HR Manager – Strategic & Organizational Development
TigerUX
Date: 2 weeks ago
City: Cebu City
Contract type: Full time
Responsibilities
Workforce Planning & Organizational Design
Create and maintain a 13 year workforce plan aligned with business growth and succession
needs.
Design and update organizational structures, job levels, and reporting lines for EFI and EGG.
Conduct headcount, attrition, and skills gap analysis; present quarterly workforce insights.
Lead job evaluation and grading using frameworks (Hay/Korn Ferry, Point Factor).
Ensure HRIS and personnel records reflect approved organizational changes.
Compensation & Benefits Strategy
Develop and review total compensation philosophy aligned with DOLE/NWPC wage orders and
market benchmarks.
Lead salary structure reviews, define pay bands, and recommend merit increases.
Assess and enhance benefits (HMO, life insurance, leaves, recognition programs).
Conduct market surveys to maintain competitive pay positioning (50th75th percentile).
Design and manage performance bonus/STIP frameworks tied to KPIs.
Performance Management
Own and improve the KRA-KPI framework; ensure SMART goals and rating scale consistency.
Lead annual performance reviews, calibration sessions, and mid-year check-ins.
Provide tools and coaching for managers on effective performance conversations.
Analyze performance data, identify top talent, and support succession planning.
Develop PIP templates and guide managers in implementation.
Learning & Development
Conduct Training Needs Analysis and create the Annual Training Plan.
Design leadership, supervisory, and functional training programs.
Manage L&D budget and track ROI using Kirkpatrick evaluation.
Source/accredit external providers and manage TESDA/DOLE-mandated training.
Build internal trainer capability and mentoring frameworks.
HR Policy, Culture & Engagement
Draft, update, and ensure compliance of HR policies with labor laws and best practices.
Lead annual Employee Engagement Surveys and action planning.
Champion company values, recognition programs, and culture initiatives.
Coordinate HR communications and employee events.
Benchmark practices via PMAP, SHRM, and HR networks.
HR Analytics & Reporting
Develop HR dashboards (headcount, attrition, cost-per-hire, training hours, engagement, payroll ratio).
Prepare quarterly/annual HR strategic reports for leadership and board.
Align HR metrics with company scorecard; propose HR-specific OKRs.
Analyze exit interviews and recommend retention strategies.
Collaboration with HR Manager Operations
Share compensation structures and merit guidelines for payroll execution.
Provide performance tools and rating calibration guides.
Consult on labor relations trends and policy refinements.
Co-present the annual HR plan (strategic + operational) to leadership.
Qualifications
Bachelors degree in HR, OD, Psychology, or Business; Masters preferred.
At least 6 years HR experience, with 3 years in strategic HR/OD/Total Rewards.
Strong knowledge of PH labor laws, wage orders, and HR frameworks.
Experience In Job Evaluation, Compensation Benchmarking, And Competency Design.
Skilled in HR analytics, data visualization (Excel, Power BI), and HRIS.
Excellent stakeholder management, presentation, and writing skills.
Professional certifications (CHRP, SHRM-CP/SCP) highly preferred.
Active membership in PMAP or similar HR associations is an advantage.
Other Benefits
HMO upon regularization
Government-mandated benefits
Additional leave credits
Work Schedule/Set-up
Monday to Friday: 8 AM to 5 PM
Workforce Planning & Organizational Design
Create and maintain a 13 year workforce plan aligned with business growth and succession
needs.
Design and update organizational structures, job levels, and reporting lines for EFI and EGG.
Conduct headcount, attrition, and skills gap analysis; present quarterly workforce insights.
Lead job evaluation and grading using frameworks (Hay/Korn Ferry, Point Factor).
Ensure HRIS and personnel records reflect approved organizational changes.
Compensation & Benefits Strategy
Develop and review total compensation philosophy aligned with DOLE/NWPC wage orders and
market benchmarks.
Lead salary structure reviews, define pay bands, and recommend merit increases.
Assess and enhance benefits (HMO, life insurance, leaves, recognition programs).
Conduct market surveys to maintain competitive pay positioning (50th75th percentile).
Design and manage performance bonus/STIP frameworks tied to KPIs.
Performance Management
Own and improve the KRA-KPI framework; ensure SMART goals and rating scale consistency.
Lead annual performance reviews, calibration sessions, and mid-year check-ins.
Provide tools and coaching for managers on effective performance conversations.
Analyze performance data, identify top talent, and support succession planning.
Develop PIP templates and guide managers in implementation.
Learning & Development
Conduct Training Needs Analysis and create the Annual Training Plan.
Design leadership, supervisory, and functional training programs.
Manage L&D budget and track ROI using Kirkpatrick evaluation.
Source/accredit external providers and manage TESDA/DOLE-mandated training.
Build internal trainer capability and mentoring frameworks.
HR Policy, Culture & Engagement
Draft, update, and ensure compliance of HR policies with labor laws and best practices.
Lead annual Employee Engagement Surveys and action planning.
Champion company values, recognition programs, and culture initiatives.
Coordinate HR communications and employee events.
Benchmark practices via PMAP, SHRM, and HR networks.
HR Analytics & Reporting
Develop HR dashboards (headcount, attrition, cost-per-hire, training hours, engagement, payroll ratio).
Prepare quarterly/annual HR strategic reports for leadership and board.
Align HR metrics with company scorecard; propose HR-specific OKRs.
Analyze exit interviews and recommend retention strategies.
Collaboration with HR Manager Operations
Share compensation structures and merit guidelines for payroll execution.
Provide performance tools and rating calibration guides.
Consult on labor relations trends and policy refinements.
Co-present the annual HR plan (strategic + operational) to leadership.
Qualifications
Bachelors degree in HR, OD, Psychology, or Business; Masters preferred.
At least 6 years HR experience, with 3 years in strategic HR/OD/Total Rewards.
Strong knowledge of PH labor laws, wage orders, and HR frameworks.
Experience In Job Evaluation, Compensation Benchmarking, And Competency Design.
Skilled in HR analytics, data visualization (Excel, Power BI), and HRIS.
Excellent stakeholder management, presentation, and writing skills.
Professional certifications (CHRP, SHRM-CP/SCP) highly preferred.
Active membership in PMAP or similar HR associations is an advantage.
Other Benefits
HMO upon regularization
Government-mandated benefits
Additional leave credits
Work Schedule/Set-up
Monday to Friday: 8 AM to 5 PM
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