HR Generalist- Manager

LIMA LAND, INC.; Philippines; On-site; PHP 400,000 - 700,000; Full time

Job summary

LIMA LAND, INC. in the Philippines seeks an experienced HR professional for a comprehensive Business Partnering and Talent Acquisition role. The position collaborates with business leaders on workforce needs, policies, and employee relations while overseeing end-to-end recruitment and employee lifecycle processes.

The role emphasizes engagement, culture, performance management, and continuous improvement of HR practices, supported by analytics to guide decisions and people strategies.

Qualifications

• Bachelor's Degree in HR, Psychology, Business Administration or related field.
• 5 years of relevant HR experience, preferably with exposure to HR generalist functions, HR business partnering, talent acquisition, employee relations, performance management, and employee lifecycle management.

Responsibilities

• Partner with business leaders and managers on workforce requirements, employee concerns, organizational changes, and people-related matters.
• Provide guidance on HR policies, processes, employee relations, and people management practices.
• Support leaders in building a high-performance and engaged workforce through coaching, feedback, and timely HR interventions.
• Identify and escalate employee-related risks, trends, and issues requiring management attention.
• Collaborate with business leaders to understand workforce plans, capability requirements, and talent gaps.
• Manage end-to-end recruitment activities, including sourcing, screening, interview coordination, selection, offers, and candidate experience.
• Build proactive talent pipelines for critical and emerging roles using job portals, social media, referrals, partnerships, and other sourcing channels.
• Track recruitment metrics such as time-to-hire, source effectiveness, and hiring progress.
• Oversee and coordinate employee lifecycle activities, including preboarding, onboarding, probationary/regularization processes, employee movements, promotions, transfers, and offboarding.
• Ensure HR transactions and employee records are accurate, complete, timely, and compliant with company policies.
• Coordinate with relevant HR teams and COEs to ensure seamless employee transitions and resolution of HR concerns.
• Support the implementation of employee engagement, culture-building, and employee experience initiatives.
• Partner with leaders and relevant teams in identifying engagement opportunities and addressing employee feedback.
• Support internal communication and employee advocacy initiatives that strengthen organizational culture and employee experience.
• Coordinate performance management activities, including goal setting, performance reviews, probationary evaluations, and regularization processes.
• Provide guidance to managers and employees on performance management policies and processes.
• Partner with HR COEs on learning and development initiatives based on identified employee and organizational needs.
• Monitor and analyze HR metrics and trends to provide insights on workforce, recruitment, employee engagement, and retention.
• Provide recommendations to business leaders based on HR data and employee trends.
• Identify opportunities to improve HR processes, employee experience, and operational efficiency.
• Ensure HR practices and transactions comply with company policies and applicable labor regulations.
• Maintain accurate and confidential employee records and documentation.
• Coordinate with HR COEs and other stakeholders on compensation, benefits, employee relations, and other HR matters.
• Ensure timely resolution of employee concerns and proper documentation of HR actions.

Education

Bachelor's Degree in HR, Psychology, Business Administration

Job description

1. HR Business Partnering & Stakeholder Advisory

• Partner with business leaders and managers on workforce requirements, employee concerns, organizational changes, and people-related matters.

• Provide guidance on HR policies, processes, employee relations, and people management practices.

• Support leaders in building a high-performance and engaged workforce through coaching, feedback, and timely HR interventions.

• Identify and **escalate** employee-related risks, trends, and issues requiring management attention.

2. Talent Acquisition & Workforce Planning

• Collaborate with business leaders to understand workforce plans, capability requirements, and talent gaps.

• Manage end-to-end recruitment activities, including sourcing, screening, interview coordination, selection, offers, and candidate experience.

• Build proactive talent pipelines for critical and emerging roles using job portals, social media, referrals, partnerships, and other sourcing channels.

• Track recruitment metrics such as time-to-hire, source effectiveness, and hiring progress.

3. Employee Lifecycle Management

• Oversee and coordinate employee lifecycle activities, including preboarding, onboarding, probationary/regularization processes, employee movements, promotions, transfers, and offboarding.

• Ensure HR transactions and employee records are accurate, complete, timely, and compliant with company policies.

• Coordinate with relevant HR teams and COEs to ensure seamless employee transitions and resolution of HR concerns.

4. Employee Engagement & Culture

• Support the implementation of employee engagement, culture-building, and employee experience initiatives.

• Partner with leaders and relevant teams in identifying engagement opportunities and addressing employee feedback.

• Support internal communication and employee advocacy initiatives that strengthen organizational culture and employee experience.

5. Performance Management & Development

• Coordinate performance management activities, including goal setting, performance reviews, probationary evaluations, and regularization processes.

• Provide guidance to managers and employees on performance management policies and processes.

• Partner with HR COEs on learning and development initiatives based on identified employee and organizational needs.

6. HR Analytics & Continuous Improvement

• Monitor and analyze HR metrics and trends to provide insights on workforce, recruitment, employee engagement, and retention.

• Provide recommendations to business leaders based on HR data and employee trends.

• Identify opportunities to improve HR processes, employee experience, and operational efficiency.

7. HR Policy, Compliance & Administration

• Ensure HR practices and transactions comply with company policies and applicable labor regulations.

• Maintain accurate and confidential employee records and documentation.

• Coordinate with HR COEs and other stakeholders on compensation, benefits, employee relations, and other HR matters.

• Ensure timely resolution of employee concerns and proper documentation of HR actions.

Education

• Bachelor's Degree in Human Resources, Psychology, Business Administration, or a related field.

Work Experience

• 5 years of relevant HR experience, preferably with exposure to HR generalist functions, HR business partnering, talent acquisition, employee relations, performance management, and employee lifecycle management.