HR Officer / People Manager

Karnot Energy Solutions Inc.; Mapandan; On-site; PHP 355,446 - 425,754; Full time

Benefits offered by this job

₱35,000/month base salary

22% benefits package

Direct line to the CEO

Job summary

Karnot Energy Solutions Inc. is looking for an HR Officer / People Manager based in Mapandan, Pangasinan. This role involves managing end-to-end recruitment, onboarding new hires, payroll management, and ensuring compliance with DOLE regulations.

The ideal candidate has a BS in Psychology or Human Resource Management along with 3–5 years of relevant HR experience in a Philippine SME. You will play a key role in shaping the HR function from scratch, sitting directly at the leadership table with the CEO. The compensation is ₱35,000/month plus benefits.

Qualifications

• 3–5 years generalist HR experience in a Philippine SME.
• Experience with SSS, PhilHealth, and Pag‑IBIG remittances.
• Track record of managing hiring processes end-to-end.

Responsibilities

• Own end-to-end recruitment for all roles at Karnot.
• Run onboarding for every new hire.
• Co-manage semi-monthly payroll with the Bookkeeper.
• Maintain compliant 201 files for employees.
• Ensure DOLE compliance.

Skills

Generalist HR experience

Knowledge of Philippine Labour Code

Payroll software experience

Technical hiring

Education

BS Psychology or Human Resource Management

Tools

Sprout HR

PayrollHero

Job description

HR Officer / People Manager

₱35,000/month base + 22% benefits + HMO

Karnot Energy Solutions Inc. · Low Carbon Innovation Centre, Mapandan, Pangasinan

Department

Reports To

CEO / Co-Founder

Headcount

1 head

Start date: October 2026. This is the Month 4 hire. Applications and expressions of interest are welcome now — we will contact shortlisted candidates from August 2026.

The Role

Karnot is growing fast. In July 2026, the company hires 10 people in a single month — engineers, technicians, sales staff, and operations. By October, the headcount has nearly doubled again. By FY31, the plan is 47 employees across engineering, commercial, field, and corporate functions. Managing that growth without an HR function in place is one of the most common ways a scaling SME makes expensive mistakes — employment disputes, payroll errors, DOLE violations, and failed culture.

The HR Officer is the person who prevents those mistakes. You will own recruitment sourcing and screening, onboarding, employee records, payroll co‑management with the bookkeeper, performance review processes, DOLE compliance, and the early‑stage work of building a culture that attracts and retains the technical talent Karnot needs. You will be the first HR hire — there is no established team, no inherited process, and no bureaucratic constraints. You build what Karnot needs.

This role reports directly to the CEO. That is not a courtesy title — the HR Officer sits at the leadership table from day one and participates in hiring decisions across every department. The right person will be promoted to HR Manager within 18 months as the team grows past 30 heads.

Key Responsibilities

• Own end‑to‑end recruitment for all Karnot roles — sourcing, screening, interview coordination, offer letters, contract preparation
• Run onboarding for every new hire — documentation, government benefit enrolments (SSS, PhilHealth, Pag‑IBIG), equipment, orientation
• Co‑manage semi‑monthly payroll with the Bookkeeper — ensure accuracy of hours, deductions, and statutory contributions
• Maintain compliant 201 files for all employees — employment contracts, DOLE‑required records, performance documentation
• Own DOLE compliance — labour standards, OSH reporting (alongside the Safety Officer), DOLE inspection preparation
• Design and implement Karnot's performance review process and key result frameworks
• Manage employee relations — disciplinary process, grievances, separations in accordance with the Labour Code
• Build HR policies from zero: employee handbook, leave policy, code of conduct, probation framework

Required Qualifications

• BS Psychology, Human Resource Management, or closely related degree
• 3–5 years generalist HR experience in a Philippine SME or growth‑stage company
• Working knowledge of the Philippine Labour Code and DOLE regulations — can handle a labour dispute without outside counsel for routine matters
• Track record of managing 30 or more personal hires end‑to‑end
• Experience with PH payroll software — Sprout HR, PayrollHero, or equivalent
• Hands‑on experience processing SSS, PhilHealth, and Pag‑IBIG remittances and online filings

Preferred Qualifications

• Experience hiring for technical roles — engineers, technicians, or licensed professionals
• CHRP (Certified Human Resources Professional) or equivalent credential
• Experience building an HR function in a company scaling from under 20 to over 40 heads
• Familiarity with BOI‑registered company employment requirements and tax incentive documentation
• Pangasinan‑based or willing to relocate — the role requires on‑site presence for onboarding and employee relations

What Karnot Offers

• ₱35,000/month base salary + 22% statutory and company benefits package
• Direct line to the CEO — seat at the leadership table from day one
• Full ownership of the HR function — no inherited structure, no bureaucratic constraints
• Career path: HR Officer → HR Manager → Head of People as the team scales to 47 heads
• Mapandan HQ base — no Metro Manila commute; Pangasinan cost of living
• BOI‑registered Pioneer Enterprise — reduced income tax during pioneer period

About This Role — Common Questions

What does "first HR hire" actually mean day‑to‑day?

It means there is no established HR process to inherit. There is no employee handbook, no performance review template, no onboarding checklist, no established payroll workflow. You build all of it. That is both the challenge and the opportunity. The CEO has managed employment matters directly until now — you take that over, structure it properly, and create the foundation for a professional people function. Most HR Officers join to maintain a system someone else built. Here you build the system.

How technical does the role need to be to hire engineers and technicians?

You do not need to be able to assess refrigeration competence — the hiring managers do that. Your role in technical hiring is sourcing, screening for minimum qualifications (correct TESDA/PRC licence, relevant experience), coordinating interviews, and owning the offer and contract stage. The PEE, PME, and Sales lead conduct technical assessments independently. HR manages the process, not the technical decision.

Will the HR Officer be responsible for DOLE compliance alone?

In partnership with the Safety Officer (who handles OSH‑specific DOLE obligations) and the CEO (who remains accountable for compliance decisions). The HR Officer owns labour standards compliance — working hours, 13th month pay, mandatory benefits enrolment, notice periods, documentary requirements for all employment classifications. The Safety Officer owns the OSH‑specific DOLE programme. The CEO is the final sign‑off on compliance strategy.

What is the expected headcount trajectory?

Karnot enters October 2026 with approximately 19 employees. The plan reaches 47 by FY31 (2031). Growth is not linear — the largest single hiring cohort is July 2026 (10 hires), with smaller cohorts of 3–5 per year thereafter. The HR Officer manages the full lifecycle: hire, onboard, develop, retain, and — when necessary — separate. Planning for this growth rather than reacting to it is a core part of the role.

Expressions of Interest Welcome Now

The role starts October 2026. Send your CV and a brief note about your experience building or restructuring an HR function. We read every application personally.