Description
The People Management & Development Head is responsible for leading, planning, developing, and overseeing all facets of Human Resources from Talent Acquisition, Rewards Management, People Engagement & Communications, Labor Relations, Talent Management and Learning & Development. This person will develop a clear functional strategy aimed at delivering an excellent culture, compliance with regulatory requirements, job satisfaction, engagement drive and lead all the projects under the People Management & Development team in alignment with the company's vision, mission, and values.
Responsibilities
STRATEGIC PLANNING & DEVELOPMENT OF THE HUMAN RESOURCES (PMD) FUNCTION
Oversee the implementation and develop critical programs under Human Resources including but not limited to Organizational Development, Training, Talent Acquisition, Rewards & Benefits, Labor Compliance and People Engagement.Assess Organizational Structure and Job Descriptions and ensure that all aligned with the competencies across all functions and positions within the company.Collaborate and partner with the company Founders and Senior Leadership team in understanding the goals of the organization to create and implement strategic programs under each of the People Management & Development facets.Lead continuous process improvement, trainings, initiatives to support the organizational needs.Create and implement necessary policies and standard operating procedures applicable to the current state and needs of the organization.Manage the entire People Management & Development team and provide developmental and coaching plans across.Provide data and business report insights that will identify gaps and action plans to drive improvement within the PMD department strategies, benefiting all employees across the company.Drive the standardization and improvement of all Human Resource related documents, processes, and policies within the organization.Develop and drive the projects and plans of the PMD team to ensure that all activities and initiatives are executed within agreed timelines and implemented accordingly. TALENT ACQUISITION Strengthen and reinforce existing Talent Acquisition strategies from Sourcing & Branding, Screening and Onboarding.Implementation of a robust Talent Acquisition process through standardization of all the
interviewing and selection process and continuous improvement on hiring and selection practices.
REWARDS & BENEFITS MANAGEMENT Continuous review and analysis of the current employee rewards and benefits to ensure competitiveness, if within the market standards and to drive retention.Monitor effectiveness of pay systems, cost efficiency, and participate in salary benchmarking studies aimed to enhance the ability to attract the right talents for the company. PEOPLE ENGAGEMENT & LABOR RELATIONS Ensure the organization compliance on labor laws & regulations to minimize risk, continuously review existing policies and revise as needed to help achieve business objectives.Identify opportunities to enhance company culture and employee engagement in alignment with the vision, mission & values. Improve employee experience and satisfaction.Champion organizational programs and help in building a culture that is adaptable to changes through facilitating communication within the organization.Establish collaboration and partnership with all the departments within the company and ensure engagement of the PMD team in handling concerns, grievances and follow a consistent and fair process to all.Promote employee engagement through feedback management including but not limited to employee meetings, surveys, focus group discussions and one on one meetings.
TALENT MANAGEMENT and LEARNING & DEVELOPMENT
Establish Talent Management and Learning & Development areas through succession management, job profiling, competency assessment, organizational design, performance management and identify necessary trainings and career path for all employees of the company.Lead change management initiatives and creation of competency framework, talent development and key employee retention.Develop a comprehensive learning and development strategy.Drive Training Needs Analysis to prioritize the relevant training requirements for each department from the New Hire Orientation, Technical & Soft Skills, Leadership Development, integration with succession plan.
Requirements
Bachelor's/ College degree in Human Resources, Psychology, Organizational Development of any related fieldMasters/Doctorate Degree is a plus15+ years of extensive experience across all facets and areas within the Human Resources fieldMinimum of 10 years in a Managerial capacityStrong leadership and people management skills with exposure to non-traditional methods and approach within HRAble to operate within a fast-paced work environment and can facilitate and drive change management within the organizationCertifications, special courses and trainings on Rewards, Organizational Development, Labor Compliance, Employee Relations is a plusKnowledge and experience on automating processes within the Human Resource departmentSpecialized on Organizational Development, Rewards, Retention and TrainingSolid background within the Human Resources field. Global experience is a plus.Adaptable and open to new ideas needed in a growing company.Experience in leading and managing the Human Resources for mid to large scale companies.15+ years of progressive experience across all Human Resource facets.Proven experience in designing and implementation of HR strategies across.Provide new approaches and Human Resource strategies applicable to the company.Foster a dynamic and engaging culture within the company. Work Setup:
Shift: Flexible
Setup: Hybrid
Location: Mandaluyong
By Applying, you give consent to collect, store, and/or process personal and/or sensitive information for the purpose of recruitment and employment may it be internal to Cobden & Carter International and/or to its clients.