Position Summary:
The Human Resource Head provides direction, leadership, and effective management for the company in the various functional areas of the Human Resources Department: Recruitment & Selection, Learning & Development, and Employee Engagement. He/she promotes and leads a positive, productive working environment, critical collaboration, teamwork and accountability. The HR Head is expected to identify, align with, and promote the core values of PPC Asia – “PRIDE”, namely: Performance, Responsibility, Integrity, Discipline, Excellence.
Essential Duties:
Directs, leads, and works closely with the members of the HR Department to deliver HR initiatives, activities and services. Collaborates with department heads and other staff to continuously foster alignment, development and integration of processes, policies, and systems.
Team Leadership & Development:
• Assess competencies of the team, identify skill-gaps and introduce learning initiatives and activities to ensure continuous growth and learning.
• Set the objectives of the department. Set, monitor and control deliverables and objectives of individual team members in alignment and support to the strategic business goals of the company, and provide guidance to the team when necessary to ensure delivery of quality HR services at all times.
• Craft and prepare the succession plan for the team, so as the department level business continuity and disaster recovery plan (action plan when there’s sudden resignation of staff, disaster, unforeseen events that may affect the productivity of the team).
• Build the team spirit, cultivate camaraderie, encourage synergy in all aspects of work.
• Live out the company core values of PRIDE: Performance (Passion), Respect, Integrity, Discipline, and Ethics (Excellence). Recognize adherence, and discipline non-compliance among the team members.
• Lead, promote and accomplish performance appraisal/evaluation process and standards of the company as required. This is the true and fair measure of the team’s contribution to the company.
• Encourage and lead the team to completely and strictly adhere to the standards and the established company processes, policies and rules. Gather feedback among the team members and escalate them, if change/adjustment to the rules is needed. This is the right and proper way to effect necessary change in the established rules/practice of the company.
Recruitment Selection and Retention:
• Review and assess the existing HR procedures in the recruitment, assessment and selection process, including the salary structure; and devise a program that will support the improvement of cost recovery efforts and other initiatives of the organization
• Coordinate the appointment process for successful applicants and ensure the Contract of Employment upon commencement of work
• Create and implement an orientation process for new employees
• Oversee the payroll/benefits provider and the payroll/benefits process
• Review the existing Performance Appraisal System and provide improvement to measure employee performance and satisfaction as needed
• Create a workplace culture that is aligned with the organizational mission, vision, goals and values
• Manage the harmonious relationship between management and employees through active involvement in employee programs and communication
• Create a venue to recognize employee achievement
Learning and Development:
• Assess the organization’s training needs
• Create a learning and development program for the organization
• Manage the career/ succession planning of the employees
Employee Engagement:
• Review and develop the employee database, maximizing the use of IT
• Review the policies and procedures and ensure compliance with labor standards is maintained
• Relay significant feedback to ManCom to ensure implementation of strategies are aligned with the organization’s goal
• Provide effective implementation of various HR related initiatives
• Review the existing process/ policies and procedures in the engagement (selection and hiring; issuance and filing of contracts) of third-party consultants, suppliers, volunteers and on-the-job trainees; devise a program that will support the improvement
• Facilitate and ensure compliance with personnel related policies and procedures including remittances to the BIR, SSS, etc. and processing of employee’s benefits.
• Manage outsourced HRIS provider.
Minimum Qualifications:
• Degree in Human Resources Management and Development or related field, related post-graduate degree is desired
• Proven HR Management and Development experience of at least ten years, particularly in Recruitment and Selection, Learning & Development, Employee Engagement and Performance Management
• Knowledge of HR systems, databases and HR metrics
• Proven leadership, organizational development, and communication skills
• Solid knowledge of general HR, and HR best practices
• Proactive, with strong customer service, and problem solving skills
• People-oriented and results driven
• Competence to build and effectively manage interpersonal relationships at all levels of the organization
Key Competencies:
• Knowledge and understanding of the general business, HR processes, and organizational processes;
• Ability for strategic thinking/ability for critical and analytical thinking;
• Capacity to develop, and willingness to try new things;
• Ability to communicate effectively;
• Reliability and the ability to inspire trust;
• Result orientation and willingness to work hard to achieve the goal;
• Strict adherence to ethical standards;
• Persuasiveness, the ability to influence other people.
