Human Resources Manager

HR MANAGER

Hybrid, Full-time

Bacolod City, Negros Occidental, Philippines

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ABOUT BAGOSPHERE

BagoSphere is a Human Capability school for frontline workers. 

Poverty will remain hard to eradicate if we do not find a way to educate our youth for the future of work. We partner with leading organizations in the Philippines such as Ateneo Center for Educational Development, Grab, Alorica, ASA Philippines, and Negros Women for Tomorrow Foundation to train and coach youth in what we call Human Capabilities - self-awareness, growth mindset, and critical thinking, problem-solving, teamwork, and communication. We also lead a community of 40,000 jobseekers and workers, and over 10,000 alumni. BagoSphere has won multiple awards from MIT-Solve, Ashoka, UBS, Obama Foundation & Frontier Innovators. Our funders include elea foundation, Grab Philippines, and Fossil Foundation.

ABOUT YOU

We’re looking for a dynamic and skilled HR Manager to join our team. You should have a passion for nurturing a positive work environment and a talent for managing various HR functions that align with our company’s mission and values. If you excel in a role where you oversee recruitment, employee development, and workplace engagement, we want to hear from you.

Your expertise in HR management and ability to foster a supportive work culture and implement effective HR strategies will be key to your success in this role. Experience in managing diverse teams and a strong understanding of HR policies and best practices are essential. 

Fast forward 1 year. Here’s what we believe a successful HR Manager would have accomplished:

• Streamlined HR Policies: Updated and documented HR policies and procedures to support the growing team and adapt to evolving client requests.. Managed HRIS and benefits distribution to ensure all HR operations were accurately tracked and fulfilled.
• Enhanced Talent Development: Implemented Individual Development Plans (IDPs) and mentoring programs, creating defined career paths and individualized developmental plans for each employee. Established a process to monitor and ensure adherence to these plans, driving growth and performance.
• Effective Culture Integration: Successfully embodied the company’s culture, core values, vision, and mission, demonstrating deep alignment with the company’s identity and consistently reflecting these elements in daily interactions and decision-making.

KEY RESPONSIBILITIES

A. HR Cycle Management

• Oversee Full HR Cycle: Manage and ensure the smooth operation of all HR functions, from recruitment through to offboarding, making sure each phase aligns with the company’s vision, culture, and strategic objectives.
• Team Supervision: Lead and mentor the HR team, ensuring their effectiveness and professional growth.
• Compensation and Benefits Administration: Oversee the administration of compensation and benefits programs, ensuring accuracy, timeliness, and adherence to regulatory requirements. Analyze compensation metrics to determine merit increases and performance-based bonuses, ensuring alignment with individual and organizational performance goals.
• Policy and Procedure Updates: Regularly review and update HR policies and procedures to incorporate new labor laws, organizational changes, and industry best practices. Ensure all policies reflect current regulations and are effectively communicated across the organization.
• Continuous Improvement: Periodically assess and review company policies and procedures to identify areas for improvement and ensure they remain relevant and effective in supporting the company’s strategic goals and regulatory compliance.

B. Talent Development and Performance Management

• IDP Integration and Execution: Spearhead the creation and implementation of Individual Development Plans (IDPs), ensuring they drive continuous improvement and align with the company’s strategic goals.
• Project Management: Develop and oversee project plans for talent development initiatives, ensuring projects are delivered on time and effectively contribute to employee growth and organizational success.
• Collaboration and Evaluation: Work closely with managers and mentors to review results from performance management systems (PMS) and IDPs, identifying skills gaps and providing actionable recommendations for targeted employee development.
• Training and Mentorship: Facilitate comprehensive skills training and manage mentoring and coaching programs, ensuring they are closely aligned with IDP objectives and effectively support employee development.
• Framework Assessment: Regularly evaluate and update IDP frameworks to ensure they meet evolving organizational needs and reflect industry best practices, promoting ongoing talent development and organizational alignment.

C. Culture and Employee Engagement

• Culture Strategy Development: Create and execute a culture strategy that enhances employee engagement and is aligned with the company's vision and core values.
• Engagement Initiatives: Design and oversee the Employee Engagement Catalog and an annual activity plan to foster team camaraderie, enhance workplace morale, and build a positive work environment.
• Cultural Reinforcement: Lead initiatives that strengthen the company's culture, ensuring that activities and programs contribute to the retention of top talent and support overall employee well-being.

D. Succession Planning and Organizational Development

• Succession Planning: Develop and implement a succession plan to identify and cultivate high-potential employees for future leadership positions, ensuring a robust pipeline for key roles.
• Alignment with IDPs: Integrate succession planning with Individual Development Plans (IDPs) to establish clear career progression pathways and support employee advancement.
• Organizational Chart Management: Regularly update the organizational chart to ensure it accurately represents current departmental structures, promoting clear communication and effective collaboration across departments.

REQUIREMENTS AND QUALIFICATIONS

• Bachelor’s Degree in Human Resources, Business Administration, Psychology, or a related field.
• 5-7 years of HR experience, including management of HR functions, employee relations, and talent development.
• Strong understanding of HR processes, including recruitment, onboarding, performance management, and offboarding.
• Proficiency in compensation and benefits management, with experience in compliance and policy development.
• Project management skills with the ability to develop and oversee talent development and succession planning initiatives.
• Excellent communication skills (verbal and written) and strong interpersonal abilities.
• Proven leadership and team management experience, especially in mentoring and developing HR staff.
• Cultural sensitivity and ability to create strategies that enhance employee engagement and align with company values.
• Tech-savvy with experience in HRIS and other relevant HR software.
• Empathy and integrity in addressing employee concerns and maintaining confidentiality.
• Exceptional energy and enthusiasm, resilience in high-pressure situations, strong organizational abilities, and a creative approach to problem-solving
• Prior knowledge of HR laws in Singapore is an advantage