Learning and Development Manager

Sysgen RPO; Philippines; On-site; PHP 1,200,000 - 2,000,000; Full time

Job summary

Sysgen RPO is hiring an Organizational Development and Training and Learning Manager for a direct-hire role with a client in the Agritech sector. This is a full-time position based in Cebu City with a weekday work schedule.

You will lead workforce planning, organizational design, compensation strategy, performance management, and learning & development initiatives. The role requires strong HR analytics and stakeholder management, along with advising Senior Leadership on HR plans and budget

Qualifications

• Bachelor’s degree in HRM, Organizational Development, Psychology or Business.
• Master’s degree (MBA/MAHRM) strongly preferred.
• Minimum 6 years HR experience with at least 3 years in strategic HR/OD/total rewards.
• Strong knowledge of Philippine Labor Code, wage orders (NWPC/RTWPB), DOLE issuances, and HR frameworks.
• 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.

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.
• 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.
• 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).
• 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.
• Develop HR policies, 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.

Skills

HR analytics

Stakeholder management

Presentation skills

Business writing

MS Excel

Power BI

HRIS

Education

Bachelor’s degree in HRM/OD/Psychology/Business

Master’s degree (MBA/MAHRM)

Tools

Power BI

MS Excel

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
• Weekday work schedule
• Location: Cebu City

Job Responsibilities:

Workforce Planning & Organizational Design

• 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
• frameworks
• 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