Assistant Manager, People Solutions

ADE; Manila; On-site; PHP 600,000 - 1,000,000; Full time

Job summary

ADE in the Philippines is seeking an HR Business Partner to lead people strategies, partnering with department heads to ensure operational excellence and compliance with Philippines labor standards.

The role covers HR operations, employee relations, total rewards, and recruitment. You will drive onboarding, performance management, and succession planning while maintaining robust HR metrics and dashboards.

Qualifications

• Experience partnering with department heads to drive HR strategies.
• Knowledge of Philippines DOLE regulations, BIR taxation, and SSS/PhilHealth/Pag-IBIG remittances.
• Experience in onboarding, performance management, and succession planning.

Responsibilities

• HR Business Partnering & Operations: serve as main contact for People Department inquiries and coordinate with department heads to ensure compliant HR processes.
• Employee Relations & Engagement: design strategies to boost engagement and handle disciplinary issues per DOLE rules.
• Total Rewards & Performance Management: oversee compensation structuring and annual performance cycles.
• Talent Acquisition & Onboarding: manage end-to-end onboarding and work permit/visa processes for expatriates.
• Talent Development & Succession Planning: identify training needs and develop succession plans for key roles.

Skills

HR Business Partnering

People Operations

Data & Metrics

Job description

Serve as the primary point of contact for all HR-related inquiries, partnering with department heads to drive people strategies, ensure operational excellence, and maintain compliance with Philippines labor standards.

This position will be based in Philippines.

Key Responsibilities:

HR Business Partnering & Operations

• Serve as the main point of contact for all People Department inquiries and requests from employees and management.
• Partner proactively with department heads to execute core HR functions seamlessly, including recruitment, performance management, exit management, and ensuring strict compliance with DOLE regulations, BIR taxation, and statutory remittances (SSS, PhilHealth, Pag-IBIG).
• Actively participate in departmental meetings and dialogues to understand operational challenges and align HR initiatives with the department's business objectives.
• Process and verify employee movements in a timely manner, including lateral transfers, re-designations, promotions, salary adjustments, and resignation off-boarding.
• Generate accurate HR metrics, dashboards, and ad-hoc reports as required by senior management to drive data-informed decisions.

Employee Relations & Engagement

• Champion HR policies and initiatives, ensuring clear communication and securing buy-in across all levels of the organization.
• Monitor and analyze employee behavioral metrics and sentiment to design targeted strategies that boost workplace engagement and retention.
• Manage end-to-end disciplinary issues and grievances in strict adherence to DOLE’s twin-notice rule and due process. This includes issuing Notices to Explain (NTE), conducting Administrative Hearings, and recommending appropriate disciplinary or corrective actions.

Total Rewards & Performance Management

• Drive Total Rewards by analyzing local market rates, maintaining internal pay equity, and structuring competitive compensation packages for new hires, internal promotions, and annual increments.
• Oversee the annual Performance Management cycle, guiding managers in conducting effective evaluations and facilitating the creation and monitoring of Performance Improvement Plans (PIP).

Talent Acquisition & Onboarding

• Manage the end-to-end onboarding process, ensuring the efficient collection of pre-employment requirements and critical documents.
• Facilitate comprehensive New Employee Onboarding to ensure a smooth transition into the company culture.
• Coordinate and process work permit and visa applications (e.g., Alien Employment Permits/AEP, 9g visas) for expatriate and foreign employees.

Talent Development & Succession Planning

• Act as an internal consultant for Heads of Departments (HODs) regarding Talent Development, identifying specific training needs and recommending appropriate learning interventions.
• Facilitate regular Talent Review sessions with HODs to identify high-potential talent and build robust succession plans for critical roles.