Senior HR Manager

Job Description

Seeking a Senior HR Manager with a growth mindset to drive our scalability strategy. You will oversee the critical balance between rigorous compliance and agile team readiness ensuring our internal culture remains a competitive advantage as we expand.

People Strategy & Scalability

• Expansion Blueprinting: Design a scalable HR infrastructure that supports rapid headcount growth without compromising quality or operational speed.
• Succession & Talent Mapping: Identify high-potential internal employees and build clear career pathways to ensure leadership continuity as the company grows.
• Strategic Workforce Planning: Use predictive modeling to align internal hiring with the sales pipeline ensuring the support team is staffed ahead of demand curves.

Strategic Compensation and Total Rewards Retention

• Total Rewards Architecture & Meritocracy: Establish a culture-led recognition framework that celebrates both performance wins and values-aligned behaviors reinforcing the companys identity as a premium employer.
• Compensation Governance & Market Intelligence: Lead an annual salary calibration exercise against 2026 Philippine market data (P75/P90 targets) to maintain structured defensible pay bands for all internal roles. Design and maintain a structured Salary Grade Framework establishing clear minimums midpoints and maximums for every role from entry-level Support to Senior Leadership.
• Hiring Budget Governance: Serve as the final gatekeeper for salary offers to ensure budget compliance while providing the tactical leeway required to onboard uniquely qualified candidates who are essential to our long-term growth.

Operational Excellence

• HR Automation & Systems: Lead the continuous refinement of the new HRIS and Payroll platform ensuring all automated workflows (onboarding leave pay cycles) are tuned for maximum speed and zero manual-work arounds.
• Process Engineering: Map and refine the end-to-end employee lifecyclefrom the first touch in recruitment to the final exit interviewto maximize efficiency.
• Support Team Mentorship: Direct and develop the HR and administrative staff fostering a culture of Radical Accountability and technical proficiency.

Legal Risk Management and Compliance

• Labor Code Authority: Ensure 100% compliance with the Labor Code of the Philippines and DOLE (Department of Labor and Employment) integrated rules especially on new rulings or promulgations such as Telecommuting Act and the Aragones doctrine on job offers.
• Labor Dispute: Maintain zero exposure to potential labor disputes or other legal incidents by ensuring that any employee termination or employee relations issue is properly managed and compliant.
• Audit Readiness: Establish a proactive compliance culture that ensures the organization always remains inspection-ready. This includes maintaining flawless up-to-date 201 files payroll registers and OSH logs for immediate presentation during unannounced DOLE SSS or PhilHealth audits.

Championing Internal Culture

• Values Stewardship: Act as the Culture Architect ensuring core values are reflected in hiring performance reviews and daily operations.
• Employer Branding: Enhance the companys EVP (Employee Value Proposition) to attract top talents in a highly competitive staffing market.
• Employee Engagement: Design data-backed and sustainable engagement that reduce burnout and celebrate high-performance milestones.

Office Management & Infrastructure

• Physical & Virtual Workspace: Manage the physical office environment and virtual collaboration tools ensuring they remain conducive to high-energy staffing operations.
• Vendor & Procurement Management: Oversee relationships with key service providers (landlords & insurance brokers) to ensure cost-effectiveness and service quality.
• Operational Continuity: Develop and maintain business continuity plans including emergency responses and secure data management protocols for sensitive candidate info.

Qualifications and Experience:

1. Professional Experience:

• Tenure: At least 810 years of progressive HR experience with a minimum of 35 years in a leadership or Senior Management capacity.
• Industry Background: Proven track record within the Staffing Recruitment Process Outsourcing (RPO) or BPO industries. You must understand the urgency of a sales-driven environment.
• Systems Mastery: Advanced experience in HRIS and Payroll system adoption. You should have led at least one initiative where system adoption rate increased.

2. Legal and Regulatory Expertise

• Philippine Labor Authority: Deep demonstrable knowledge of the Labor Code of the Philippines including 2026 updates on the Telecommuting Act and OSHS standards.
• Audit & Compliance: Experience acting as the lead representative for DOLE Routine Inspections and managing SENA or NLRC proceedings with a focus on risk mitigation.
• Australian Exposure (Highly Desirable): Familiarity with the Australian Fair Work Act and Modern Awards is a significant advantage as you will bridge the gap between AU clients and PH operations.

3. Education & Certifications

• Education: Bachelors Degree in Human Resources Psychology Business Administration or Law.

• Post-Graduate/Certifications: * CHRP (Certified HR Professional) or equivalent. Post-graduate studies in Labor Relations or a Masters in Strategic HR is preferred.
• Certification in Data Privacy (DPO) under the NPC (National Privacy Commission)

4. Technical & Strategic Skills

• Compensation & Benefits Design: Advanced skills in Salary Benchmarking and the ability to design commission-based incentive structures that drive revenue.
• Data Literacy: Ability to translate raw HR data into C-suite-ready reports (Retention rates TCOE and ROI on engagement spend).
• Workplace Design: Experience in Change Management specifically regarding office transitions and implementing Magnet Office strategies to increase on-site foot traffic.