Human Resources Manager

Equilife Medical Equipment Supplies & Services Inc.; Manila; On-site; PHP 1,200,000 - 1,800,000; Full time

Job summary

Equilife Medical Equipment, Supplies & Services Inc. is seeking an HR Manager to lead a small HR team and own end-to-end HR operations in a hands-on leadership role.

You will drive recruitment, employee relations, onboarding, policy implementation, and regulatory compliance while building scalable, data-driven HR processes across our growing healthcare organization. You will collaborate with business leaders to plan workforce needs, enhance employer branding on major platforms, and develop

Qualifications

• 5-8 years of progressive HR experience with recruitment, employee records, labor compliance, onboarding, and employer branding.
• Experience in 100-300 employee organizations, with proven HR process improvements.
• Strong attention to detail and documentation quality; organized records and quality hiring.

Responsibilities

• Lead and develop the HR team of three (Assistant Manager and two Generalists).
• Standardize candidate screening and recruitment processes; monitor time-to-fill, quality-of-hire, and efficiency.
• Ensure 201 file accuracy and regulatory compliance; maintain employee records and benefits documentation.
• Maintain employer branding across JobStreet, Indeed, Facebook, and other platforms; keep profiles current.
• Design onboarding programs and learning initiatives to accelerate productivity and retention.
• Establish partnerships with universities and develop internship programs for talent pipelines.
• Provide HR guidance to managers on workforce planning, structure, and performance decisions.
• Balance staffing with business needs and budget constraints; propose cost-effective workforce solutions.
• Deliver timely HR service and continuously improve HR operations for scalability.

Skills

HR leadership

Recruitment & talent acquisition

Employee relations

Policy implementation

Compliance & labor laws Philippines

Employer branding

Performance management

Budget planning

Job description

Company: Equilife Medical Equipment, Supplies & Services Inc.

Reports to: CEO (interim), transitioning to a defined reporting line once HR structure is set

Manages: HR team of three: one Assistant Manager who serves as Officer-in-Charge in the Manager's absence, and two Generalists.

Location: Malate, Manila City (on-site; field coordination across hospital sites as needed)

Employment type: Full-time, regular after probation

Company size: >150 employees across critical-care equipment-as-a-service operations and many field personnel

Why this role exists

At Equilife, we support hospitals nationwide by ensuring critical medical equipment is always ready when patients need it most. Behind that mission is a diverse team of engineers, technicians, respiratory therapists, supply chain specialists, sales professionals, and support staff.

As our business continues to grow, we're looking for an HR Manager who can strengthen and elevate our HR operations. The foundations are already in place - we need someone who can improve processes, increase team performance, and build sustainable systems that support a high-performing organization.

This is a hands-on leadership role. You'll lead a small HR team while remaining actively involved in recruitment, employee relations, performance management, policy implementation, and HR operations. You'll identify gaps, solve operational challenges, implement practical improvements, and help transition the organization from founder-led HR to a structured, scalable HR function.

If you enjoy building efficient processes, leading by example, and making a measurable impact, this role offers the opportunity to shape the future of HR in a growing healthcare organization.

What you own from day one

As HR Manager, you will take full ownership of our HR operations and lead a team responsible for building a stronger, more efficient people function. Your key responsibilities include:

Lead and develop the HR Team

Manage and develop one Assistant HR Manager and two HR Generalists.

Establish clear performance expectations, provide coaching, and ensure the team is cross trained to maintain business continuity.

Evaluate team capability, address performance gaps, and recommend development or staffing changes when necessary.

Build a High-Performing Recruitment Function

Standardize candidate screening and recruitment processes.

Improve sourcing strategies and hiring workflows to consistently attract qualified talent.

Monitor recruitment metrics such as time-to-fill, quality-of-hire, and hiring efficiency.

Strengthen HR Compliance

Complete and maintain accurate 201 files and employee records.

Ensure compliance with labor laws, employment documentation, government-mandated benefits, and company policies.

Develop controls and documentation standards that support audit readiness and regulatory compliance.

Manage Employer Branding

Maintain a professional and consistent employer presence across JobStreet, Indeed, Facebook, and other recruitment platforms.

Update company profiles, manage recruitment content, and ensure outdated or inactive employer pages are properly handled.

Improve the Employee Experience

Design and implement an engaging onboarding program that accelerates employee productivity and improves retention.

Develop learning and development initiatives that support employee growth and organizational capability.

Build Talent Pipelines

Re-establish partnerships with universities, colleges, and technical schools.

Create internship and campus recruitment programs that generate a sustainable pipeline of future talent.

Partner with Business Leaders

Provide practical HR guidance to managers and executives on workforce planning, organizational structure, employee performance, and talent decisions.

Help leaders make informed, data-driven people decisions aligned with business objectives.

Drive Cost-Effective Workforce Planning

Balance staffing requirements with business needs and financial realities.

Recommend practical workforce solutions that improve productivity before adding headcount.

Deliver Responsive HR Service

Foster a culture of timely, professional, and reliable HR support.

Ensure employees and managers receive prompt responses and effective resolutions to HR concerns.

Continuously Improve HR Operations

Identify inefficiencies, streamline HR processes, implement practical solutions, and build systems that support long-term organizational growth and operational excellence.

Qualification:

• 5-8 years of progressive HR experience, with direct responsibility for recruitment, employee records, labor compliance, onboarding, and employer branding.
• Proven experience in a 100-300 employee organization, where you have improved or built HR processes—not simply maintained established corporate programs.
• Strong attention to detail and a commitment to high standards. You take pride in accurate documentation, organized records, quality hiring, and well-executed HR processes.
• Experience leading and developing a small HR team, with the confidence to coach, provide constructive feedback, and address performance issues when necessary.
• Solid knowledge of Philippine Labor Laws, DOLE regulations, and statutory compliance, ensuring HR practices remain compliant and audit-ready.
• Proficiency in using HR technology, digital tools, and AI to improve productivity, streamline administrative work, and enhance decision-making.
• Strong business acumen with the ability to balance workforce needs, operational priorities, and budget considerations when making HR recommendations.
• Excellent communication and interpersonal skills, with a reputation for being responsive, approachable, and solution-oriented.
• A background in healthcare, medical devices, engineering services, or other field-service industries is an advantage, particularly experience supporting technical or clinical workforces.

What Success Looks Like in Your First 12 Months

By the end of your first year, you will have made a measurable impact on our HR operations by achieving the following:

• 100% compliant employee records, with all 201 files complete, organized, and supported by controls that keep them audit ready.

• A structured, repeatable recruitment process that enables the HR team to consistently source, screen, and hire qualified candidates independently.

• A strong employer brand across JobStreet, Indeed, Facebook, and other recruitment channels, with outdated or inactive pages updated, recovered, or retired.

• Clear KPIs and performance metrics implemented and cascaded across departments to support accountability and performance management.

• An effective onboarding program that improves new hire integration, productivity, and early employee retention.

• Active partnerships with at least two schools or universities, supported by a sustainable internship program that generates future talent.

• A high-performing HR team with clear roles, improved capability, and any necessary performance or staffing decisions addressed.

• Recognition as a trusted business partner, providing managers with practical guidance on workforce planning, organizational structure, employee performance, and people decisions.

• More efficient, scalable HR systems that strengthen compliance, improve the employee experience, and support the company’s continued growth.