Learning and Development Manager

SYSGEN RPO; Cebu City; On-site; PHP 1,200,000 - 1,800,000; Full time

Job summary

Sysgen RPO is seeking an Organizational Development and Training and Learning Manager to lead OD strategy, design leadership programs, and drive engagement across the organization.

This role oversees performance management, compensation framework, HR analytics, and HR policy development, partnering with Senior Leadership to align people initiatives with business goals.

Qualifications

• Minimum 6 years of HR experience with at least 3 years in strategic HR, OD, or total rewards.
• Strong knowledge of Philippine Labor Code, wage orders (NWPC/RTWPB), DOLE issuances, and HR
• Experience in job evaluation, compensation benchmarking, and competency framework design.
• Proficient in HR analytics, data visualization (MS Excel, Power BI, or equivalent), and HRIS
• Excellent stakeholder management, presentation, and business writing skills
• CHRP, SHRM-CP/SCP, or equivalent professional certification is highly preferred

Responsibilities

• Develop 1–3-year workforce plans aligned with business growth, expansion, and succession needs.
• Maintain organizational structures, job levels, and reporting lines for the company
• Conduct headcount, turnover, and skills gap analysis and present workforce insights to leadership
• Lead job evaluation and maintain a fair and consistent job grading system.
• Coordinate with HR Operations to ensure organizational changes are properly reflected in HRIS and employee records.

Skills

HR analytics

Data visualization

Stakeholder management

Presentation skills

Business writing

Education

Bachelor's degree in Human Resources Management, Organizational Development, Psychology, or Business

Masteral degree (MBA, MAHRM) strongly preferred

CHRP, SHRM-CP/SCP, or equivalent professional certification is highly preferred

Tools

MS Excel

Power BI

HRIS

Job description

Sysgen RPO is hiring Organizational Development and Training and Learning Manager

About the job:

• Direct hire with client from the Agritech industry
• Full-time position

Job Responsibilities:

• Develop 1–3-year workforce plans aligned with business growth, expansion, and succession needs.
• Maintain organizational structures, job levels, and reporting lines for the company
• Conduct headcount, turnover, and skills gap analysis and present workforce insights to leadership
• Lead job evaluation and maintain a fair and consistent job grading system.
• Coordinate with HR Operations to ensure organizational changes are properly reflected in HRIS and employee records.

Compensation & Benefits Strategy

• Develop and regularly review the company's compensation and benefits framework.
• Maintain salary structures and pay ranges based on job grades, market data, and applicable wage regulations.
• Recommend merit increases, salary adjustments, and incentive programs.
• Review benefits programs to support employee needs and market competitiveness.
• Conduct compensation benchmarking and maintain appropriate market positioning.
• Design and manage performance-based incentive and bonus programs.

Performance Management

• Manage and continuously improve the KRA-KPI performance management system.
• Lead the annual performance review cycle, including tools, timelines, rating calibration, and completion monitoring.
• Implement mid-year performance check-ins and support managers in effective performance discussions.
• Analyze performance results and identify development and succession opportunities.
• Develop and guide the implementation of Performance Improvement Plans (PIPs).

Learning & Development

• Lead the annual Training Needs Analysis (TNA) and develop the Annual Training Plan.
• Design leadership, supervisory, and functional development programs based on identified capability needs.
• Manage the L&D budget and evaluate training effectiveness and ROI.
• Coordinate with qualified training providers and ensure compliance with required training programs.
• Develop internal trainers, coaching programs, and mentoring initiatives.

HR Policy, Culture & Employee Engagement

• Develop and update HR policies in accordance with applicable labor laws, regulations, and best practices.
• Lead employee engagement surveys, analyze results, and develop action plans.
• Promote company values, culture, recognition, and employee engagement programs.
• Coordinate HR communications, company events, and employee programs.
• Benchmark HR practices and identify opportunities for continuous improvement.

HR Analytics & Strategic Reporting

• Develop and maintain HR dashboards covering workforce, recruitment, retention, training, engagement, and payroll metrics.
• Prepare quarterly and annual HR reports for Senior Leadership and the Board.
• Develop HR KPIs and metrics aligned with business objectives.
• Analyze employee feedback and exit data to identify trends and recommend retention strategies.

Collaboration with HR Operations

• Provide HR Operations with approved compensation structures, salary guidelines, and incentive programs.
• Provide performance management tools, rating guidelines, and implementation schedules.
• Work with HR Operations on employee relations trends, policy concerns, and areas for improvement.
• Collaboratively develop and present the annual HR Plan to Senior Leadership

Qualifications:

• Bachelor's degree in Human Resources Management, Organizational Development, Psychology, or Business
• Administration; masteral degree (MBA, MAHRM) strongly preferred
• Minimum 6 years of HR experience with at least 3 years in strategic HR, OD, or total rewards
• Strong knowledge of Philippine Labor Code, wage orders (NWPC/RTWPB), DOLE issuances, and HR
• Experience in job evaluation, compensation benchmarking, and competency framework design
• Proficient in HR analytics, data visualization (MS Excel, Power BI, or equivalent), and HRIS
• Excellent stakeholder management, presentation, and business writing skills
• CHRP, SHRM-CP/SCP, or equivalent professional certification is highly preferred
• Active membership in PMAP or similar professional HR association is an advantage