and employee services.
13. Develops and updates HR filing system including 201 files.
14. Monitors and issues monthly HR report on staff punctuality, attendance, and leaves.
15. Performs other related duties and responsibilities, and special projects that may be assigned by the immediate superior.

1. Assessing the qualifications, fitness and potentials of candidates for employment.
2. Identifying, analyzing and determining appropriate actions relating to personnel performance to include recognition, disciplinary action, or termination as necessary.
3. Determining sound and responsive personnel and other administrative policies.
4. Assessing organizational and individual needs within the context of strategic business initiatives.
5. Identifying the appropriate training and development programs.
6. Evaluating and determining appropriate and reasonable wage and other compensation mechanism both in compliance with government requirements and in constant with industry standards.