People Management & Development Head

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 companys 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

• Bachelors/ College degree in Human Resources, Psychology, Organizational Development of any related field
• Masters/ Doctorate Degree is a plus
• 15+ years of extensive experience across all facets and areas within the Human Resources field
• Minimum of 10 years in a Managerial capacity
• Strong leadership and people management skills with exposure to non-traditional methods and approach within HR
• Able to operate within a fast-paced work environment and can facilitate and drive change management within the organization
• Certifications, special courses and trainings on Rewards, Organizational Development, Labor Compliance, Employee Relations is a plus
• Knowledge and experience on automating processes within the Human Resource department
• Specialized on Organizational Development, Rewards, Retention and Training
• Solid 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.