[ref. t08771904] HR Strategy Lead – Employee Relations, Engagement & Total Rewards

The SME will also lead engagement initiatives, employer branding, and compensation benchmarking, while ensuring all reports, policies, and analytics are accurate and timely.

What is career growth for this position?

This track is ideal for HR professionals who want to transition from subject-matter expert to people leader or client account owner. Growth may look like:

• HR Operations Manager / HR Improvement Manager – overseeing multiple HR processes or client accounts, leading HR Generalists, ensuring consistency and compliance in execution.
• HR Manager / HR Business Partner – driving strategic workforce planning, implementing frameworks, and supporting organizational development across business units.
• Client Account Manager for HR Services – directly handling client relationships, ensuring satisfaction, and growing account value through solutions-based recommendations.

This role is an excellent stepping stone for mastering HR service delivery while sharpening client-facing and strategic HR skills.

• Serve as main POC for Employee Orientation and ER concerns.
• Handle employee issues, IRs, NTEs, and NODs in line with company policies and due process.
• Conduct employee engagement surveys and drive initiatives anchored on the company’s 11 core values.
• Develop and implement an Employer Branding Strategy.
• Lead employee engagement events and morale-boosting activities.
• Provide recommendations to clients based on engagement data and ER trends.

• Administer statutory benefits (SSS, PhilHealth, Pag-IBIG) and company-initiated benefits.
• Manage timekeeping, payroll, and leave administration.
• Conduct salary benchmarking and recommend adjustments to ensure competitiveness.
• Submit quarterly compensation reports with HR analytics insights.
• Review and update policies and employee handbooks.
• Recommend compensation strategies or benefit enhancements to clients as value-add solutions.

• Weekly: Employee Masterlist, Open Positions, Separation Status, Employee Concerns, IR/NTE/NOD Summary, Policy Updates, Ticket Monitoring, Pending Tasks.
• Monthly: Changes & Developments, Timekeeping, Attendance, BCP Reports.
• Quarterly: Compensation Reports, Engagement Updates.
• Analyze HR data to provide insights and actionable recommendations to management and clients.

• Maintain accurate employee records and ensure DOLE compliance.
• Oversee separation and offboarding, ensuring compliance and smooth transition.
• Ensure data privacy and confidentiality of all records.

• Guide and support HR Generalists, reviewing and validating their work.
• Identify and resolve process gaps through improvements or new process creation.
• Ensure changes are completed within the deadline from concept to closure.
• Monitor adoption and effectiveness of improvements, ensuring 100% delivery of intended business value.
• Maintain complete documentation including SOPs, KPIs, process maps, RACI charts, policy manuals, and training guidelines.
• Gather stakeholder feedback to measure rollout effectiveness.
• Identify trends in ER, CnB, or engagement data and recommend client-facing solutions that both improve client outcomes and create opportunities for additional services.

Minimum qualifications:

• Bachelor’s degree in Human Resource Management, Psychology, Business Administration, Management, or any related field.
• At least 5 years HR experience with a focus on Employee Relations, Compensation & Benefits, or Engagement.
• At least 3 years HR operations, with a strong background in process improvement, documentation, or workflow enhancement.
• Proven ability to implement an HR process, policy, or system from scratch
• Hands-on experience in payroll administration, statutory benefits, and leave administration.
• Strong understanding of DOLE regulations and compliance requirements.
• Analytical skills to interpret HR data and produce reports.
• Effective communicator and facilitator, with the ability to engage clients and internal teams.
• Experience in client engagement and recommending HR value-add solutions.

Preferred qualifications:

• Background in HR analytics and use of dashboards, trackers, and reporting tools.
• Experience in employer branding and engagement program design.
• Familiarity with compensation benchmarking and total rewards strategy.
• Knowledge of drafting or revising employee handbooks and policies.
• Six Sigma or equivalent process improvement training.
• Experience in shared services or cross-departmental HR operations.

• Birthday Gift
• Training and Development Programs
• Unlimited Career advancement opportunities
• Health Care Plan (HMO) with Dental and Vision upon regularization
• Group Life and Accident Insurance upon regularization
• Sick and Vacation Leave upon regularization. Unused sick leave credits are convertible to cash.
• Bereavement Leave of 3 days upon regularization
• Healthy and Encouraging Work Environment
• 13th Month Pay as mandated by the Philippine Government
• Government Mandated Benefits (SSS,PHIC and Pag-ibig)