HR Manager

Cash Management Finance, Inc.; Quezon City; On-site; PHP 900,000 - 1,300,000; Full time

Job summary

Cash Management Finance, Inc. is actively seeking an HR Manager – Organizational Development & Training to spearhead OD, L&D, and performance management initiatives that align with business goals. The role partners with management to identify needs, design programs, and enhance leadership capability and workforce performance.

The ideal candidate will drive onboarding, training, competency frameworks, succession planning, and employee engagement within the Philippine financing and lending sector.

Qualifications

• Bachelor's degree in a related field required.
• 5–8 years of progressive HR experience, 2–3 in supervision.
• Strong background in Organizational Development, Learning & Development, and Performance Management.
• Experience in financing, lending, or financial services is highly preferred.
• Proven ability to design and implement company-wide training programs.
• Excellent communication, coaching, and stakeholder management skills.

Responsibilities

• Develop organizational development strategies aligned with business goals.
• Assess workforce capabilities and competency gaps; propose interventions.
• Design and maintain org structures, job descriptions and career paths.
• Lead Learning & Development plans and onboarding programs.
• Develop training materials and coordinate internal/external trainers.
• Drive performance management systems and calibration processes.
• Lead employee engagement initiatives and culture enhancement.
• Support leadership development, succession planning, and mentoring.

Skills

Organizational Development

Leadership

Coaching

Facilitation

Training Needs Analysis

Change Management

Stakeholder Management

Performance Management

Employee Engagement

Education

Bachelor's in Human Resources Management

Bachelor's in Psychology

Bachelor's in Business Administration

Organizational Development

Tools

Excel

PowerPoint

HRIS

Job description

Financing / Lending Company

Position Overview

The HR Manager – Organizational Development & Training is responsible for leading and implementing human resource strategies that support the company’s business objectives, with a strong focus on organizational development, employee engagement, talent development, learning and development, performance management, and workforce capability building.

The position partners closely with management and business leaders to identify organizational and people-related needs and develop programs that enhance employee performance, leadership capability, productivity, and overall organizational effectiveness.

Key Responsibilities

1. Organizational Development

• Develop and implement organizational development strategies and initiatives aligned with the company’s business goals and growth plans.

• Assess organizational needs, workforce capabilities, and competency gaps and recommend appropriate interventions.

• Develop and maintain organizational structures, job descriptions, competency frameworks, and career paths.

• Support organizational restructuring, workforce planning, succession planning, and change management initiatives.

• Conduct organizational assessments and recommend improvements in processes, roles, reporting structures, and workforce effectiveness.

• Promote a culture of continuous improvement, accountability, collaboration, and performance.

2. Learning & Development / Training

• Develop and implement an annual Learning and Development Plan based on organizational and individual training needs.

• Conduct Training Needs Analysis (TNA) to identify technical, behavioral, leadership, and functional competency gaps.

• Design and facilitate training programs for employees, supervisors, managers, and leaders.

• Develop onboarding and orientation programs for new hires.

• Establish training programs specific to the financing and lending industry, including customer service, sales, collection practices, credit evaluation, compliance, risk awareness, and ethical standards.

• Coordinate internal and external trainers, consultants, and training providers.

• Develop training materials, modules, facilitator guides, assessments, and learning resources.

• Establish post-training evaluation and effectiveness measures to determine the impact of training on employee performance.

• Maintain accurate training records, attendance, completion reports, and employee development histories.

3. Leadership and Management Development

• Develop leadership development programs for supervisors, managers, and emerging leaders.

• Establish programs focused on people management, coaching, communication, decision-making, conflict management, and performance leadership.

• Identify high-potential employees and support talent development initiatives.

• Implement mentoring, coaching, and succession planning programs.

• Provide HR advisory support to managers in handling employee and organizational issues.

4. Performance Management

• Lead the development and implementation of the company's Performance Management System.

• Establish and review performance indicators, competencies, and behavioral expectations.

• Support managers in setting SMART objectives and performance targets.

• Facilitate performance reviews, calibration sessions, performance improvement plans, and development discussions.

• Analyze performance trends and recommend appropriate training and development interventions.

• Ensure that performance management supports employee growth and business results.

5. Employee Engagement & Culture

• Develop initiatives that promote employee engagement, retention, motivation, and organizational commitment.

• Conduct employee engagement surveys, focus group discussions, and organizational assessments.

• Analyze employee feedback and develop action plans to address identified concerns.

• Lead employee recognition and development initiatives.

• Promote company values, culture, ethics, professionalism, and customer-focused behaviors.

6. Talent Management & Career Development

• Develop career development programs and internal mobility initiatives.

• Establish competency-based career paths and development plans.

• Work with department heads to identify critical positions and succession requirements.

• Develop individual development plans (IDPs) for key employees and high-potential talent.

• Support recruitment and selection by ensuring competency requirements and job profiles are clearly defined.

7. HR Policies, Compliance & Employee Relations

• Develop, review, and update HR policies, procedures, and employee guidelines.

• Ensure HR programs and practices are aligned with applicable Philippine labor laws and regulations.

• Provide guidance to management regarding employee relations, disciplinary processes, workplace policies, and HR best practices.

• Maintain proper HR documentation and confidentiality of employee information.

• Coordinate with relevant government agencies and external HR/legal advisers when necessary.

8. HR Analytics & Reporting

• Develop HR metrics and dashboards to monitor workforce and organizational effectiveness.

• Track key indicators such as training completion, training effectiveness, employee turnover, absenteeism, engagement, performance, internal promotions, and workforce productivity.

• Prepare regular HR reports and management presentations.

• Use HR data and analytics to identify trends and support management decision-making.

9. HR Business Partnering

• Partner with senior management and department heads to align people strategies with business objectives.

• Provide HR recommendations relating to workforce capability, organizational effectiveness, leadership, and employee development.

• Act as a strategic HR partner in supporting business expansion, branch growth, and organizational transformation.

• Ensure HR programs contribute to improved employee capability, productivity, service quality, and business performance.

QUALIFICATIONS

Education

• Bachelor's degree in Human Resources Management, Psychology, Business Administration, Organizational Development, or a related field.

• Master's degree in HR, Business Administration, Organizational Development, or a related discipline is an advantage.

Experience

• At least 5–8 years of progressive HR experience, with at least 2–3 years in a supervisory or managerial capacity.

• Strong experience in Organizational Development, Learning & Development, Training, Talent Management, and Performance Management.

• Experience in the financing, lending, banking, microfinance, financial services, or related industry is highly preferred.

• Proven experience in designing and implementing company-wide training and development programs.

• Experience in leadership development, competency mapping, succession planning, and organizational change initiatives.

Technical Competencies

• Strong knowledge of Organizational Development and Learning & Development principles.

• Proficient in Training Needs Analysis (TNA) and competency assessment.

• Knowledge of performance management systems and KPI development.

• Knowledge of competency-based HR frameworks and career development.

• Strong understanding of Philippine labor laws and HR compliance.

• Ability to develop HR policies, procedures, training modules, and organizational programs.

• Strong analytical and HR reporting skills.

• Proficient in Microsoft Office, particularly Excel and PowerPoint.

• Experience with HRIS or learning management systems is an advantage.

Behavioral Competencies

• Strong leadership and people management skills.

• Excellent communication, presentation, facilitation, and interpersonal skills.

• Strategic and business-oriented mindset.

• Strong coaching and mentoring abilities.

• Analytical and problem-solving skills.

• Highly organized and results-oriented.

• Adaptable and capable of managing organizational change.

• Strong stakeholder management and collaboration skills.

• High level of integrity, confidentiality, and professionalism.