HR Officer for Training & Organizational Development

Bonpack Corporation; Rizal; On-site; PHP 360,000 - 480,000; Full time

Job summary

Bonpack Corporation is seeking an HR Officer for Training & Organizational Development to enhance employee skills and workforce effectiveness within its manufacturing operations. The role emphasizes training planning, development, and organizational development initiatives across departments.

Responsibilities include analyzing training outcomes, supporting succession planning, and ensuring compliance with safety and quality standards while coordinating internal and external programs.

Qualifications

• Bachelor's degree required in a relevant field.
• 3–5 years experience in HR/OD/Training roles.
• Certifications in Training, OD, analytics, or labor relations are a plus.
• Ability to manage multiple high-priority tasks in a fast-paced environment.
• Understanding of ISO/quality standards and safety training is beneficial.

Responsibilities

• Lead training and development initiatives, plans, and budgets.
• Drive organizational development and talent/succession initiatives.
• Coordinate manufacturing process training and safety compliance.
• Maintain training databases and generate performance metrics.
• Engage employees through surveys and targeted engagement actions.
• Prepare reports and support compliance with PH labor laws.

Skills

Training & Development

Organizational Development

HR Analytics

Performance Management

Employee Engagement

Education

Bachelor of Science degree

Tools

HRIS-QUADRANT

Job description

The HR Officer for Training & Organizational Development for Manufacturing Operations is mainly responsible for improving employee skills, supporting workforce development, and helping the organization become more effective.

The HR Officer for Training & Organizational Development for Manufacturing Operations is expected to identify the training completion rate, employee competency assessment results, training effectiveness scores, employee engagement metrics, internal promotion and succession readiness rates, and reduction in skills-related quality or safety incidents.

The HR Officer for Training & Organizational Development is authorized to recommend hiring, carry out disciplinary actions, monitor performance, and recommend actions or create policies in his/her respective business unit.

Duties & Responsibilities:

A. Training & Development

• Conduct training need analyses for technical, non-technical staff and executives.
• Create annual training plans and budgets.
• Coordinate internal and external training programs.
• Organize onboarding and orientation programs for new hires.
• Track employee training records and certifications.
• Evaluate training effectiveness and recommend improvements.
• Ensure that the training calendar per department is being done according to the Individual Development Plan and Succession Plan.
• Recommend interventions that will address performance gaps and challenges.
• Design and develop (if not recommended) appropriate courses (for new joiners and existing workforce), facilitation techniques, and improve evaluation and assessment methods.
• Support compliance training, such as workplace safety, quality standards, and company policies.

Organizational Development

• Assist in performance management processes.
• Support succession planning and talent development initiatives
• Identify competency gaps and create development programs.
• Help design career development and leadership development programs.
• Support organizational change initiatives and culture-building activities.
• Assist with employee engagement surveys and action plans.

Manufacturing-Specific Responsibilities

• Coordinate training related to manufacturing processes, equipment operations, quality systems, and safety requirements.
• Support compliance with standards such as ISO9001, ISO14001, or industry-specific requirements where applicable.
• Ensure operators and technicians maintain required competencies and certifications.
• Work with production managers and supervisors to address skills gaps affecting productivity, quality, or safety.

Administrative and Reporting Duties

• Maintain training databases and learning records
• Prepare training reports, metrics, and preparations for management.
• Monitor training budgets and vendor performance.
• Coordinate logistics for internal and external training, seminars, business review, planning sessions, venues, food & transportation arrangements (if need be), materials, and trainers/facilitators.
• Third-party contract reviews (across manpower agencies, headhunters, service providers, and the internal independent contractors of the company) and ensure all documents and necessary compliance are updated and compliant in accordance with the internal policy and procedure, updated COC, and applicable PH labor laws.

Talent, Performance, and Succession Management

• Map out the organization’s competency framework and requirements, across career levels and business units.
• Create a talent management plan to ensure the organization's commitment to hire, manage, develop, and retain talented employees.
• Develop and implement activities that support the areas of Succession/Career Management, Change/Organization Development, and Learning and Development.
• Collaborate with the Recruitment and Engagement team to continuously improve hiring strategies, screening/selection tools, and anticipate workforce requirements and contingencies.
• Conduct information sessions that will help employees/leaders understand, observe, and participate in all activities related to the Performance Management System.
• Carry out action plans that will reward and promote high performers, develop average performers, and manage bottom performers.
• Ensure that all performance appraisal forms and career development plans are completed and consolidated
• Ensures that all forms relevant to PE are readily available/downloadable in HRIS-QUADRANT.
• Guides the key leaders/managers in the development of Job Description, Specification, and Competency Profiles; if not, in the accomplishment of Job/Position Analysis and critical forms if available.
• Recommend onboarding/immersion plan for new employees to ensure proper integration and immersion into the organization's culture, practices, rules, regulations, and norms.
• Maintain talent inventory to ensure available successors for each critical position of the organization.
• Administer and monitor all Employee Movements, including Interim, promotions, transfer requests, and regularization – agency-deployed and its transition process with the help of the Talent Management HR Associate.

Change Management

• Act as a change agent champion in the organization.
• Help resolve team/organizational issues to improve productivity and meet business targets.
• Provide techno-structural interventions, using data gathering techniques (e.g., focus group discussion, geography, survey, and maximizing available data) and/or HR Analytics.
• Conduct information sessions/orientations (if not, cascades information through email-blasts, bulletins, official circulations, etc.) to keep employees abreast of organizational changes, employee movements, transitions, and other related HR actions.
• Source and manage vendors/consultants (if need be) that offer HR solutions and outsourced services.

Employee Engagement

• Collaborate with the Employee Engagement team to come up with strategies on how to effectively design and run employee engagement activities – that will support strategic objectives and challenges.
• Conduct surveys and evaluate strategic activities (of Human Resources) in accordance with engagement drivers and organizational assessment criteria.

Qualifications:

• Graduate of Any 4-year Bachelor of Science degree
• With the 3 to 5 years experience in related position.
• Attended any of the following certifications, short courses, and/or seminars listed below:

Training or seminar relevant to analyzing medium to complex data/information

Personality Development or Leadership Training.

Specialized training or certification related to Training & Development, Organizational Development, Metrics and Analysis for OD, Training Need Analysis, and Labor Relations/Management/Labor Code of the Philippines applicable for OD

• Ability to manage multiple high-priority tasks in a fast-paced and high-pressure environment
• Official business transactions outside the office premises; ocular for venue, supplier, and third-party office visit; critical/urgent and confidential transactions outside the office if necessary

Core/Organizational Competencies (Please choose below as required):

• Should possess the following company values Maaasahan, Mapagkakatiwalaan, Mapagmalasakit, Mahusay, Makabago.
• Accountability and Detail Consciousness
• Result Orientation
• Planning & Organizing
• Positivity & Adaptability
• Initiative & Commitment
• Respect & Integrity
• Analytical Thinking and Problem Solving
• Effective Communication & Interpersonal
• Building Collaborative Relationships
• Self-Management and Team Cooperation