Human Resources Head

The Human Resources Head is responsible for leading and overseeing the organization's overall human capital strategy, ensuring that HR initiatives support business growth, operational excellence, and workforce development. This role serves as a strategic partner to management while driving the execution of core HR functions, including talent acquisition, employee relations, performance management, compensation and benefits, organizational development, training, labor compliance, and culture-building initiatives.

The position requires a hands-on HR leader capable of managing both strategic and operational HR activities across multiple branches and business units. The Head of Human Resources will play a critical role in strengthening organizational capability, enhancing employee engagement, and ensuring compliance with Philippine labor laws and regulatory requirements.

Key Responsibilities:

Human Resources Strategy & Leadership

• Develop and implement HR strategies, policies, and programs aligned with the company's business objectives and growth plans.
• Serve as a trusted advisor to senior leadership on workforce planning, organizational design, talent management, and employee engagement initiatives.
• Lead the development of HR frameworks that support scalability, productivity, and operational efficiency across multiple locations.
• Monitor workforce trends and recommend initiatives to improve employee retention, performance, and overall organizational effectiveness.
• Drive HR transformation projects and continuous improvement initiatives.

Talent Acquisition & Workforce Planning

• Develop and execute recruitment strategies to attract qualified candidates for corporate, operational, technical, and branch-based positions.
• Oversee end-to-end recruitment processes, including manpower planning, sourcing, interviewing, selection, onboarding, and probationary evaluations.
• Establish talent pipelines for critical and hard-to-fill positions.
• Partner with department heads to identify current and future staffing requirements.
• Ensure timely fulfillment of manpower requirements while maintaining hiring quality standards.

Performance Management & Organizational Development

• Lead the implementation and continuous improvement of performance management systems and appraisal processes.
• Develop succession planning and talent development programs to strengthen leadership capabilities across the organization.
• Establish competency frameworks and career development pathways.
• Partner with business leaders to identify organizational gaps and implement solutions to improve workforce effectiveness.
• Drive initiatives that foster accountability, high performance, and employee growth.

Learning & Development

• Oversee training needs analysis and the development of learning programs that enhance employee competencies and leadership capabilities.
• Implement onboarding, supervisory, managerial, and technical training programs.
• Promote a culture of continuous learning and professional development.
• Evaluate training effectiveness and ensure alignment with business requirements.

Compensation, Benefits & Rewards

• Manage compensation and benefits programs to ensure competitiveness, internal equity, and regulatory compliance.
• Conduct salary benchmarking and recommend compensation structures aligned with market trends.
• Oversee payroll coordination, employee benefits administration, and employee welfare programs.
• Develop recognition and rewards programs that support employee engagement and retention.

Employee Relations & Engagement

• Lead employee engagement initiatives that strengthen workplace culture and employee satisfaction.
• Handle complex employee relations matters, disciplinary cases, grievances, investigations, and conflict resolution.
• Provide guidance to managers on employee concerns and workplace issues.
• Promote effective communication between management and employees.
• Ensure fair and consistent application of company policies and procedures.

Labor Relations & Compliance

• Ensure full compliance with Philippine labor laws, government regulations, and statutory requirements.
• Oversee employee disciplinary processes, due process procedures, and case documentation.
• Manage labor-related concerns, audits, inspections, and government compliance requirements.
• Maintain updated HR policies, employee handbooks, and company guidelines.
• Minimize organizational risk through proactive compliance and sound HR governance.

HR Operations & Administration

• Oversee HR records management, HRIS administration, employee documentation, and reporting processes.
• Develop and monitor HR metrics, dashboards, and workforce analytics to support decision-making.
• Ensure efficient HR service delivery across branches and departments.
• Manage HR budgets and resource allocation effectively.
• Lead and mentor the HR team to achieve departmental objectives and service excellence.

Qualifications:

• Bachelor's Degree in Human Resources, Psychology, Business Administration, Industrial Relations, or a related field.
• Master's Degree or relevant postgraduate studies is an advantage.
• Minimum of 8–10 years of progressive HR experience, with at least 3–5 years in a leadership or managerial capacity.
• Strong background across multiple HR disciplines, including recruitment, employee relations, labor law compliance, compensation and benefits, training, and organizational development.
• Experience supporting multi-site operations, branch networks, retail, automotive, lending, financial services, or similar industries is highly preferred.
• Extensive knowledge of Philippine labor laws, HR best practices, and government compliance requirements.
• Proven experience in organizational development, workforce planning, and culture-building initiatives.
• Strong leadership, stakeholder management, coaching, and decision-making skills.
• Excellent communication, negotiation, and conflict-resolution abilities.
• Proficiency in HR systems, workforce analytics, and Microsoft Office applications.