HR Manager / Strategic Organizational Development

TigerUX; Cebu City; On-site; PHP 1,200,000 - 2,000,000; Full time

Benefits offered by this job

HMO upon regularization

Government-mandated benefits

Additional leave credits

Job summary

TigerUX in Cebu City seeks a seasoned HR leader to drive strategic HR initiatives across Total Rewards, workforce planning, and organizational development. You will design structures, lead compensation benchmarking, and strengthen performance management while aligning HRIS and analytics with business goals.

The role requires 6+ years in HR, with 3 years in strategic HR/OD/Total Rewards, strong PH labor-law knowledge, and a track record of stakeholder collaboration.

Qualifications

• Bachelor’s degree in HR, OD, Psychology or Business; Master’s preferred.
• ≥6 years HR experience, with 3 years in strategic HR/OD/Total Rewards.
• Strong knowledge of PH labor laws, wage orders, and HR frameworks.
• Experience in job evaluation, compensation benchmarking, and competency design.
• Skilled in HR analytics, data visualization (Excel, Power BI), and HRIS.

Responsibilities

• Develop and maintain 1–3 year workforce plan aligned with growth and succession needs.
• Design and update organizational structures, job levels, and reporting lines.
• Lead headcount, attrition, and skills gap analyses with quarterly insights.
• Own job evaluation and grading using Hay/Korn Ferry and Point Factor.
• Oversee HRIS and personnel records reflecting approved org changes.
• Design and review compensation philosophy aligned with wage orders and market benchmarks.
• Lead salary structure reviews, pay bands, and merit recommendations.
• Assess and enhance benefits (HMO, life insurance, leaves, recognition).
• Conduct market surveys to maintain competitive pay (50th–75th percentile).
• Design and manage performance bonus/STIP frameworks tied to KPIs.
• Own KRA-KPI framework; run performance reviews, calibration, and coaching.
• Provide tools and coaching for managers on performance conversations.
• Analyze performance data, identify top talent, support succession planning.
• Develop PIP templates and guide managers in implementation.
• Conduct Training Needs Analysis and Annual Training Plan.
• Design leadership, supervisory, and functional training programs.
• Manage L&D budget and track ROI using Kirkpatrick evaluation.
• Source/accredit external providers and manage TESDA/DOLE training.
• Build internal trainer capability and mentoring frameworks.
• Draft, update, and ensure compliance of HR policies with labor laws.
• Lead annual Employee Engagement Surveys and action planning.
• Champion company values, recognition programs, and culture initiatives.
• Coordinate HR communications and employee events.
• Benchmark practices via PMAP, SHRM, and HR networks.
• Develop HR dashboards (headcount, attrition, cost-per-hire, training hours, engagement, payroll ratio).
• Prepare quarterly/annual HR strategic reports for leadership and board.
• Align HR metrics with company scorecard; propose HR OKRs.
• Analyze exit interviews and recommend retention strategies.

Skills

Stakeholder management

Presentation skills

Writing skills

Strategic thinking

Education

Bachelor’s degree in HR, OD, Psychology, or Business

Master’s degree (preferred)

Tools

Excel

Power BI

HRIS

Job description

Responsibilities

• Create and maintain a 1-3 year workforce plan aligned with business growth and succession needs.
• Design and update organizational structures, job levels, and reporting lines for EFI and EGG.
• Conduct headcount, attrition, and skills gap analysis; present quarterly workforce insights.
• Lead job evaluation and grading using frameworks (Hay/Korn Ferry, Point Factor).
• Ensure HRIS and personnel records reflect approved organizational changes.

Compensation & Benefits Strategy

• Develop and review total compensation philosophy aligned with DOLE/NWPC wage orders and market benchmarks.
• Lead salary structure reviews, define pay bands, and recommend merit increases.
• Assess and enhance benefits (HMO, life insurance, leaves, recognition programs).
• Conduct market surveys to maintain competitive pay positioning (50th-75th percentile).
• Design and manage performance bonus/STIP frameworks tied to KPIs.

Performance Management

• Own and improve the KRA-KPI framework; ensure SMART goals and rating scale consistency.
• Lead annual performance reviews, calibration sessions, and mid-year check-ins.
• Provide tools and coaching for managers on effective performance conversations.
• Analyze performance data, identify top talent, and support succession planning.
• Develop PIP templates and guide managers in implementation.

Learning & Development

• Conduct Training Needs Analysis and create the Annual Training Plan.
• Design leadership, supervisory, and functional training programs.
• Manage L&D budget and track ROI using Kirkpatrick evaluation.
• Source/accredit external providers and manage TESDA/DOLE-mandated training.
• Build internal trainer capability and mentoring frameworks.

HR Policy, Culture & Engagement

• Draft, update, and ensure compliance of HR policies with labor laws and best practices.
• Lead annual Employee Engagement Surveys and action planning.
• Champion company values, recognition programs, and culture initiatives.
• Coordinate HR communications and employee events.
• Benchmark practices via PMAP, SHRM, and HR networks.

HR Analytics & Reporting

• Develop HR dashboards (headcount, attrition, cost-per-hire, training hours, engagement, payroll ratio).
• Prepare quarterly/annual HR strategic reports for leadership and board.
• Align HR metrics with company scorecard; propose HR-specific OKRs.
• Analyze exit interviews and recommend retention strategies.

Collaboration with HR Manager - Operations

• Share compensation structures and merit guidelines for payroll execution.
• Provide performance tools and rating calibration guides.
• Consult on labor relations trends and policy refinements.
• Co-present the annual HR plan (strategic + operational) to leadership.

Qualifications

• Bachelor’s degree in HR, OD, Psychology, or Business; Master’s preferred.
• At least 6 years HR experience, with 3 years in strategic HR/OD/Total Rewards.
• Strong knowledge of PH labor laws, wage orders, and HR frameworks.
• Experience in job evaluation, compensation benchmarking, and competency design.
• Skilled in HR analytics, data visualization (Excel, Power BI), and HRIS.
• Excellent stakeholder management, presentation, and writing skills.
• Professional certifications (CHRP, SHRM-CP/SCP) highly preferred.
• Active membership in PMAP or similar HR associations is an advantage.
• Age requirement: Below 45 years old.

Other Benefits

• HMO upon regularization
• Government-mandated benefits
• Additional leave credits

Work Schedule/Set-up

• Monday to Friday: 8 AM to 5 PM