HR & ADMINISTRATION DIRECTOR

Sunny and Scramble Corporation; San Mateo; On-site; PHP 1,800,000 - 3,200,000; Full time

Job summary

Sunny and Scramble Corporation seeks an HR & Administration Director to lead the Group's HR function with a focus on Organizational Development. You will guide organization design, compensation, performance management, and leadership development while ensuring effective HR operations and administration.

You will build an HR team capable of managing day-to-day operations and delivering strategic advisory support to management.

Qualifications

• 12+ years of progressive HR experience with significant leadership responsibility.
• Strong specialization in Organizational Development, particularly organization design, compensation, performance management and leadership development.
• Demonstrated ability to lead a broader HR organization and advise senior management on complex organizational and people decisions.
• Strong analytical, business and change-management capabilities.
• Experience in a multi-business, manufacturing, FMCG, agriculture, retail or similarly operational environment preferred.

Responsibilities

• Lead organizational reviews, restructuring and workforce optimization initiatives.
• Develop and maintain job architecture, job levels, competency frameworks and career structures.
• Develop and maintain job evaluation, salary structures and compensation frameworks that support internal equity and market competitiveness.
• Design and continuously improve the Group's performance management framework, including KPIs, performance reviews and calibration.
• Establish talent management and succession planning for critical positions.
• Identify leadership and organizational capability gaps and develop appropriate interventions.
• Lead competency-based learning and leadership development programs.
• Build career and development pathways for key talent and strengthen the Group's leadership pipeline.
• Lead the overall HR organization, including recruitment, HR business partnering, employee relations, compensation and benefits, and HR administration.
• Establish consistent HR policies, processes, service standards and governance across the Group.
• Ensure compliance with labor regulations and fair and consistent employee relations practices.

Skills

Organizational Development

Organization Design

Compensation

Performance Management

Leadership Development

HR Operations

Job description

The HR & Administration Director leads the Group's overall HR function, with a strong specialization in Organizational Development. The role serves as management's strategic adviser on organization design, compensation, performance management, talent and leadership development, while ensuring effective delivery of HR operations and administrative services.

The Director provides the expertise, frameworks and recommendations needed to strengthen the organization, while developing an HR team capable of independently managing day-to-day operations.

Core Mandate:

Build a high-performing and scalable organization through strong people systems, organizational capability and effective HR leadership

Key Responsibilities

1. Organizational Development & Design

• Advise management on organization structures, workforce requirements, reporting relationships, spans of control and role accountabilities.
• Lead organizational reviews, restructuring and workforce optimization initiatives.
• Develop and maintain job architecture, job levels, competency frameworks and career structures.
• Assess organizational capability gaps and recommend appropriate interventions.

2. Compensation & Performance Management

• Develop and maintain job evaluation, salary structures and compensation frameworks that support internal equity and market competitiveness.
• Provide management with recommendations on compensation, promotions and organizational changes.
• Design and continuously improve the Group's performance management framework, including KPIs, performance reviews and calibration.
• Ensure appropriate linkage between performance, rewards, development and career progression.

3. Talent, Learning & Leadership Development

• Establish talent management and succession planning for critical positions.
• Identify leadership and organizational capability gaps and develop appropriate interventions.
• Lead competency-based learning and leadership development programs.
• Build career and development pathways for key talent and strengthen the Group's leadership pipeline.

4. HR Leadership & Operations

• Lead the overall HR organization, including recruitment, HR business partnering, employee relations, compensation and benefits, and HR administration.
• Establish consistent HR policies, processes, service standards and governance across the Group.
• Ensure compliance with labor regulations and fair and consistent employee relations practices.
• Build the capability of the HR team so functional leaders can independently manage day-to-day HR operations.

5. Administration Oversight

• Provide overall leadership and governance for facilities, administrative services, company assets, administrative procurement and service providers.
• Establish appropriate standards, controls and service levels while identifying opportunities for greater efficiency.

Key Success Measures

• Effective organization structures with clear roles and accountabilities.
• Competitive and internally equitable compensation and job-leveling framework.
• Effective performance management across the Group.
• Stronger leadership capability and succession pipelines.
• Improved employee experience and organizational health.
• Effective and responsive HR operations supported by a capable HR team.
• Efficient and well-controlled administrative services.

Qualifications

• 12+ years of progressive HR experience with significant leadership responsibility.
• Strong specialization in Organizational Development, particularly organization design, compensation, performance management and leadership development.
• Demonstrated ability to lead a broader HR organization and advise senior management on complex organizational and people decisions.
• Strong analytical, business and change-management capabilities.
• Experience in a multi-business, manufacturing, FMCG, agriculture, retail or similarly operational environment preferred.