HR Manager – Compensation and Benefits
About your role
The HR Manager for Compensation and Benefits is responsible for designing, implementing, and managing the company’s compensation and benefits programs to attract, retain, and motivate top talent. This role ensures that the company’s compensation practices are competitive in the market, aligned with business objectives, and compliant with relevant labor laws and tax regulations. The HR Manager will oversee payroll processing, employee benefits, and performance-based pay programs, ensuring efficiency, accuracy, and employee satisfaction.
Key Responsibilities
Compensation & Salary Structures
- Develops and implements competitive compensation and salary structures to attract and retain top talent while ensuring internal equity and external competitiveness.
- Creates and updates salary grading systems, ensuring alignment with industry standards.
- Regularly reviews compensation packages to ensure they are competitive and aligned with market trends.
Benefits Program Management
- Administers and manages employee benefits programs, including health insurance, retirement plans, and other employee perks.
- Ensures employees have access to comprehensive benefits programs and facilitate enrollment, changes, and terminations.
- Facilitates clear communication regarding benefits programs and assist employees with benefits-related inquiries.
- Oversees government-mandated benefits, including SSS, Pag-IBIG, and PhilHealth, ensuring compliance with regulations.
Payroll Processing & Compliance
- Leads the end-to-end payroll process, ensuring accuracy, compliance, and timely execution of payroll according to established deadlines.
- Oversees payroll-related components such as bonuses, commissions, and overtime, verifying and reconciling all data accurately.
- Ensures payroll compliance with government regulations and tax laws, staying up to date on changes in payroll tax laws and other regulations.
- Collaborates with finance and HR teams to address payroll discrepancies and ensure seamless payroll processing.
Timekeeping Management
- Oversees the timekeeping system to ensure accurate recording of employee working hours, including regular hours, overtime, and leave.
- Investigates and resolves discrepancies in time and attendance records, maintaining accurate documentation.
- Monitors and addresses attendance issues, including absence without official leave (AWOL), and manages a list of employees with manual attendance log requests.
- Collaborates with department managers to address timekeeping issues, providing necessary training and guidance.
Compliance & Reporting
- Prepares and submits payroll-related reports, such as government mandatory reports, tax filings, and internal audits.
- Ensures all compensation and benefits programs are compliant with local labor laws, tax regulations, and company policies.
- Stays informed on changes in laws and industry best practices, making necessary adjustments to policies and practices.
Documentation & Record-Keeping
- Maintains accurate and confidential employee records related to timekeeping, payroll, and benefits.
- Ensures compliance with data protection and confidentiality policies.
- Handles administrative tasks including filing, data entry, and maintaining employee records and government-mandated reports.
Employee Support & Training
- Serves as a point of contact for employees regarding timekeeping, payroll, and benefits inquiries.
- Collaborates with the HR Learning & Development team for employee’s training sessions on timekeeping systems, payroll processing, and benefits programs to ensure understanding and compliance.
- Addresses employee questions, providing timely and accurate responses.
Coaching & Leadership Support
- Provides leadership, guidance, and support to HR Compensation and Benefits team members, promoting professional growth and creating a collaborative, accountable work environment.
- Fosters a culture of continuous learning and improvement, ensuring that employees are equipped with the necessary skills for their roles.
Compliance & Best Practices
- Ensures that all compensations and benefits programs comply with local laws, regulations, and industry standards.
- Stays updated on industry trends, research, and best practices in compensations and benefits to implement relevant strategies and interventions.
Strategic Collaboration
- Partners with HR and department leaders to ensure compensation and benefits are aligned with the company’s broader strategic objectives.
What we’re looking for
- Bachelor’s Degree in Human Resources Management, Psychology, Behavioral Sciences or related field. A master’s degree is a plus.
- Proven experience in ER, at least five years in a similar role and in managerial capacity.
- Extensive knowledge of the principles and practices of HR management
- Strong knowledge of labor laws, BIR regulations, compensation practices, and timekeeping systems.
- Excellent and effective communication skills, both oral and written.
- Proven ability to maintain confidentiality and handle sensitive information appropriately
- Strong attention to detail
- Excellent conflict resolution skills
- Ability to act with integrity, professionalism, and confidentiality
- Must by highly analytical
- Requires tact and courtesy in dealing with others.
- Proactive and team player
- Project management skills is a plus
HR Manager – Employee Relations
About your role
The Employee Relations Manager is responsible for overseeing employee relations, conflict resolution, and ensuring compliance with labor laws and company policies. The position plays a key role in developing and implementing employee relations strategies, managing disciplinary actions, and handling workplace investigations. The Employee Relations Manager will work closely with department managers, senior leadership, and other HR personnel to ensure a positive work environment, compliance with legal standards, and effective management of employee performance.
Key Responsibilities
Employee Relations & Conflict Resolution
- Develops and implements employee relations strategies aimed at enhancing employee engagement and satisfaction.
- Address employee grievances and disciplinary issues in a fair, timely, and effective manner.
- Guides and advises managers and department heads on conflict resolution, performance management, and handling employee concerns.
- Facilitates positive employee relations through open communication and support, ensuring alignment with company policies and labor laws.
Labor/Disciplinary Management
- Ensures that labor/disciplinary cases are managed in compliance with company policies and legal requirements.
- Drafts and reviews notices, letters, and memos related to disciplinary actions, ensuring compliance with labor standards.
- Initiates and conducts thorough investigations for labor-related issues and disciplinary matters.
- Prepares case evaluation reports, documenting the facts of the case, violations, and proposed corrective actions.
- Represents the company in labor hearings and provides testimony and documentation as necessary.
- Acts as a liaison with the Department of Labor and Employment (DOLE) for all inquiries and issues.
Workplace Investigations & Compliance
- Conducts fair and objective workplace investigations to resolve issues effectively.
- Ensures compliance with labor laws, company policies, and procedures in all employee relations matters.
- Provides guidance on corrective action and maintains detailed records of disciplinary actions.
- Monitors the timely resolution of cases and ensures adherence to due process requirements.
Employee Engagement & Retention
- Develops and drives employee engagement initiatives to promote a positive workplace culture.
- Measures and tracks employee engagement and satisfaction scores to continuously improve employee relations.
- Collaborates with HR and department heads to develop retention strategies, reduce turnover, and maintain high employee satisfaction levels.
Policy & Procedure Management
- Ensures the continuous implementation, review, and update of company HR policies and procedures.
- Works closely with other departments to address HR-related concerns, conflicts, and ensure alignment with organizational goals.
- Provides recommendations for improvements to HR policies, particularly those related to employee relations and discipline.
Coaching & Leadership Support
- Provides leadership, guidance, and support to HR ER team members, promoting professional growth and creating a collaborative, accountable work environment.
- Fosters a culture of continuous learning and improvement, ensuring that employees are equipped with the necessary skills for their roles.
Compliance & Best Practices
- Ensures that all labor/disciplinary and engagement programs comply with local laws, regulations, and industry standards.
- Stays updated on industry trends, research, and best practices in employee relations to implement relevant strategies and interventions.
Strategic Collaboration
- Partners with HR and department leaders to ensure employee relations and engagements are aligned with the company’s broader strategic objectives.
Other Duties:
Performs other related duties that may be assigned from time to time.
What we’re looking for
- Bachelor’s Degree in Human Resources Management, Psychology, Behavioral Sciences or related field. A master’s degree is a plus
- Proven experience in ER, at least five years in a similar role and in managerial capacity.
- Extensive knowledge of the principles and practices of HR management
- In-depth knowledge of Philippine labor laws, regulations, and best practices in employee relations
- Excellent and effective communication skills, both oral and written.
- Proven ability to maintain confidentiality and handle sensitive information appropriately
- Strong attention to detail
- Excellent conflict resolution skills
- Good customer service orientation and with demonstrated effectiveness in interaction with others and in dealing with complaints and conflict.
- Ability to act with integrity, professionalism, and confidentiality
- Must by highly analytical
- Requires tact and courtesy in dealing with others.
- Proactive and team player
- Project management skills is a plus
HR Manager – Talent Acquisition
About your role
The HR Manager – Talent Acquisition is responsible for developing and executing recruitment strategies that align with the organization’s goals, ensuring the company attracts, hires, and retains top talent. This role includes overseeing the entire hiring process, from sourcing and interviewing candidates to onboarding, while also building and maintaining a strong employer brand. The HR Manager will collaborate with hiring managers to forecast staffing needs, plan talent acquisition efforts, and develop strategies for improving employee engagement and retention.
Key Responsibilities
Overseeing the Hiring Process
- Manages the full recruitment cycle, including sourcing, screening, interviewing, selection, and onboarding of new employees.
- Ensures recruitment processes are efficient, compliant with company policies, and aligned with the company’s strategic goals.
- Partners with hiring managers to identify staffing needs and develop effective recruitment strategies for each department.
- Ensures candidates are properly onboarded and integrated into the organization, providing a seamless transition into their roles.
Developing Employer Brand and Employee Engagement
- Builds and promotes a strong employer brand to attract top talent through various channels, including job boards, social media, and career fairs.
- Enhances candidate experience throughout the recruitment process, from initial application to final hiring decision.
- Implements strategies that improve employee engagement, ensuring new hires are well-aligned with company culture and values.
- Promotes the organization’s value proposition to prospective candidates and maintains a positive reputation in the job market.
Talent Acquisition and Workforce Planning
- Leads talent acquisition initiatives, including developing strategic recruitment plans, implementing talent pipelines, and managing workforce planning efforts.
- Collaborates with senior leadership and department managers to forecast manpower requirements, ensuring that HR acquisition efforts are in line with organizational needs and budget.
- Continuously evaluates and optimize sourcing strategies to identify and attract the best candidates in competitive talent markets.
- Manages recruitment budgets and track cost-per-hire to ensure efficient use of resources.
Strategic Leadership in Recruitment
- Develops and executes recruitment strategies tailored to the organization’s short-term and long-term hiring needs.
- Proactively leads efforts to attract high-quality candidates by utilizing innovative sourcing techniques, including social media recruitment, networking, and employee referrals.
- Monitors recruitment metrics, including time-to-fill, time-to-hire, quality of hire, and recruitment efficiency, and continuously improves these metrics.
- Works closely with hiring managers to ensure recruitment efforts meet the specific needs of each department and contribute to the overall success of the business.
Metrics and Reporting
- Tracks and analyzes key recruitment metrics to evaluate the effectiveness of recruitment strategies and identify areas for improvement.
- Measures and report on time-to-fill, time-to-hire, cost-per-hire, quality of hire, and retention rates to senior leadership.
- Regularly assesses candidate experience and employer brand perception, using feedback to enhance recruitment strategies.
Collaboration with Hiring Managers
- Partners with hiring managers to understand department needs and support them in filling roles with top talent.
- Provides hiring managers with training and guidance on best practices for interviewing, candidate evaluation, and selection.
- Helps managers develop clear job responsibilities and interview guides to ensure consistency in the hiring process.
Continuous Improvement and Innovation
- Stays updated on industry trends, competitive hiring practices, and new recruitment technologies to keep the recruitment process fresh and innovative.
- Regularly assesses and adjusts recruitment strategies based on hiring challenges, organizational needs, and employee feedback.
- Participates in professional development opportunities to enhance recruitment knowledge and leadership skills.
Coaching & Leadership Support:
- Provides leadership, guidance, and support to HR Talent Acquisition team members, promoting professional growth and creating a collaborative, accountable work environment.Fosters a culture of continuous learning and improvement, ensuring that employees are equipped with the necessary skills for their roles.
Compliance & Best Practices:
- Ensures that all recruitment programs comply with local laws, regulations, and industry standards.
- Stays updated on industry trends, research, and best practices in organizational development and training to implement relevant strategies and interventions.
Strategic Collaboration:
- Partners with HR and department leaders to ensure recruitment efforts are aligned with the company’s broader strategic objectives.
Other Duties:
Performs other related duties that may be assigned from time to time.
What we’re looking for
- Bachelor’s Degree in Human Resources Management, Psychology, Behavioral Sciences or related field. A master’s degree is a plus.
- Proven experience in Talent Acquisition, at least five years in a similar role and in managerial capacity.
- Extensive knowledge of the principles and practices of HR management
- Strong understanding of recruitment practices, change management, and leadership development.
- Excellent and effective communication skills, both oral and written.
- Ability to act with integrity, professionalism, and confidentiality
- Must by highly analytical
- Proactive and team player
- Project management skills is a plus
- Ability to understand complex problems and offer effective solutions.
HR Specialist – Compensation and Benefits
About your role
The HR Specialist – Compensation and Benefits will play a crucial role in supporting our Human Resources Department by efficiently managing timekeeping processes, ensuring accurate and timely encoding payroll-related data, and assisting with employee benefits administration. This role requires a seasoned professional with a comprehensive understanding of payroll procedures, benefits administration, and compliance.
Key Responsibilities
TIMEKEEPING
- Manages and oversees the timekeeping system to ensure accurate recording of employee working hours, including regular hours, overtime, and leave.
- Investigates and resolves discrepancies in time and attendance records.
- Monitors and addresses discrepancies in timekeeping records.
- Monitors report of employee’s attendance record especially absence without official leave (AWOL) and maintain a list of employees with manual attendance log requests.
- Manages and oversees the timekeeping system to ensure accurate recording of employee working hours, including regular hours, overtime, and leave.
- Collaborates with department managers to address timekeeping issues and provide training as needed.
PAYROLL PROCESSING
- Leads the end-to-end payroll process, ensuring accuracy, compliance, and adherence to established timelines.
- Verifies and reconciles time and attendance data, bonuses, commissions, and other payroll-related components.
- Stay informed about changes in payroll tax laws, government mandated benefits and regulations and implement necessary updates.
- Collaborates with finance and HR teams to resolve payroll discrepancies.
BENEFITS ADMINISTRATION
- Administers employee benefits programs, including health insurance, government-mandated benefits, retirement plans, and other employee perks such as financial assistance, uniform, annual physical examination and others.
- Facilitates the benefits enrollment, changes, and terminations.
- Assists employees with benefits-related inquiries and facilitates communication between employees and benefits providers.
- Responds to employee inquiries regarding benefits, ensuring clear and timely communication.
COMPLIANCE AND REPORTING
- Assists in preparing and filing payroll-related documents and reports.
- Prepares and submits required reports, such as government mandatory reports, tax filings, and maintains accurate records.
- Stays current on industry best practices and changes in regulations.
DOCUMENTATION AND RECORD-KEEPING
- Maintains accurate and confidential employee records related to timekeeping, payroll, and benefits.
- Ensures compliance with data protection regulations and confidentiality policies.
- Handles administrative tasks such as filing, data entry, and maintaining employee records and company government mandatory reports.
EMPLOYEE SUPPORT
- Serves as a point of contact for employees regarding timekeeping, payroll, and benefits inquiries.
- Conducts training sessions for employees on timekeeping systems and benefits programs.
What we’re looking for
- Graduate of Human Resources, Accounting, or a related field is a plus.
- Proven experience as a Payroll Specialist or similar role.
- In-depth knowledge of payroll processes, tax regulations, and benefits administration.
- Familiarity with HRIS and timekeeping systems.
- Strong attention to detail and excellent organizational skills.
- Excellent communication and interpersonal skills.
- Ability to maintain confidentiality and handle sensitive information.
- HR or payroll certification (e.g., CPP, FPC) is a plus.
HR Specialist – Employee Relations
About your role
The HR Employee Relations Specialist is responsible for managing employee relations functions, ensuring compliance with labor laws, and addressing conflicts and grievances in a fair and timely manner. This role serves as the primary point of contact for employee concerns, including misconduct, grievances, and disputes, while promoting a culture of mutual respect, trust, and accountability. The Employee Relations Specialist will conduct investigations, draft necessary documentation, manage discipline, and provide recommendations for improving employee engagement and workplace relations.
Key Responsibilities
Conflict Resolution / Grievance Handling
- Resolves employee complaints, grievances, and conflicts promptly, ensuring adherence to company policies and relevant employment laws.
- Serves as a trusted advisor to both employees and management, fostering a culture of open communication, mutual respect, trust, and accountability.
- Acts as the primary point of contact for employee relations issues, including conduct, compliance concerns, and grievances.
- Addresses issues in accordance with company policies and legal requirements, ensuring fair and consistent resolution of disputes.
Discipline Management
- Conducts thorough investigations into allegations of misconduct, discrimination, harassment, or any violations of company policies or laws.
- Prepares and drafts notices of disciplinary action, as well as other necessary employee relations documentation, ensuring compliance with company policies and legal standards.
- Participates in and represents the company in meetings, conferences, SENA (Single Entry Approach), and administrative hearings at DOLE, NLRC, and other judicial bodies as assigned.
- Supports the development of corrective action plans to prevent future misconduct and improve employee behavior.
- Manages investigations related to employee misconduct and issues Notices of Decision (NOD) for serious offenses.
Policy Compliance / Legal Adherence
- Ensures compliance with labor laws and applicable government regulations through information dissemination, implementation, and reporting.
- Stays informed about legal developments, industry trends, and best practices in employee relations to make recommendations for policy updates or changes.
- Conducts regular orientation sessions with employees in partnership with the HR Learning & Development team regarding the company’s code of conduct, ensuring all employees are informed of expected behavior and compliance standards.
- Provides support to management in interpreting and implementing company policies related to employee relations.
Recordkeeping and Documentation
- Maintains accurate and confidential records of employee relations cases, including complaints, investigations, disciplinary actions, and resolutions.
- Ensures all documentation is in compliance with privacy regulations, handling sensitive and confidential information with the utmost professionalism and discretion.
- Ensures proper documentation is maintained for audits, legal compliance, and reporting purposes, ensuring trust and integrity in HR processes.
Preventive Measures and Recommendations
- Provides recommendations for preventive measures to improve workplace relations and reduce incidents that may result in grievances or disputes.
- Collaborates with management to develop and implement strategies aimed at preventing conflicts, misconduct, and employee dissatisfaction.
- Advises on methods to foster a positive work environment and improve employee relations, reducing potential for future complaints and enhancing employee engagement.
Employee Engagement
- Facilitates and coordinates employee engagement initiatives, programs, and activities, ensuring smooth execution and employee participation.
- Plans and organizes engagement programs that promote a positive work culture, improving employee morale, retention, and overall satisfaction.
- Monitors the success of employee engagement programs through success metrics, surveys, and feedback, and make recommendations for continuous improvement.
What we’re looking for
- Graduate of BS/AB Psychology/Behavioral Science, Human Resources Management or its equivalent.
- At least 3 years of experience in employee relations, conflict resolution, or a related HR role in the same capacity
- In-depth knowledge of labor laws, employee relations best practices, and company policies.
- Experience in conducting investigations and handling sensitive employee relations matters.
- Strong organizational skills and attention to detail.
- Ability to maintain confidentiality and manage sensitive information with discretion
- Organized and can work with minimum supervision
- Excellent problem solving skills
- Must have excellent oral and written communication skills
- Excellent conflict resolution skills
- Analytical mindset with the ability to interpret data and make data-driven decisions
- Requires tact and courtesy in dealing with others
- Multitasking skills
HR Assistant – Talent Acquisition
About your role
The HR Assistant for Recruitment is responsible for the end-to-end recruitment process from screening up to deployment of all qualified applicants. This role ensures that recruitment activities are executed efficiently and in alignment with manpower needs and requirements, facilitating a seamless experience for the new employees.
Key Responsibilities
End-to-End Recruitment
- Plans and schedules daily recruitment activities to meet manpower requests within the agreed timeline.
- Conducts the end-to-end recruitment process, from candidate screening to onboarding and deployment.
- Screens, shortlists, and coordinates interviews with candidates, conducting initial assessments to determine their suitability for various roles.
Onboarding & Compliance
- Assists with new hire onboarding by ensuring background checks, employment documentation, and checklists are completed, while providing necessary supplies and facilitating introductions to the workplace.
- Assists the HROD & Training in developing and enhancing orientation programs for new employees.
- Oversees the completion and filing of onboarding checklists and requirements, ensuring all tasks are finalized within one week of deployment.
- Ensures that all new hires sign their employment contracts, non-compete agreements, non-disclosure agreements, and data privacy agreements during onboarding.
- Ensures that new employees receive the necessary supplies and equipment (e.g., ID, uniform, desktop/laptop, email, company phone) before starting their roles.
Collaboration & Strategy Alignment
- Builds and maintains strong partnerships with third-party recruitment providers to support and enhance recruitment activities.
- Manages recruitment platforms (e.g., company website, JobStreet, LinkedIn, Facebook groups) to effectively fill manpower vacancies.
- Collaborates with department heads/managers to maintain full staffing across all offices and branches.
- Regularly updates department heads/managers on recruitment progress and manpower status through email or announcements.
- Works closely with the Compensation & Benefits team and HR Assistant to ensure accurate documentation and timely processing of employee records (201 files), HMO enrollment, 13th-month pay, final pay, and applicable allowances.
Candidate Experience & Employer Branding
- Ensures all new hires are familiarized with the working environment by routing them through key offices and departments.
- Ensures all qualified candidates undergo a background and reference check before deployment.
Data Management & Reporting
- Ensures the HRIS is up to date with recruitment and onboarding information.
- Maintains up-to-date job descriptions and personnel requests in collaboration with the HR and Organizational Development (HROD) team.
Process Improvement & Compliance
- Identifies and recommends process improvements to enhance recruitment efficiency and effectiveness.
Industry Trends & Adaptation
- Stays updated with current recruitment trends, tools, and best practices to ensure the organization remains competitive in the labor market.
- Provides insights and recommendations to ensure the recruitment process adapts to evolving industry demands.
Other Duties:
Performs other related duties that may be assigned from time to time.
What we’re looking for
- Graduate of BS Psychology, Behavioral Science, Industrial Psychology, Human Resource Management or any related course.
- Minimum of 1 to 3 years relevant work experience handling recruitment or all facets of human resource.
- Strong analytical skills
- High level communication skills
- Tactful and maintains high standard of confidentiality
- Keen to details
- Planning and organizational skills
- Budget and control
- Good governance, risk, social responsibility, compliance