People and Culture Specialist

In Circle Inc.; Philippines; Remote; PHP 700,000 - 900,000; Full time

Job summary

In Circle Inc. is seeking an experienced HR professional to lead employee experience, development, and relations initiatives.

You will plan and coordinate programs, support onboarding and offboarding, and partner with managers to design scalable people programs in a fully remote environment. The role emphasizes data-driven decision making, stakeholder engagement, and continuous improvement across performance management, learning programs, and culture initiatives, with a focus on compliant

Qualifications

• Bachelor's degree in HR, psychology, business, or related field.
• 4-6 years of progressive HR experience across Learning & Development, Employee Experience/Engagement, Performance Management, and Employee Relations.
• Experience independently managing HR programs, projects, or initiatives is highly preferred.

Responsibilities

• Drive employee engagement and culture initiatives by planning, coordinating, and facilitating programs, events, and employee activities.
• Manage employee lifecycle and engagement touchpoints, including onboarding, offboarding, milestones, internal communications, surveys, and ERC support.
• Manage projects with external partners, ensuring timely execution, stakeholder coordination, and post-activity evaluation.
• Support design and delivery of learning and development programs aligned with business needs and development goals.
• End-to-end management of learning initiatives, including needs analysis, design, facilitation, evaluation, and continuous improvement.
• Administer and coordinate the end-to-end performance management cycle, including goal setting, reviews, and development plans.
• Provide guidance to managers and employees on performance processes, documentation, and improvement initiatives.
• Use data and insights to identify trends and opportunities for process improvement while ensuring compliant practices.
• Manage employee relations cases from intake to resolution with confidentiality and adherence to policies.
• Provide HR guidance balancing employee welfare, business needs, and company policies.
• Escalate potential risks and ensure proper handling per labor regulations and privacy standards.
• Provide specialist support across core P&C operations, including talent acquisition, compensation, and rewards.

Skills

Employee engagement

Learning & Development

Performance management

Employee relations

Data analytics

Stakeholder management

Education

Bachelor's degree in HR or related

Tools

HRIS

Excel/Google Sheets

Reporting

Job description

KEY RESPONSIBILITIES

1. Employee Experience, Engagement & Culture

• Drive employee engagement and culture initiatives by planning, coordinating, and facilitating programs, events, and employee activities that strengthen connection, recognition, and overall employee experience.
• Manage employee lifecycle and engagement touchpoints, including onboarding, offboarding, employee milestones, internal communications, surveys, and support for employee-led initiatives such as the ERC.
• Manage P&C projects and external partners, ensuring timely execution, effective stakeholder coordination, and post-activity evaluation, while using employee feedback and survey insights to recommend continuous improvements.

2. Learning & Development

• Support the design and delivery of learning and development programs aligned with business needs, employee development goals, and identified capability gaps, covering functional, professional, leadership, and behavioral development.
• Manage learning initiatives end-to-end, including needs analysis, program design, coordination, facilitation, evaluation, and continuous improvement, using a mix of workshops, self-paced learning, coaching, and other relevant learning approaches.
• Strengthen learning effectiveness and employee growth by monitoring participation and outcomes, identifying emerging learning needs and trends, and recommending programs that support organizational and individual development.

3. Performance Management

• Administer and coordinate the end-to-end performance management cycle, including goal setting, performance reviews, regularization assessments, performance checkpoints, and other employee evaluation processes.
• Provide guidance and support to managers and employees on performance processes, timelines, documentation, and performance improvement initiatives, including PIPs and development plans.
• Leverage performance data and insights to identify trends, development needs, and opportunities for process improvement while ensuring consistent, compliant, and data-driven performance practices.

4. Employee & Labor Relations

• Manage assigned employee relations cases from intake through resolution, including fact-finding, documentation, employee and witness interviews, investigations, NTEs, Incident Reports, and appropriate case follow-through.
• Provide fair, consistent, and confidential HR guidance on workplace concerns, policy interpretation, and employee relations matters while balancing employee welfare, business needs, and Company policies.
• Identify and escalated potential risks involving complex or high-impact cases and ensure appropriate handling in accordance with applicable labor regulations, Company policies, and data privacy requirements.

5. General People & Culture Operations

• Provide specialist support across core P&C operations, including talent acquisition, employee assets, compensation and benefits, rewards and recognition, and other HR initiatives as required.
• Maintain accurate HR records, reports, dashboards, and people data to support operational requirements and data-driven decision-making while ensuring confidentiality, accuracy, and compliance with data privacy standards.
• Partner with managers and stakeholders to deliver timely HR support, improve processes, and ensure a consistent and positive employee experience across the employee lifecycle.

KEY QUALIFICATIONS

• Bachelor's degree in Human Resources, Psychology, Business Administration, Organizational Development, or a related field.
• 4-6 years of progressive HR experience with solid exposure in Learning & Development, Employee Experience/Engagement, Performance Management, and working knowledge of Employee Relations.
• Experience independently managing HR programs, projects, or initiatives is highly preferred.

TECHNICAL & BEHAVIORAL COMPETENCIES

• Strong working knowledge of employee engagement, learning and development, performance management, and employee relations, with the ability to translate HR practices and employee feedback into practical, business-aligned initiatives.
• Proficient in HR systems, Excel/Google Sheets, reporting, and people analytics, with the ability to organize and interpret HR data to support informed decision-making.
• Strong stakeholder management, communication, facilitation, and influencing skills, with the ability to work effectively with employees, managers, leaders, and external partners.
• Demonstrates sound judgment, confidentiality, problem-solving, attention to detail, and conflict management skills, particularly when handling sensitive employee matters.
• Highly organized, adaptable, and able to work independently in a remote environment, manage multiple priorities, and balance employee experience with business requirements and Company policies.