Human Resources Manager

Job Purpose

The HR Manager for People Development and Labor Relations shall be an ambassador of the culture of excellence and continuous growth in the organization, through programs and initiatives aimed at the following:

1. aligning the company goals with departments, teams, and individuals goals,
2. promoting regular performance feedback,
3. providing learning programs through on the job competency adoption, external or internal trainings, or coaching/mentoring
4. ensuring only suitable employees get promoted to higher roles while consistently non performing employees are terminated
5. consistently and fairly implementing company rules and regulations across the organization
6. ensuring compliance of the company to labor standards

Job Description

Learning and Development

• Work closely with line managers, department heads and directors to identify learning needs of teams and individual employees, through a) the evaluation of competency gaps of individual employees against target competencies of their respective job positions, b) assessment of actual KPI scores against targets, or c) other useful means to capture the learning needs.
• Work closely with line managers in identifying high potential employees and build programs to sustain their growth.
• Develop and run programs to address competency and performance gaps for low performing employees;
• Manage training programs for key employee segments as well as high potential and low potential employees, and report on its progress, completion, and employee reception.
• Should the programs be best run internally, build appropriate and engaging learning modules, keeping in mind the learning objectives for the target employee participants. Run the facilitation of in house modules and report on participation rate and satisfaction rate among target attendees.
• Should the programs be best run externally, source and accredit credible vendors and handle necessary coordinations to enroll target participants to external programs. Ensure monitoring of target employees participation rate and satisfaction rate.

Performance Management

• Together w the HR Director, co-lead the goal setting exercise of the organization, ensuring all key roles have set and clear goals, key performance indicators, and set targets
• Ensure compliance among line managers on their regular submission of actual performance of their team members against set KPI targets, keeping in mind the set monitoring frequency (monthly, quarterly, year end).
• Report on comparison between actual performance versus set KPI targets of each department.
• Ensure compliance and proper execution of the entire organization on set performance evaluation seasons among probationary and regular employees.
• Process disputes and appeals in the performance evaluation between line managers and employees and align with appropriate decision makers.

Disciplinary Case Handling

• Receive and keep track of all incident reports for review for potential disciplinary action.
• Prepare warning letters to employees with non-terminable offenses
• Prepare and issue notices to explain to employees involved in terminable offenses
• Collect written explanations, crosscheck claims and new allegations against available sources of information such as witnesses, CCTV camera recordings, reports on inventory count, etc.
• Conduct administrative hearing for all terminable cases and as necessary, non-terminable cases as well.
• Prepare and issue notices of disciplinary sanction.
• Ensure proper coordination with relevant parties such as the line managers, department heads, HR TA and C&B teams to align on status of involved employees and the proper next steps.

Grievance Handling

• Make available to employees means and protocols to send in grievances
• Align with relevant parties to investigate and validate reported grievances. If proven true, secure commitments from relevant parties on action plans and corresponding timelines to address the grievance.
• Should the grievance require initiation of a disciplinary investigation, follow the disciplinary case handling protocol.

DOLE Compliance

• Proactively monitor overall and per facility compliance status to standards of the Department of Labor and Employment and the Occupational Safety and Health agencies.
• Plan and execute action items to sustain or if needed, improve compliance levels.
• Act as the point of contact for DOLE visits in the HQ and support DOLE audits in all CloudEats facilities
• Coordinate with the HR C&B team and the knowledge management lead to ensure proper and organized view of all documents that may be needed during DOLE audits

Policy Development

• Set and update, as necessary, standard operating procedures in the conduct of people development programs such as performance evaluation, apprenticeship programs, performance improvement plans, and trainings.
• Set and update, as necessary, standard operating procedures in the conduct of labor relations & DOLE compliance such as disciplinary case processing, grievance handling, anti-sexual harassment policy, tuberculosis policy, etc.

Unit Performance and People Management

• Ensure people development team's achievement of set KPI targets and regularly report on this to the HR Director
• Ensure proper resourcing are in place and justify requests for additional resourcing (manpower, tools, systems, policies, etc)
• Ensure team members are engaged, productive, and high performing.