HR Manager

The HR Manager partners with management to drive employee engagement and organizational effectiveness in a highly regulated and performance-driven environment.

Responsibilities:

1. Recruitment and Staffing

• Lead the end-to-end recruitment process for key positions across branches and departments.
• Develop strategies to attract candidates with finance, accounting, and customer service backgrounds.
• Coordinate manpower planning with department heads to ensure operational efficiency and timely placement of staff.

1. Employee Relations and Engagement

• Foster a positive and compliant workplace culture that aligns with the company’s values of trust and accountability.
• Manage employee relations cases, investigations, and disciplinary actions in accordance with labor laws.
• Plan and oversee employee engagement activities and recognition programs to strengthen morale and retention.

1. Performance Management

• Implement and monitor performance evaluation systems for both head office and branch personnel.
• Work closely with management to set clear KPIs and performance improvement plans.
• Provide coaching and feedback to supervisors and managers on handling performance issues fairly and effectively.

1. Compensation, Benefits, and Payroll Coordination

• Oversee payroll processing and ensure accurate and timely remittance of government-mandated benefits.
• Evaluate compensation structures and recommend adjustments to maintain internal equity and market competitiveness.
• Ensure compliance with DOLE, SSS, PhilHealth, Pag-IBIG, and BIR requirements.

1. Training and Development

• Identify skill gaps and coordinate training programs that enhance compliance, customer service, and financial literacy.
• Support leadership and behavioral development programs for supervisors and future leaders.

1. HR Policies and Compliance

• Develop, implement, and enforce HR policies consistent with company standards and labor regulations.
• Ensure the company’s HR practices comply with all applicable government laws and industry standards.
• Maintain confidential and up-to-date employee records and reports.

1. Strategic HR Partnership

• Collaborate with management in organizational planning and succession management.
• Provide data-driven insights on turnover, manpower utilization, and employee engagement trends.
• Lead HR projects that support business growth, process efficiency, and culture-building.

Qualifications:

• Bachelor’s Degree in Human Resource Management, Psychology, Business Administration, or related course.
• At least 5 years of solid HR experience, with 2 years or more in a supervisory or managerial capacity, preferably in the finance, banking, or lending industry.
• In-depth knowledge of Philippine Labor Laws, HR policies, and HRIS systems.
• Excellent interpersonal, communication, and leadership skills.
• Strong integrity, confidentiality, and analytical mindset.
• HR Certifications (CHRP, CHRM, or equivalent) are an advantage.
• Experience handling multiple branches or provincial operations.
• Background in compliance and audit support related to HR and labor standards.