Human Resources Manager

About the Role

The HR Manager will lead and support the company's Human Resources objectives to contribute to the achievement of the organisation’s purpose and deliver on strategic outcomes. The HR Manager is required to effectively build the Human Resources capability of the organisation; lead and manage an effective human resources function to support management of the employee lifecycle; and contribute to broader organisational and strategic management as part of the company's Leadership Team. The position also has a key role as ambassador for organisational culture and values, ensuring they are visible, embedded and upheld.

Ideal Candidate (Must Have Requirements)

• Bachelor’s degree (Master’s degree preferred), and a minimum of 7 years of HR experience
• Thorough understanding of HR policies and procedures
• Familiarity with all aspects of HR, including compensation, recruitment, benefits, and training
• Excellent interpersonal, written and verbal communication skills are essential. Ability to lead meetings and presentations, and ability to interface with all levels of staff with tact and diplomacy
• Must be a collaborative team player, possess a strong customer service orientation, and be a consultative problem solver
• Ability to advocate for both staff and management
• Highly proactive style of work, with a demonstrated track record of developing innovative approaches
• Strong organisational and analytical skills
• Proficiency with Microsoft Word, Excel, and PowerPoint required.
• Amenable to work in our office in Davao (Robinsons Cybergate Delta, Davao City)

Tasks and Responsibilities

• STRATEGY & LEADERSHIP
  • Develop and execute the Human Resource strategy
  • Contribute to the development and achievement of medium and long-term strategy, ensuring effective inclusion of key human resource considerations
  • Read and understand the broader business environment and provide expert and informed analysis and strategic advice to ongoing operations and expected decisions
  • High-level analysis of key people data and trends in support of strategic priorities, advising an appropriate course of action as required.
• ORGANISATIONAL DEVELOPMENT, ENGAGEMENT & CULTURE
  • Contribute to the development of a robust culture through role modelling values and the behaviours that drive this culture
  • Design and lead initiatives, including research and diagnostics (e.g., annual employee engagement survey and exit interviews), to maximise the engagement of all employees and build organisational commitment to the desired culture
  • Work in partnership with Sales, Digital Marketing and Operations team on effective internal communications in support of organisational development
  • Scope, develop and lead the implementation of the Diversity & Inclusion Strategy
  • Oversee planning, budgeting, and execution of employee events and engagement activities such as social events, group activities, and other milestones. Measuring the success of activities and providing guidance to the Happiness Officer and engagement team for ongoing process improvement.
• PEOPLE DEVELOPMENT
  • Build a culture of performance across the organisation with oversight and continued development of the Performance Review & Development framework
  • In conjunction with the Executive Team, ensure all Learning and Development is strategically linked to organisational needs and aligned to performance reviews and business planning processes
  • Develop and update a sustainable learning program after the Performance Review process
  • Create a leadership development framework to maximise leadership capability and embed a coaching culture to support the delivery of strategy outcomes.
• REMUNERATION & BENEFITS
  • Ensure market-driven benchmarking and transparent annual review processes
  • Review and strengthen financial and non-financial benefits offerings
  • Ensure effective delivery and take-up of the Employee Assistance Program.
• RISK & COMPLIANCE
  • Ensure alignment and adherence with organisational quality assurance, governance policies, processes and standards and external legal and regulatory requirements
  • Informed analysis of key people risks, advising appropriate mitigation strategies in accordance with the overall risk management system
  • Ensure enabling, fit-for-purpose HR policies and procedures are developed and embedded in day-to-day practice
  • Ensure a continued modern and compliant employment contract suite
  • By supporting the Leaders, ensure employee issues are dealt with in a prompt time frame so the company is not exposed to potential legal risk, including assisting in investigations into grievances and complaints where required.
• HR MANAGEMENT
  • Responsible for the effective operations of all normal Human Resources activities to support management of the employee lifecycle, including:
    • Maintain employment records to meet compliance obligations
    • On-boarding/ off-boarding/ cross-boarding
  • Internal and external organisational reporting (i.e., Monthly, quarterly and annual reporting to Business Plan KPIs, Executive Team Reporting, Board Reporting, etc.)
  • Assist the Executive Team with planning, budgets and reporting, including evaluating Human Resources results and trends.
  • Other responsibilities as may be required.