Senior HR Manager

Company Name: FDC Misamis Power Corp.

Work Location: Misamis Oriental, daily onsite Mondays to Fridays

Job Summary: The Sr. HR Manager provides a strategic and operational HR leadership to power plant operations by ensuring workforce capability, labor stability, regulatory compliance, and alignment of people strategies with plant safety, reliability, and performance objectives.

Duties and Responsibilities

15% Talent Strategy

• Workforce Planning: Implement talent strategy and workforce planning across critical roles and future capability needs as aligned with COEs
• HR Cost Management: Monitor budget oversight and optimization of HR-related costs
• HR Cost Management: Implement resource planning and ROI tracking for programs
• Talent Strategy Formulation and Talent Management Activities Execution as Aligned with HR COE: Ensure end-to-end deployment of talent management and COE-aligned programs such as but not limited to performance management, succession and talent reviews, employee promotion, career pathing, competency assessment, etc.
• Talent Analytics and Reporting: Ensure availability and optimize Talent analytics and dashboard reporting

 20% HR Programs Implementation

• Ensure end-to-end implementation of HR COE Programs to the business
• Ensure comprehensive and relevant employee communication and employee enablement

 15% Learning and Development

• Learning Needs Analysis and Learning Solutions Design and Implementation: Facilitate company-specific learning needs and execution of business-specific learning interventions in Collaboration with L&D team for implementation

20% Organization Development

• Organization Design and Structure: Review organization structure, planning and design
• Pulsing, Diagnosis, & Interventions: Facilitate diagnosis of team and organizational issues, intervention planning including retention planning and initiatives deployment
• Change Management: Implement change management activities during organizational transitions in partnership with the leadership team

10% Employee Relations/Labor Relations

• Implementation of End-to-End Discipline Process: Manage labor relations across the Utilities Group and oversee the end-to-end implementation of the employee discipline process
• Company-Specific Employee Resource Groups/Committees: Ensures facilitation of employee resource groups and committees
• Behavioral Threat Assessment and Management: Identify potential behavioral threats within the workforce and Implement mitigation strategies to address and manage risk in collaboration with safety and security teams

10% Employee Engagement

• Employee Engagement Activities Planning and Implementation: Ensure availability and oversee execution of engagement and health and wellness activities
• Cascade and Planning for Employee Survey Results: Facilitate survey cascades, analysis, and action planning
• Ensure the conduct of Exit Interviews, Analysis and Interventions: Implement retention initiatives based on exit interview results

5% Employee Issue Resolution

• Level 3 (complex): Provide resolution on employee issues categorized at level 3

 5% Crisis Management

• Act as the primary point of contact during crisis management
• Communication Tree and People Accounting on the Ground: Oversee people tracking, communications tree implementation during crisis situations

Technical Competencies and Skills

HR Analytics & Reporting, Talent Management, Learning & Development, Organization Development & Change, Employee Engagement & Communication, Employee Relations / Labor Relations, Crisis & Risk Management, HR Operations & Program Execution, HR Technology Tools Proficiency

Education, Trainings and Licenses Required

Bachelors degree in Human Resources, Industrial Relations, Business Administration, Post Graduate degree is an advantage, 5–8 years of progressive HR experience, 2–3 years in an HR Business Partner or HR Generalist role, Prior experience in utilities, Solid understanding of labor laws and HR best practices, Strong interpersonal, influencing, coaching skills, Proficiency in HRIS systems and Microsoft Office tools