HR Generalist
Private Advertiser Cebu Full-time
- Manage the end-to-end recruitment process, including job postings, candidate screening, interviewing, assessment, reference checks and selection.
- Coordinate and facilitate onboarding activities, including orientation sessions, documentation, systems access, and initial training, to ensure a smooth transition for new hires.
- Maintain a structured talent pipeline and regularly update the candidate database.
- Ensure job descriptions remain current and aligned with evolving business needs.
- Manage exit interviews and offboarding checklists to capture lessons learned, recover company property, and ensure a smooth separation process.
- Serve as the first point of contact for employee concerns, inquiries, grievances, and interpersonal issues, ensuring timely, fair, and confidential resolution in accordance with company policy and labor laws.
- Conduct preliminary fact-finding and coordinate with relevant stakeholders (e.g., supervisors, HR consultants) to address disciplinary cases with objectivity and due process.
- Facilitate the administration of progressive discipline procedures, including issuing notices, documentation, and coordination of hearings or clarificatory meetings when needed.
- Ensure that all employee relations and disciplinary matters are handled consistently and documented properly to mitigate legal or reputational risks.
- Promote a positive, inclusive, and respectful workplace culture through proactive employee engagement programs/initiatives such as recognition campaigns, engagement activities, wellness initiatives, and team-building events.
- Administer and analyze employee satisfaction or engagement surveys; synthesize feedback and recommend actionable improvements to enhance morale and retention.
- Support initiatives that promote the company’s culture externally (social media, job fairs) and internally (ambassador programs).
- Accurately compile and validate timekeeping and attendance data to support payroll processing.
- Monitor and track leave accruals, usage, and balances to ensure proper documentation and compliance.
- Answer employee questions about salary, deductions, taxes, and benefits.
- Coordinate with Finance or government agencies to resolve payroll or benefits issues.
- Share updates and explain compensation and benefits policies clearly.
- Administer employee benefits programs, including enrollment, claims assistance, and communication of updates for HMO, SSS, PhilHealth, Pag-IBIG, and other applicable programs.
- Support compensation benchmarking and benefits review exercises to maintain competitive packages
- Ensure full compliance with Philippine labor laws, company policies, and government regulations (e.g., DOLE, SSS, PhilHealth, Pag-IBIG, BIR).
- Assist in drafting, reviewing, updating, and implementing HR policies, employee handbooks, code of conduct, and disciplinary guidelines in alignment with best practices and legal standards.
- Roll out new policies or benefits through clear communications, Q&A sessions, and quick-reference guides.
- Monitor and promote consistent application of HR policies across departments; provide guidance to managers and employees on proper policy interpretation and implementation.
- Maintain up-to-date, accurate, and confidential employee records, contracts, clearances, and HRIS data, in compliance with data privacy and records retention policies.
- Prepare and submit compliance-related reports, documents, and certifications required by regulatory agencies or internal audits.
- Conduct regular policy orientations for new hires and refresher briefings for existing employees to ensure awareness and understanding of company rules and employee rights.
- Stay current with updates in labor laws and HR compliance requirements; recommend necessary policy adjustments and assist in implementing changes.
- Collaborate closely with department heads and team leaders to identify skills gaps, training needs, and development opportunities aligned with organizational goals.
- Coordinate, and manage comprehensive learning and development programs, including onboarding, technical skills training, soft skills workshops, leadership development, and compliance training.
- Organize all logistical aspects of training sessions—scheduling, venue arrangements, materials preparation, and communication to participants.
- Track and maintain accurate records of training attendance, participant feedback, learning outcomes, and certifications to measure program effectiveness.
- Analyze training feedback and performance data to recommend improvements and ensure continuous learning enhancement.
- Support the performance management cycle by assisting with probationary evaluations, goal-setting, and annual performance reviews to foster employee growth and accountability.
- Coordinate with external training providers, consultants, or educational institutions when specialized or advanced training is required.
- Facilitate mentoring and coaching initiatives to help employees develop key competencies and career progression plans.
- Ensure all training programs comply with legal, regulatory, and industry-specific standards.
- Generate, maintain, and distribute regular and ad-hoc HR reports, including but not limited to headcount, turnover rates, absenteeism, employee demographics, recruitment metrics, training participation, and performance data.
- Use data analytics tools to analyze workforce trends, identify potential risks (e.g., high turnover or skill gaps), and uncover opportunities for improvement in talent management and employee engagement.
- Provide actionable insights and strategic recommendations to the CEO, HR consultants, and senior management to support informed decision-making on workforce planning, succession management, and organizational development.
- Collaborate with leadership to align HR strategies with overall business goals, ensuring HR initiatives drive company growth, efficiency, and culture enhancement.
- Lead or support strategic HR projects.
- Monitor key HR performance indicators (KPIs) and develop dashboards or scorecards to communicate progress against goals clearly and effectively.
- Stay current with emerging HR trends, technologies, and best practices to continuously evolve HR strategies and contribute innovative ideas to the leadership team.
- Other HR-Related Tasks
- Perform other HR duties and special projects that may be assigned from time to time, as required by business needs and organizational priorities.
- Support cross-functional HR tasks that contribute to the overall success of the Human Capital function, even if not explicitly stated in this document.
- Travel to other Qure It branches as needed to carry out HR-related tasks such as but not limited to recruitment, onboarding, employee engagement activities, training coordination, investigations, and providing on-site HR support.
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