HR MANAGER – ORGANIZATIONAL DEVELOPMENT

Private Advertiser; Cebu City; On-site; PHP 1,200,000 - 2,100,000; Full time

Job summary

Private Advertiser is seeking an experienced HR leader to drive workforce planning, compensation strategy, and performance management across EFI and EGG entities. You will design job architecture, lead evaluation exercises, and ensure data-driven HR insights for senior leadership.

The role also encompasses learning and development programs, policy updates in line with Philippine labor law, and a strong focus on engagement, analytics, and strategic reporting to enable organizational growth.

Qualifications

• Bachelor's degree in HR/OD/psychology/business administration or related field.
• Minimum 5 years of HR experience with at least 3 years in strategic HR, OD, or total rewards.
• Strong knowledge of Philippine Labor Code, wage orders, DOLE issuances, and HR frameworks.
• Experience in job evaluation, compensation benchmarking, and competency framework design.
• Proficient in HR analytics, data visualization (MS Excel, Power BI, or equivalent), and HRIS.

Responsibilities

• Develop and maintain a rolling 1–3-year workforce plan aligned with growth and succession requirements.
• Design and update organizational structures, job levels, and reporting hierarchies for EFI and EGG entities.
• Lead job evaluation exercises and maintain a job grading system.
• Oversee compensation benchmarking, pay bands, and STIP frameworks.
• Build and maintain HR Dashboard and quarterly/annual strategic reports.

Skills

Stakeholder management

HR analytics

Presentations

Change management

Communication

Education

Bachelor's degree in HR/OD/ Psychology/ Business Administration

Master's degree (MBA, MAHRM) preferred

Tools

MS Excel

Power BI

HRIS

Job description

JOB DESCRIPTION:

1. Workforce Planning & Organizational Design

• Develop and maintain a rolling 1–3-year workforce plan aligned with the company's operational growth, farm expansion, and succession requirements.

• Design and update organizational structures, job levels, and reporting hierarchies for EFI and EGG entities; ensure job architecture is internally equitable and externally competitive.

• Conduct headcount analysis, attrition modeling, and skills gap assessments; present quarterly workforce insights to Senior Leadership.

• Lead job evaluation exercises using recognized frameworks (e.g., Hay/Korn Ferry, Point Factor); establish and maintain a job grading system.

• Partner with HR-Operations to ensure approved organizational changes are accurately reflected in HRIS and all personnel records.

2. Compensation & Benefits Strategy

• Design and annually review the company's total compensation philosophy to ensure alignment with DOLE Regional Wage Board rates, NWPC wage orders, and industry benchmarks (e.g., Mercer, Willis Towers Watson PH surveys).

• Lead salary structure review: define pay bands per job grade; recommend merit increase budgets and off-cycle adjustments.

• Evaluate and recommend enhancements to the company's benefits portfolio (HMO, group life, leaves, service awards, welfare programs) to remain competitive in the labor market.

• Conduct compensation benchmarking surveys and analyze external data to maintain 50th-75th percentile market position.

• Design and oversee the Short-Term Incentive Plan (STIP) or performance bonus framework aligned with KRA-KPI results.

3. Performance Management System

• Own and continuously improve the company's KRA-KPI performance management framework; ensure SMART alignment, weight calibration, and rating scale integrity.

• Lead the annual performance review cycle: design calendar, create tools, calibrate ratings with Senior Leadership, and ensure completion within prescribed timelines.

• Develop and roll out mid-year performance check-in protocols; coach HR-Operations and line managers on effective performance conversations.

• Analyze aggregate performance data post-evaluation; prepare talent heatmaps, top-performer identification, and succession pipeline reports.

• Design performance improvement plan (PIP) templates and guide HR-Operations and managers on implementation.

4. Learning, Training & Development

• Lead the annual Training Needs Analysis (TNA) in coordination with department heads and HR-Operations; produce the Annual Training Plan (ATP).

• Design and implement leadership development programs, supervisory effectiveness tracks, and functional training curricula aligned with organizational capability gaps.

• Manage Learning & Development budget; ensure ROI tracking and post-training effectiveness measurement using Kirkpatrick Level 1-3 evaluation.

• Source and accredit external training providers; manage TESDA-registered training and DOLE-mandated OSH/safety training calendars.

• Build internal facilitator/trainer capability; develop coaching and mentoring frameworks for people managers.

5. HR Policy, Culture & Employee Engagement

• Draft, review, and update all HR policies (Employee Handbook, Code of Conduct, workplace policies) in compliance with the Philippine Labor Code, DOLE issuances, and emerging HR best practices.

• Design and lead the annual Employee Engagement Survey (EES); analyze results, present findings to leadership, and formulate engagement action plans per department.

• Champion company values, culture programs, and employee recognition initiatives; lead the design of the Recognition & Rewards framework.

• Coordinate with Communications/Admin on company-wide HR communications: policy announcements, HR calendar, and employee events.

• Benchmark HR practices against industry peers through participation in PMAP, SHRM, and local HR consortia.

6. HR Analytics & Strategic Reporting

• Build and maintain an HR Dashboard: headcount, attrition rate, time-to-fill, cost-per-hire, training hours per employee, engagement score, and payroll cost ratio.

• Prepare quarterly and annual HR Strategic Reports for Senior Leadership and Board presentations.

• Develop HR metrics aligned with the company scorecard; propose HR-specific OKRs/KPIs for organizational improvement.

• Conduct exit interview analysis; identify attrition drivers and recommend retention strategies.

7. Collaboration with HR Manager – Operations

• Share finalized compensation structures, pay bands, and merit increase guidelines with HR-Operations for payroll implementation.

• Provide HR-Operations with performance evaluation tools, rating calibration guides, and timeline schedules for execution.

• Consult HR-Operations on emerging labor relations trends, recurring disciplinary patterns, and policy interpretation gaps to refine policies.

• Jointly present the annual HR Plan (operational + strategic) to the Senior Manager and Senior Leadership Team.

MINIMUM QUALIFICATIONS

• Bachelor's degree in Human Resources Management, Organizational Development, Psychology, or Business Administration; masteral degree (MBA, MAHRM) strongly preferred

• Minimum 5 years of HR experience with at least 3 years in strategic HR, OD, or total rewards

• Strong knowledge of Philippine Labor Code, wage orders (NWPC/RTWPB), DOLE issuances, and HR frameworks

• Experience in job evaluation, compensation benchmarking, and competency framework design

• Proficient in HR analytics, data visualization (MS Excel, Power BI, or equivalent), and HRIS

• Excellent stakeholder management, presentation, and business writing skills

• CHRP, SHRM-CP/SCP, or equivalent professional certification is highly preferred

• Active membership in PMAP or similar professional HR association is an advantage