HR Operations Head

Hammerjack Pty Ltd; Philippines; On-site; PHP 900,000 - 1,300,000; Full time

Job summary

Hammerjack Pty Ltd is seeking an HR Operations Head to run the full HR cycle across a site, delivering hiring, employee relations, attendance, rewards administration, and separations with accuracy and timely documentation.

You will lead the local HR team, ensure compliance with Philippine labor codes, coordinate DOLE regulations, and drive process discipline and improvement in line with group standards.

Qualifications

• Five+ years of progressive HR experience with at least two years in a supervisory role.
• Knowledge of Philippine Labor Code, DOLE regulations, and statutory benefits administration.
• Hands-on experience with administrative due process from notice to decision.
• Proficient with HRIS and timekeeping systems; strong in spreadsheets and reporting.
• Experience in manufacturing/food processing/cold chain/fishing or similar settings is a plus.

Responsibilities

• Serve as first point of contact for site line managers on all HR matters.
• Fill approved positions on time using group-wide sourcing and interview standards.
• Administer timekeeping, tardiness, absences, and leave per policy.
• Handle first-level discipline and grievance cases from notice to decision.
• Process resignations, retirements, and end-of-contract separations.
• Identify local training needs and deliver or coordinate programs.
• Execute all processes to the documented standard; raise gaps through proper channels.
• Supervise, coach, and develop the site HR team.

Skills

Leadership

Employee relations

HR policy

Communication

Confidentiality

Time management

Education

Bachelor's degree in HR or related field

Tools

HRIS

Timekeeping software

Job description

About the Role

The HR Operations Head exists to run the full HR cycle for an assigned company or site to the standard set group-wide — delivering hiring, employee relations, attendance, rewards administration, and separation accurately, on time, and with complete documentation, so that line managers get responsive HR support and the business remains compliant and audit-ready.

Responsibilities

• HR Service Delivery - Serve as first point of contact for line managers on all HR matters at the site.
• Talent Acquisition and Onboarding - Fill approved positions on time using the group-wide sourcing, interview, and offer standards.
• Time, Attendance, and Rewards Administration - Administer timekeeping, tardiness, absences, and leave per policy, including the group's dual-trigger tardiness standard.
• Employee Relations and Discipline - Handle first-level discipline and grievance cases following administrative due process end to end, from notice to explain through decision.
• Separation and Offboarding - Process resignations, retirements, and end-of-contract separations.
• Learning Delivery - Identify local training needs and deliver or coordinate scheduled programs.
• Process Discipline and Improvement - Execute every process to the documented group-wide standard; no local rewriting of a core process. Raise gaps, exceptions, and improvement ideas to the relevant process design owner rather than working around the standard.
• Team Leadership - Supervise, coach, and develop the site HR team.

Qualifications

Education

• Bachelor's degree in Human Resources, Psychology, Behavioral Science, Business Administration, or a related field.

Experience

• At least five years of progressive HR experience, including two years in a supervisory role covering multiple HR facets.
• Demonstrated working knowledge of the Philippine Labor Code, DOLE regulations, and statutory benefits administration.
• Hands-on experience handling administrative due process from notice to decision.
• Proficiency with HRIS and timekeeping systems; competent in spreadsheets and reporting.
• Experience in a manufacturing, food processing, cold chain, fishing, or similar operating environment is an advantage.

Required Skills

• Process discipline — follows the documented standard and improves it through the proper channel rather than around it.
• Labor law application — applies the Labor Code and due process correctly and consistently, not just when tested by a case.
• Sound judgment under pressure — particularly in employee relations matters where the site wants a faster answer than due process allows.
• Credibility across levels — trusted by line managers and by rank-and-file employees alike.
• Confidentiality and integrity — handles sensitive information appropriately and without exception.
• Local responsiveness — delivers HR service at the pace the site operates at, without cutting a documented step.
• Coaching and supervision — develops a small HR team handling a broad scope.
• Two-way communication — represents the site's operating reality to the functional owner, and the standard back to the site.