HR Services Specialist

Rising Hope EduTech Corporation; Bulacan; On-site; PHP 420,000 - 660,000; Full time

Job summary

Rising Hope EduTech Corporation in Bulacan seeks an experienced HR Operations professional to lead end-to-end payroll, benefits administration, and compliance.

The ideal candidate has 3–5 years in payroll-driven HR operations, strong Excel skills, and proficiency with ATS/HRIS, plus solid knowledge of local labor codes and statutory rules. You will partner with department leads to streamline processes and protect data confidentiality.

Qualifications

• Bachelor's degree in HR or related field.
• 3–5 years HR operations with payroll experience.
• Strong Excel data manipulation and ATS/HRIS proficiency.
• Thorough knowledge of local labor codes and tax rules.

Responsibilities

• Lead end-to-end recruitment and talent sourcing via multi-channel pipelines.
• Define role mandates, screening templates, and conduct interviews.
• Perform compensation assessments and salary modeling aligned to market.
• Oversee onboarding, background checks, and new-hire file setup.
• Manage payroll: timekeeping, deductions, and tax withholdings.
• Administer statutory benefits and employee relations processes.
• Ensure policy governance and disciplinary documentation compliance.

Skills

Payroll software

HRIS

ATS

Excel (VLOOKUP, Pivot)

Labor law & tax compliance

Data confidentiality

Mediation & conflict resolution

Verbal/written communication

Education

Bachelor's degree in HRM/Organizational Psychology/Business Administration

Tools

Payroll software systems

HRIS engines

Applicant Tracking Systems (ATS)

Job description

Requirements

1. Education: Bachelor's degree in Human Resource Management, Organizational Psychology, Business Administration, or an equivalent discipline.
2. Professional Experience: 3–5 years of progressive experience performing core, highefficiency HR operations, with demonstrated success managing structured payroll math, statutory accounts, and candidate sourcing.
3. Software & Tech Skills: Advanced proficiency navigating automated Payroll software systems/HRIS engines, Applicant Tracking Systems (ATS), and deep data manipulation within Microsoft Excel (VLOOKUPs, pivot matrices, logical string rules).
4. Legal & Premium Fluency: Thorough structural mastery of local labor standard codes, income tax calculations, tax exemptions, and active SSS/PhilHealth/PagIBIG calculation rules.
5. Core Competencies: Refined mediation and conflict resolution style, high emotional resilience, uncompromising data confidentiality standard, and sharp verbal/written articulation skills.

Responsibilities

1. Core Duties & Responsibilities
2. A. InDepth Recruitment & Talent Sourcing (~30% Operational Share)
3. Strategic Sourcing Engines: Formulate and run complex multichannel candidate pipelines leveraging professional networks, specific job board indices, automated sourcing mechanics, and industry talent communities.
4. Competency Framework Screenings: Partner with department leads to define explicit role mandates, construct structured technical/behavioral screening templates, and execute comprehensive candidate interviews.
5. Offer Architecture & Salary Banding: Execute marketaligned compensation assessments, build equitable, authorized salary models containing required benefits, and guide standard candidate offer negotiations.
6. Onboarding Architecture: Oversee foundational newhire integrations by finalizing background checks, initializing secure 201 corporate files, and leading cultural/procedural company onboarding tours.
7. B. EndtoEnd Payroll Management (~30% Operational Share)
8. Timekeeping Consolidation: Reconcile, audit, and systematically manage biometric employee inputs, shift differentials, night premiums, overtime allowances, and complex holiday pay criteria.
9. GrosstoNet Calculations: Execute accurate payroll runs by verifying variable deductions, prorated schedules, regular withholdings, cash advances, and applicable statutory taxes to prepare clean salary files.
10. Disbursement Coordination: Coordinate payroll delivery securely with financial institutions, distribute automated itemized pay slips, and systematically investigate internal pay queries or anomalies.
11. Tax and Separation Finalizations: Administer yearend tax annualization audits, process complete and legal final settlements for exiting employees, and issue timely statutory income tax certificates.
12. C. GovernmentMandated Benefits Administration (~20% Operational Share)
13. Statutory Reporting & Filings: Ensure completely punctual monthly premium contribution reconciliations and submissions to mandatory government portals (such as SSS, PhilHealth, PagIBIG) to eliminate company compliance gaps.
14. Claim Lifecycle Oversight: Act as the absolute internal facilitator for processing staff sickness, maternity, disability, and statutory loan files, ensuring seamless institutional approvals.
15. Ledger Variances & Auditing: Perform monthly data reconciliations against institutional billing statements to rapidly clear discrepancies, tracking variances, or penalty warnings.
16. Employee Advisory Desk: Maintain an indepth internal help desk framework to seamlessly guide staff members through mandatory statutory programs, loans, and health claim benefits.
17. D. Employee Relations & Handbook Governance (~20% Operational Share)
18. Handbook & Policy Interpretation: Interpret company codeofconduct guidelines fairly, maintain strict compliance standards, and offer professional guidance during internal workplace grievances.
19. Due Process & Disciplinary Frameworks: Draft formal, legally compliant Notice to Explain (NTE) documents, sit as an administrative adviser on internal hearing panels, and compile accurate disciplinary finding briefs under statutory labor provisions.
20. Culture and Retention Programs: Architect corporate pulse surveys, plan targeted teambuilding initiatives, run reward programs, and track workplace sentiment indices to elevate longterm team retention.
21. Labor Law Compliance Safeguards: Continuously audit operational policies against current national labor mandates to systematically mitigate corporate exposure to employee litigation.