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• HR strategy and administration. HR systems, processes and reports that support management decisions and workforce planning, along with accurate, confidential employee records.

• The employee lifecycle. Onboarding, regularisation, employment changes and offboarding, including the notices that go with them.

• Recruitment. Oversee recruitment and selection, workforce planning and sourcing strategies, ensuring hiring targets, costs and timelines are effectively managed.

• Performance and employee relations. The review cycle, coaching support for managers, and grievances, disciplinary processes and investigations handled fairly and in line with company policy and labor law.

• Partnership with leaders. Work with Service Delivery Managers and team leaders to strengthen accountability for operational performance management.

• Culture and engagement. Strengthen organisational culture, employee engagement and wellbeing through initiatives, internal communications, community-building and effective people management practices.

• Compensation and benefits. Job evaluation and market analysis, employee benefits administration, including HMO and life insurance and oversight of government-mandated benefits in coordination with Finance.

• Development. Training needs, induction materials, learning resources and development plans built from review outcomes.

• Policy and compliance. The Employee Handbook, HR policies and procedures, and close watch on changes in Philippine labour regulations.

• Insight for management. Provide workforce insights and recommendations that improve recruitment, retention, engagement, people management and organisational effectiveness.

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How we lead, and why it will suit you or it will not :

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We do not supervise and we do not manage. Supervising is for children, you tell them what to do. Managing is for adolescents, you tell them how. You are an Adult. You know what and how. You want to know why. So we lead through a promise we call EFF'in'GOOD: 

• Empowering. We show you the opportunities and back you to take them. 

• Firm and Fair. We make the right call, even when it is not the popular one. 

• Goal Oriented. Your output ties to the client's goals, not to busywork. 

• Objective. Decisions rest on facts, not on feelings or sentiment. 

• Open. Own your mistakes, bring solutions rather than just problems and expect counsel rather than orders. 

• Direct. We are transparent and we do not sugar-coat. 

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It runs both ways. If we fall short of it, you are expected to tell us. 

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Here is the honest part. In this role you will sit in the middle of grievances, investigations and hard feedback, and you will be expected to be Firm and Fair when it is uncomfortable. Targets are clear, results are visible and feedback is direct. A 6-Tool Player reads that and feels relief. Everyone else feels exposed. Only you know which one you are.

Are you a 6-Tool Player
 

It is all or nothing. There is no five-tool player. Miss one and you miss them all.

• Adult. You take absolute responsibility for your outcomes and do not apportion blame.

• Smart. You improve a process, or the steps within it, rather than accept the way things are.

• Professional. You develop your skills, manage your time and assure the quality of your own work.

• Empathetic. You understand the impact your attitude and your work have on other people.

• Competitive. You compete with yourself to improve your output and outcomes.

• Thirst for Learning. You build your skills on your own initiative, toward the career you want.