HR Manager

Energy Development Corporation; Philippines; On-site; PHP 1,500,000 - 2,400,000; Full time

Job summary

Energy Development Corporation is seeking an HR leader to develop and implement strategic people programs that align with our business goals across the Philippines. You will partner with senior management to set the tone for the organization and ensure manpower strategies meet budgeted objectives and growth plans.

The role oversees end‑to‑end talent lifecycle management, learning & development, HR systems analytics, and data‑driven decision making while supporting employee relations,

Job description

KRA 1: HR LEADERSHIP & ORGANIZATIONAL STRATEGY

Develops and implements comprehensive HR strategies that identify and address high-level organizational issues and align with Asian Eye's overall business direction.

Partners with senior management to serve as a strategic link between leadership and employees, ensuring human resources set the tone for the entire organization.

Collaborates with Finance and executive teams to ensure all HR needs and resource allocations are aligned with approved manpower budgets and company objectives.

KRA 2: END-TO-END TALENT LIFECYCLE MANAGEMENT

Oversees end-to-end talent acquisition and recruitment processes, ensuring strategic sourcing and selection criteria align with organizational requirements.

Directs the onboarding and integration of new hires to ensure cultural and operational alignment from day one.

Manages performance through strategic goal‑setting, mid‑year calibrations, and year‑end evaluations in accordance with company guidelines.

Administers employee relations, including performance improvement plans, disciplinary cases, and counseling to ensure a harmonious work environment.

Manages the offboarding process, including exit interviews and turnover trend analysis, to refine retention strategies.

KRA 3: LEARNING & ORGANIZATIONAL DEVELOPMENT

Executes a comprehensive learning and development strategy, identifying skill gaps through competency assessments and targeted interventions.

Maintains organizational development frameworks, including job profiling, competency management, and succession planning.

KRA 4: HR SYSTEMS, ANALYTICS, AND DATA-DRIVEN STRATEGY

Develops HR analytics frameworks and reporting mechanisms to provide leadership with data‑driven insights on workforce trends and performance.

Ensures HR operations comply with state and local legal requirements, labor laws, and data privacy regulations.

Oversees the optimization of HRIS and digital tools to enhance operational efficiency and talent data management.

KRA 5: EMPLOYER BRANDING, ENGAGEMENT, AND TOTAL REWARDS

Directs employer branding strategies and engagement initiatives, including town halls and recognition programs, to enhance morale and culture.

Partners with leadership to refine employee standards, procedures, and internal communication strategies for consistent organizational alignment.

KRA 5: PEOPLE MANAGEMENT

Directly oversees individual and team performance by establishing goals, measuring progress, and ensuring clarity and alignment in meeting targets.

• constantly keeping all parties informed, involved, proactive, and flexible
• Manages performance with employees and stakeholders through rewards and recognition, performance improvement plans, disciplinary actions, and staff retention initiatives.
• Talent Acquisition: Develops resource plans based on the current manpower and operation needs.
• Supports the sourcing and hiring efforts of Human Resources according to agreed‑upon turnaround times by: referring, screening & interviewing applicants and providing feedback on time.
• Capability Building: Assesses the employee's development needs based on well‑informed performance measures, goals, and career aspirations and movements.
• Plans and supports the development of employee’s competencies by creating a learning environment, and ensuring constant support through leadership, coaching, and mentoring.
• Engages and empowers employees to develop their own learning pathways and action plans aligned with their business goals.

Workload and Schedule Management: Conducts fair and thorough workload management through strategic assessment of operation needs and staff competencies informed collaboration and delegation of tasks, promoting ownership, clear roles, healthy boundaries, and a supportive culture. Coordinates within and between teams, departments, and locations to leverage opportunities and accelerate results. Promotes respect, presence, and flexibility through support and engagement, ensuring adherence to staff schedules, including meal breaks, shift planning, and leave management.