Director of Human Resources

PURPOSE

The Director of Human Resources is also responsible for leading the Human Resources Department and ensuring operational excellence in the people processes of the company.

SCOPE OF WORK

1. Conduct periodic organizational diagnosis to determine the evolving human resources needs of the company.
2. Design strategic human resources initiatives and projects and create implementation plans based on the needs of the Company.
3. Provide guidance to the CEO and members of the Executive Committee on matters involving people and human resources.
4. Design human resources strategies aligned with the business needs of the company.
5. Handle organizational development and talent management strategy creation and implementation.

1. Design the Talent Attraction & Acquisition strategy of the company
2. Leads the design and implementation of Employer Branding processes and initiatives
3. Evaluate the Employer Branding tactical implementation plan designed by the Human Resources Manager
4. Evaluate the Talent Acquisition tactical implementation plan designed by the Human Resources Manager
5. Monitors Talent Acquisition activities and ensures that the talent requirements of the company are fulfilled
6. Evaluate and revise processes, guidelines, and policies related to Talent Acquisition as needed
7. Conducts initial assessment of candidates for director-level and above jobs
8. Provides hiring perspective on the selection of candidates for director-level and above jobs.

1. Design the Talent Development strategy of the company.
2. Lead the design and implementation of Employer Branding processes and initiatives
3. Design the succession planning process and policy of the company
4. Review the result of the org-wide training needs analysis
5. Review the designed functional learning pathways of the company
6. Partner with the departments to create and implement the training plan
7. Evaluate the post-training assessment
8. Prepare training budget justification

1. Design the salary and benefits structure of the company.
2. Monitor the company’s labor budget and provide necessary recommendations to Management in its handling
3. Evaluate the feasibility of adapting the recommendations of the studies and proposals on salary and benefits.
4. Review and verify the bi-monthly payroll notice before forwarding it to the CFO and CEO for approval and release.

1. Design the company’s code of conduct, which covers expected behaviors and conduct of employees, the discipline process, and progressive correction.
2. Ensure that the implementation of the discipline process is followed accordingly and within the labor standards.
3. Implement the discipline process and the corresponding correction accordingly.
4. Handle escalated employee grievances by the Human Resources Manager.
5. Handle critical employee concerns and investigations.
6. Ensure the company complies with labor laws and regulations, including fair labor practices, compliance reports, processes, occupational safety and health, among others.
7. Represent the company at labor conferences.

1. Design the employee engagement framework of the company.
2. Assess the engagement activities proposed and approve accordingly.
3. Ensure that the engagement score of the company is within the target range.
4. Lead programs that boost the engagement score of the company.
5. Manage the company's attrition rate through engagement activities, programs, and partnering with department heads and leaders.
6. Design employee experience improvement initiatives to increase employee satisfaction and engagement
7. Drive culture-building programs that align employee behavior and employee identity with the vision and mission of the company.

1. Write internal communication for employees of the Company.
2. Handle the management of the HR Information System and other related technologies of the Company.
3. Design the conceptual features, functions, and interface of the HR Information System
4. Partner with the Information Technology Team and/or partners of the Company handling development in implementing changes in the system and addressing system concerns of the users.

1. Manage talents to achieve targets and goals that are aligned with the business objectives.
2. Motivate talents and ensure that employee morale and employee engagement within the assigned team/s are high.
3. Handle the performance management of each talent assigned and conduct performance conversations, which include coaching and mentoring.
4. Manage the development of the assigned talent/s by ensuring that performance gaps are addressed through proper interventions, such as training and performance conversations, and that rewards and promotion recommendations are implemented.
5. Propose the training requirements of the assigned talent/s to human resources.
6. Handle employee conversations and grievance management.
7. Act as the representative of Management during change management initiatives, communication with staff, and discussions, among others, ensuring objective alignment of information and promoting the interest of the Company.

ANALOGOUS TASKS

Handle other tasks and responsibilities analogous to the purpose and reasonable expectations of the job assigned by the immediate superior.

QUALIFICATIONS

• At least ten (10) years of experience in Human Resources (HR) with demonstrated experience in all facets of HR, including recruitment, training and development, employee relations, employee engagement, compensation and benefits, among others.
• At least five (5) years of experience in strategic business partnering or corporate planning.
• At least five (5) years of experience in leading a team.
• Must have at least five (5) years of experience in business review, planning, and project implementation
• Must have at least five (5) years of experience in project management.
• Must have a bachelor’s degree in Psychology, Human Resources, Sociology, or other related studies.
• A graduate with a master’s degree in Psychology, Organizational Psychology, Business Administration, or other related studies is desirable but not required.
• Certifications from reputable assessing organizations and expert groups are desirable but not required.

• Expert level in Strategic Human Resources
• Expert level in Talent Acquisition and Employer Branding
• Expert level in Talent Development
• Expert level in Talent Management
• Expert level in Compensation and Benefits
• Expert level in the Philippine Labor Code
• Expert level in Employee Engagement and Grievance Management
• Expert level in People Management
• Expert level in change management
• Expert level in Planning and Project Management
• Advanced level in Data Analytics
• Advanced level in Business Management
• Advanced level in Risk Management
• Advanced level in Business Continuity Planning