HR Specialist

ROLE AND RESPONSIBILITIES:

1. RECRUITMENT, PLACEMENT, AND HIRING

1. Conducts structure and staffing review to identify the needs for placement in the operations per division
2. Identifies the strategic recruitment programs that will appropriate the completion of manpower requirements
3. Develops and implements recruitment activities on a regular basis to build a strong talent pipeline/pooling for the operations
4. Conducts analysis and evaluation of implemented recruitment programs to identify its success and opportunities for improvement
5. Performs pre-screening of candidates to undergo the selection process:
6. Resume/ CV screening

ii. Initial Interview

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

1. Referral to medical testing vi. Endorsement for requirements completion
2. Serves to be the local administrator of the Online Testing Sub-Account facility
3. Sole handler of the sub-account access code

ii. Creates candidate profile for testing and information database

1. Prepares documentation of candidates whom have been in the process of selection and placement
2. Submits monthly report on recruitment activities to the Distributor Owner

1. TRAINING

1. Prepares documentation of employees endorsed for training
2. Organizes and conducts pre-orientation for new hires
3. Company Profile

ii. Principal Profile

iii. Job Description and Expectations

1. 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.
2. Conducts validation-evaluation of training program to employees through feedback system
3. Conducts training needs analysis to identify other training requirements that may be essential to improve productivity and efficiency
4. Recommends implementation of training programs to the Distributor Owner
5. Conducts pre-training and post-training evaluation to identify effectiveness of implemented training activities and programs
6. 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

1. Assists the Administrative Personnel/ Accounting in processing payroll through daily time-keeping of employee attendance
2. Records and monitors leave credits used and unused by employees
3. Coordinates with PhilHealth, SSS, Pag-Ibig and other government agencies to avail government-employee benefits.
4. Conduct job and salary analysis to ensure that the company remains at par with the existing requirements and external competition
5. Creates and develops rewards program that may help boost employee’s motivation and commitment to perform based on required productivity standards
6. Prepares documentation of recommendations for recognition through additional rewards upon endorsement of the department head.

1. EMPLOYEE ENGAGEMENT

1. Assist Distributor Owner/ Administrative or HR Manager/ Operations Manager/ Distributor Sales Supervisor for the effective and responsibilities. efficient discharge of duties and
2. 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
3. Coordinates with various departments with regards to the issues and concerns as raised by employees.
4. Acts as the head of the grievance committee, coordinating with supervisors, and management on the execution of due process in handling grievance complaints
5. Prepares and issues memorandums as required to address issues and concerns that pertains to resolve specific incidents as reported by employees or management.
6. Develops and implements programs that will build a high level of discipline and engagement among its employees
7. Coordinates to Department of Labor and Employment on the alignment of General Labor Standards as prescribed by the Labor Code.

1. OTHER ADMINISTRATIVE DUTIES

1. Prepares and submits monthly HR Report Update to the Distributor Owner
2. Recruitment and Hiring Updates

ii. Attrition Updates

iii. Training Status

1. Perform routine clerical work such as filing, typing, sorting of inter-office documentations and reports, as well as outgoing and incoming correspondences
2. Conducts regular updates on the 201 file of employees
3. Takes charge of the monthly requisition for office supplies of the department.

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.