HR Manager

SM Retail; Pasay; On-site; PHP 1,100,000 - 1,800,000; Full time

Job summary

SM Retail is seeking an HR Manager to lead our end-to-end talent acquisition strategy, aligning recruitment with business needs and workforce planning.

You will partner with leaders to forecast hiring, develop sourcing channels, manage timelines, and build a strong candidate pipeline while tracking KPIs and optimizing processes. This role requires people leadership, strategic mindset, and knowledge of Philippine labor regulations.

Qualifications

• Experience leading end-to-end recruitment operations.
• Ability to develop and implement strategic recruitment plans.
• Strong track record in building talent pools and managing high-volume hiring.

Responsibilities

• Lead end-to-end recruitment operations including manpower planning, sourcing, screening, interviewing, and offers.
• Develop and implement strategic recruitment plans aligned with manpower requirements.
• Manage hiring timelines and workforce needs across branches and units.
• Oversee multiple recruitment channels and employer branding initiatives.
• Establish and monitor recruitment KPIs and analytics to improve efficiency.

Skills

End-to-end recruitment

Talent sourcing

Employer branding

Team leadership

Job description

The HR Manager – responsible for leading and managing the organization’s end-to-end talent acquisition strategy. The role oversees recruitment planning, sourcing, selection, employer branding, and hiring activities to ensure the timely acquisition of qualified talent aligned with business requirements. The position partners closely with business leaders and hiring managers to address workforce needs and continuously improve recruitment effectiveness.

Key Responsibilities

• Lead end-to-end recruitment operations, covering manpower planning, sourcing, screening, interviewing, selection, offer management, and pre-employment requirements.
• Develop and implement strategic recruitment plans aligned with current and projected manpower requirements.
• Manage recruitment targets, hiring timelines, and workforce requirements across branches, departments, and business units.
• Oversee various talent sourcing channels, including job portals, social media, employee referrals, job fairs, job caravans, PESO partnerships, campus recruitment, and community-based recruitment activities.
• Build and maintain a strong candidate pipeline and talent pool for critical, high-volume, and hard-to-fill positions.
• Lead and monitor high-volume and peak-season recruitment initiatives to ensure staffing requirements are met within agreed timelines.
• Partner with hiring managers and business leaders to understand workforce requirements, job specifications, and hiring priorities.
• Establish and monitor recruitment KPIs and analytics, including time‑to‑fill, hiring volume, sourcing effectiveness, offer acceptance, recruitment cost, and hiring conversion rates.
• Analyze recruitment data and trends to identify gaps and recommend improvements to recruitment strategies and processes.
• Lead the development and implementation of employer branding and recruitment marketing initiatives to strengthen the organization’s attractiveness to prospective candidates.
• Oversee recruitment‑related social media content, career campaigns, job advertisements, and talent engagement activities.
• Develop and continuously improve recruitment policies, procedures, standards, and processes to enhance efficiency and candidate experience.
• Ensure compliance with company policies and applicable labor and employment regulations throughout the recruitment process.
• Lead, coach, and develop the recruitment team, ensuring effective workload distribution, performance management, and achievement of hiring targets.
• Conduct regular reviews of recruitment processes and introduce innovative sourcing strategies, tools, and technologies to improve hiring outcomes.
• Collaborate with HR and other departments on onboarding and pre‑employment activities to ensure a smooth transition from candidate to employee.
• Maintain strong relationships with external recruitment partners, agencies, schools, PESO offices, and other talent acquisition networks.
• Prepare and present recruitment reports, manpower updates, hiring forecasts, and strategic recommendations to senior management.