Hr Manager – Strategic & Organizational Development

TigerUX; Ilocos Norte; On-site; PHP 1,200,000 - 2,100,000; Full time

Benefits offered by this job

HMO upon regularization

Government-mandated benefits

Additional leave credits

Job summary

TigerUX is looking for a senior HR leader to drive workforce planning, total rewards, and performance management in a Cebu-on-site role. You will shape organizational design, policies, and analytics to support growth and compliance with Philippine labor standards.

You’ll lead salary reviews, benefit enhancements (HMO, leave entitlements), and development programs while leveraging Excel, Power BI, and an HRIS for data-driven decisions.

Qualifications

• Bachelor’s degree in HR, OD, Psychology, Business Administration, or related field. Master’s preferred.
• At least 6 years HR experience with 3 years in strategic HR, OD or Total Rewards.
• Strong knowledge of Philippine labor laws and wage orders.
• Experience in job evaluation, compensation benchmarking, and competency frameworks.

Responsibilities

• Develop and maintain a 1-3-year workforce plan aligned with growth objectives and succession planning.
• Establish org structures, job levels and reporting lines; ensure HRIS reflects changes.
• Lead salary structure reviews, pay bands, and merit-based increases.
• Manage compensation market surveys to stay in 50th-75th percentile.
• Oversee performance management: SMART goals, reviews, calibration, and PINs.

Skills

Stakeholder management

Presentation skills

Written communication

HR analytics

Education

Bachelor’s degree in HR/OD/PSY/BA

Master’s degree preferred

Tools

Excel

Power BI

HRIS

Job description

RESPONSIBILITIES Workforce Planning & Organizational Design

• Develop and maintain a 1-3-year workforce plan aligned with the company’s growth objectives and succession planning requirements.
• Establish and update organizational structures, job levels, and reporting relationships for EFI and EGG.
• Conduct headcount, employee attrition, and skills gap analyses, and present quarterly workforce insights to management.
• Lead job evaluation and grading processes using established frameworks such as Hay/Korn Ferry and Point Factor.
• Ensure that HRIS and employee records accurately reflect approved organizational changes.

Compensation & Benefits Strategy

• Develop and review the company’s total compensation philosophy in alignment with DOLE/NWPC wage orders and relevant market benchmarks.
• Lead salary structure reviews, establish pay bands, and recommend merit-based salary increases.
• Evaluate and enhance employee benefits, including HMO, life insurance, leave entitlements, and recognition programs.
• Conduct compensation market surveys to maintain competitive pay positioning within the 50th-75th percentile.
• Develop and manage performance bonus and Short-Term Incentive Plan (STIP) frameworks linked to key performance indicators (KPIs).

Performance Management

• Oversee and continuously improve the KRA-KPI framework, ensuring that goals meet SMART criteria and performance rating standards are applied consistently.
• Lead annual performance reviews, calibration sessions, and mid-year performance check-ins.
• Provide managers with tools and guidance to facilitate effective performance discussions.
• Analyze performance data to identify high-potential employees and support succession planning initiatives.
• Develop Performance Improvement Plan (PIP) templates and guide managers in their implementation.

Learning & Development

• Conduct Training Needs Analysis (TNA) and develop the Annual Training Plan.
• Design and implement leadership, supervisory, and functional development programs.
• Manage the Learning and Development (L&D) budget and evaluate training effectiveness and return on investment using the Kirkpatrick model.
• Identify and accredit external training providers and coordinate TESDA/DOLE-mandated training programs.
• Strengthen internal training capabilities and establish mentoring frameworks.

HR Policy, Culture & Engagement

• Develop, review, and update HR policies to ensure compliance with applicable labor laws and alignment with industry best practices.
• Lead annual employee engagement surveys and develop corresponding action plans.
• Promote company values through employee recognition programs and organizational culture initiatives.
• Coordinate HR communications and employee engagement events.
• Benchmark HR practices through PMAP, SHRM, and other professional HR networks.

HR Analytics & Reporting

• Develop and maintain HR dashboards covering headcount, attrition, cost-per-hire, training hours, employee engagement, and payroll ratio.
• Prepare quarterly and annual strategic HR reports for senior leadership and the Board.
• Align HR metrics with the company scorecard and recommend HR-specific Objectives and Key Results (OKRs).
• Analyze exit interview findings and recommend strategies to improve employee retention.

Collaboration with HR Manager - Operations

• Coordinate compensation structures and merit increase guidelines to support accurate payroll implementation.
• Provide performance management tools and performance rating calibration guidelines.
• Collaborate on labor relations trends and recommend refinements to HR policies.
• Jointly present the annual HR plan, covering both strategic and operational priorities, to company leadership.

QUALIFICATIONS

• Bachelor’s degree in Human Resources, Organizational Development (OD), Psychology, Business Administration, or a related field; a master’s degree is preferred.
• At least 6 years of HR experience, including 3 years in strategic HR, organizational development, or Total Rewards.
• Strong knowledge of Philippine labor laws, wage orders, and established HR frameworks.
• Proven experience in job evaluation, compensation benchmarking, and competency framework development.
• Proficiency in HR analytics, data visualization tools such as Excel and Power BI, and Human Resource Information Systems (HRIS).
• Excellent stakeholder management, presentation, and written communication skills.
• Professional certifications such as CHRP or SHRM-CP/SCP are highly preferred.
• Active membership in PMAP or similar professional HR associations is an advantage.

Benefits:

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

Work Schedule/Set-up: Monday to Friday: 8 AM to 5 PM

Work Location: On-site/Kasambagan Cebu

Job Type: Full-time