Philippines landscape
Job Post

HR Generalist

Much Prosperity Trading International Inc, Posted: 6 Days
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Job Description

1. Recruitement and placement of operations and field-based employees

  • Process and monitor all recruitment requests or requirements for office based employees in an effective, efficient and timely manner
  • Establish a recruitment, testing and interview program
  • Prepare and ensure accurate employment contracts
  • Maintain up-to-date recruitment report, talent database and all related staffing communications
  • Conceptualize and improve recruitment test and evaluation of applicants’ capability on the job
  • Project annual recruitment expenditures for budgetary consideration and control

2. Record Management

  • Maintain up-to-date 201 files (hard and soft copies)
  • Maintain records and compile statistical reports concerning personnel – related data such as hires, transfers, performance appraisal and absenteeism rates

3. HR Plan, Policies and Procedures

  • Identify, design and implement strategic HR programs, as and when required
  • Prepare and implement the annual HR Plan to support the overall objectives of the companies
  • Develop and maintain HR policies and procedures. Ensure that all employees are aware of the policies and procedures
  • Ensure that company handbooks are comprehensive and up to date

4. Organizational Development and Strategy

  • Conduct organizational climate assessment. Gather information on and understand business requirements
  • Diagnose desired culture and style
  • Envision new tools and systems as well as future needs
  • Identify obstacles, readiness for change
  • Communicate vision
  • Adjust system for buy in and engagement

5. Employee Relations (policy and regulatory compliance, employee counselling, organizational climate)

  • Guide, coach and support team leaders on the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, performance management etc.)
  • Manage investigations, disciplinary and grievance matters to develop appropriate procedures and policies to address grievances and discipline
  • Provide counselling and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirement of the company policies, best practices and employment laws
  • Conduct exit interviews to identify reasons for employees resignation or exit to improve the company’s image and development
  • Represents the company at personnel-related hearings and investigations
  • Ensure company compliance to labor laws and applicable government regulations

6. Compensation

  • Lead the annual salary review process
  • Gather and analyse market data to measure competitiveness of the company’s compensation package and make recommendation as appropriate
  • Maintain a pay structure by conducting pay surveys, scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions, recommending, planning and implementing pay structure revisions as needed

7. Performance Management Process

  • Identify the key elements of –
  • a performance appraisal / development system that will support coaching
  • a coaching system and practice that will support and sustain individual performance improvements
  • Establish how these elements can be combined to create a performance management cycle
  • Consider barriers and obstacles regarding the performance management cycle
  • Establish a performance appraisal / development checklist
  • Identify the resources necessary to create and sustain the program
  • Identify change management strategies that will support the development and introduction of the program
  • Consider how an Employee Survey and Feedback will support the Performance Management Process

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