KEY RESPONSIBILITIES 
You will: 

• Formulates and executes learning and development (L&D) strategies that align and support business goals and objectives, and talent priorities.
• Conducts major L&D functions—analyzing training needs (individual and organizational level), designing and delivering training programs, assessing development needs and tracking learning effectiveness.
• Develops learning tracks and training curriculum for various critical levels in the organization--supporting competency development/capability building and addressing gaps for career development and succession planning needs.
• Provides annual training schedule for employees.
• Designs and implements various learning methods companywide (e.g. coaching, job shadowing, online training) and employs updated learning techniques.
• Designs effective training materials and advocates best practices.
• Assists leaders and employees in supporting the learning journey and career development.
• Fosters a culture of continuous learning and professional growth.
• Drives the continuous improvement and takes an active role in strengthening organizational culture and performance, ensuring corporate values are displayed, leadership capabilities are fully developed or sufficiently skilled and enabled to activate their HR roles.
• Plans and organizes, leads, and manages the performance of the training team. Provides professional leadership, support, and development of the team; advocates best practices to ensure that relevant and expected professional standards are met.
• Collaborates closely with Organization Development for company-wide programs and initiatives that require learning interventions.
• Provides timely, significant, and accurate L&D data and reports (internal or external in nature), as a basis for other crucial Management decisions.
• Ensuring that all training activities comply with industry regulations and standards.
• Regular reporting on training program metrics and outcomes to the senior management team is required to keep them informed of progress and areas needing improvement 

QUALIFICATIONS & REQUIREMENTS: 

• Bachelor’s degree in Human Resources Management, Psychology or a Graduate of any behavioral science course.
• Minimum of 7 years of experience in the L&D discipline and in a similar capacity
• Professional certification in learning and development, experience in the logistics business are plus factors 
• Experience in leading and managing training teams; a champion of corporate values
• Excellent communication and presentation skills.
• Strong analytical skills in evaluating training effectiveness and making data-driven decisions. With the ability to interpret various forms of feedback and performance metrics.
• Proficient in MS Office and other applications
• Exceptional organizational skills—able to manage multiple projects, timelines, and resources efficiently.
• With a good understanding of learning management systems (LMS) and other e-learning technologies.
• Conversant with the latest trends in learning technologies.
• Ability to think creatively and drive innovative training solutions.
• Familiar with a variety of tools and technologies to effectively perform their roles (e.g. Learning Management System (LMS), E-Learning, Assessment/Survey Tools, Performance Management, Collaboration Tools, etc)
• Ability to conceptualize/design and execute a learning strategy that will drive professional and personal growth
• Superior interpersonal skills and carries a positive, approachable attitude; ability to nurture relationships internally and externally

 Work Schedule:  8-hour work (Monday–Friday; 8:00am – 6:00pm) 

Work Setup: On-site work

The Head of Human Resources will be responsible for overseeing the entire HR function for the company, ensuring alignment with strategic business goals, and driving a high-performance culture. This role demands leadership in the development and execution of HR strategies, policies, and initiatives to support a workforce of over 2,000 employees across multiple regional business units in the food service industry. The HR Head will lead talent acquisition, employee development, employee relations, compensation and benefits, compliance, and organizational development to maintain a productive, engaged, and satisfied workforce.

KEY RESPONSIBILITIES:

You will:

HR Strategy & Leadership:

• Develop and execute the HR strategy in alignment with the company’s vision, mission, and business objectives.
• Oversee the HR department and ensure effective HR delivery to business units across regional locations.
• Lead and mentor a team of HR professionals across various disciplines to ensure business objectives are met.
• Champion organizational culture and values, ensuring they are consistently reflected throughout the employee lifecycle.

Talent Acquisition & Workforce Planning:

• Oversee recruitment strategies for the company’s growing workforce, ensuring high-quality talent acquisition and timely onboarding.
• Collaborate with senior leadership to forecast talent needs based on business growth and market trends.
• Drive diversity and inclusion initiatives, ensuring that the workforce is diverse and represents the communities we serve.

Employee Development & Engagement:

• Design and implement employee development programs, including training, leadership development, and career progression plans.
• Foster a culture of continuous learning and improvement to increase employee productivity and satisfaction.
• Develop strategies to enhance employee engagement, ensuring high retention rates, particularly in high-turnover areas like food service operations.

Compensation & Benefits:

• Oversee the design and implementation of competitive compensation and benefits packages that align with industry standards.
• Conduct periodic compensation benchmarking and ensure alignment with regional business needs.
• Manage benefits administration, ensuring compliance with regulations while also aligning with employee needs.

Employee Relations & Compliance:

• Manage employee relations issues, ensuring a fair and consistent approach to conflict resolution and grievance management.
• Ensure compliance with local, state, and federal labor laws, industry regulations, and health & safety standards, especially within the food service industry.
• Act as a liaison between management and employees, fostering open communication and resolving disputes promptly.

Performance Management & Organizational Development:

• Lead the design and execution of performance management systems to ensure that employee performance is aligned with organizational goals.
• Identify organizational development needs and recommend and implement appropriate changes to improve operational efficiency.
• Drive change management processes during organizational transitions, restructuring, or new initiatives.

Regional HR Oversight:

• Oversee HR operations across multiple regional business units, ensuring consistency and adherence to company policies.
• Travel as needed to manage regional HR teams and ensure alignment with corporate HR strategies.
• Address region-specific HR challenges, providing tailored solutions based on regional workforce dynamics.

Leadership & Reporting:

• Report to the CEO and executive leadership team on HR metrics, initiatives, and outcomes.
• Provide insight and recommendations on organizational structure, HR policies, and business strategies.
• Lead regular HR meetings to ensure alignment across departments and regional business units.

QUALIFICATIONS

• Bachelor's or Master's degree in Human Resources, Business Administration, or a related field.
• At least 5 years in the food service or hospitality industry.
• Proven experience managing large-scale workforces (over 4,000 employees), including multi-site and regional HR management.
• Strong expertise in HR areas, including talent acquisition, employee development, compensation, compliance, and employee relations.
• Proven track record in leadership, team building, and cross-functional collaboration.

Location: Pasay City

Schedule: Monday to Friday | Day shift

The Preboarding Manager is responsible for managing the collection and input of essential data, as well as coordinating preboarding activities for newly hired employees. This manager directs a team of Preboarding Specialists who assist new hires from the moment they accept their positions until they complete their orientation. They ensure that all necessary information and documentation are collected and accurately recorded in the organization's permanent associate files. Additionally, the manager ensures adherence to the organization's data administration and security protocols.

KEY RESPONSIBILITIES

You will:

• Execute data management initiatives to meet established targets through continuous evaluation, quality assurance and focused improvement efforts.
• Ensure the new associate and organization adhere to all compliance standards for hiring of each applicable position, including gathering primary and secondary background checks, licensure, etc.
• Ensure a seamless and welcoming new associate experience with the organization.
• Ensure integrity and accuracy of HR data in the system of record.
• Manage the implementation of efficient workflows.
• Support and partner with Talent Acquisition-Recruitment and hiring leadership for an optimal hiring experience.
• Lead continuous improvement efforts and evolve data administration services and tools.
• Provides HR functional support to resolve data-related issues.
• Support efforts to educate end users on system functionality and usage.
• Identifies and recommends methods to automate, simplify, and enhance processes, procedures, and technology for onboarding processes.

QUALIFICATIONS & REQUIREMENTS:

• Bachelor's degree in human resources, Business, Communications, or Related field 
• 5-7 years of HR Management level experience
• Proven experience in implementing successful benefits programs and policies.
• Thought leader in regional benefits trends; knowledge of regional benefits trends and best practices in the industry. In-depth knowledge of benefits governance guidelines.
• In-depth knowledge of benefits compliance and reporting requirements.
• General HR knowledge (across all HR functions/processes). Proven team leadership capabilities.
• Strong business acumen
• Service excellence, strategic thinking, coaching and continuous improvement skills.

Work Schedule: Night shift

Work Setup: Hybrid

This position collaborates closely with Recruiters and Leadership to deliver extensive administrative assistance in multiple facets of talent acquisition. The role entails direct engagement with hiring managers, employees, and candidates, primarily concentrating on the preboarding of new hires. A central duty is to guarantee that new hires adhere to healthcare laws and regulations, streamline the preboarding process, and aid in the effective integration of new employees into the ministry.

KEY RESPONSIBILITIES

You will:

• Creates and manages new hire files including requesting new hire paperwork and other onboarding documents, while ensuring new hires have a positive preboarding experience.
• Ensures new hire paperwork is filed electronically in accordance with Joint Commission and other accreditation regulations.
• Ensure completion of new hire pre-employment, to include secondary checks, screenings and assessments
• Build and foster relationships with the recruitment team, hiring managers, associates and candidates.
• Provide additional / general administrative support to the recruitment team

QUALIFICATIONS & REQUIREMENTS:

• Bachelor’s degree
•  1-3 years healthcare experience
• Essential technical/motor skills include the use of a computer for typing correspondence, as well as the use of telephone, fax machine, copier, and other office equipment to complete job duties.
• Interpersonal skills necessary to positively relate to associates, vendors, candidates, and managers.
• Proficient in English

Work Schedule: Night shift

Work Setup: Hybrid

The Talent Acquisition Manager plays a crucial role in managing recruitment activities and guiding the local talent acquisition team to secure high-quality candidates that meet the organization's requirements. This position requires working closely with leadership, hiring managers, and domestic talent acquisition leaders to advance recruitment initiatives and strengthen the company's employer brand. The Talent Acquisition Manager is responsible for ensuring adherence to recruitment policies and procedures, refining recruitment strategies, and promoting a positive experience for candidates throughout the hiring journey.

KEY RESPONSIBILITIES

You will:

• Execute talent acquisition strategies aimed at enhancing the quality of hires and reducing time and cost per hire.
• Regularly assessing and helping to adjust strategies to ensure alignment with business goals and evolving talent needs.
• Manages and supervises Talent Acquisition staff, including training, coaching, conducting regular touch bases, and initiating counseling and disciplinary actions when necessary.
• Continuously evaluate technologies to optimize recruiting processes and partner with our HRTS and tech teams.
• Deliver training on the recruitment process and technology used.
• Ensure the recruitment processes align with company policies and legal requirements.

QUALIFICATIONS & REQUIREMENTS:

• Bachelor’s degree and over five (5) years of experience in Human Resources or a Master’s degree 
• 5-7 years of experience in Human Resources, with a focus on full cycle recruitment.
• Excellent leadership assessment and interviewing skills applicable to all levels of positions.
• Experience in high-volume staffing and/or workforce planning methodologies.
• Proven ability to partner with business leaders to address specific needs and align with corporate strategy.
• Experience in leading teams or projects effectively.
• Demonstrated excellent written, verbal communication, and presentation skills.
• Commitment to a person-centered, faith-based, mission-centered philosophy.

Work Schedule: Night shift

Work Setup: Hybrid

The People Solutions Partner is responsible for providing HR counsel and handling complex and ambiguous employee and supervisor HR cases. This role requires coordination with various HR Functional teams, and non-HR subject matter experts (SMEs). This role will manage intake, triage, and resolve cases from designated client groups in a variety of countries.

KEY RESPONSIBILITIES

You will:

• Act as the first point of contact by performing the role of a virtual HR Business Partner, and provide support and guidance to employees and supervisors on workplace issues, ensuring they feel heard and valued to promote a positive work environment.
• Provide policy and benefit counsel specific to site, country, and payroll, and refer to vendors when appropriate.
• Apply strong understanding of HR policies, services and programs in wide variety of situations with increasing complexity.
• Able to navigate complex and ambiguous cases by researching relevant precedent, policies, plan documentation, and exercising judgment.
• Maintain accurate records of employee interactions and resolutions, ensuring compliance with company policies and legal requirements.
• Develop solutions for unique business problems recognizing the intent of the policy and document it for future use.
• Develop deep understanding of the business site-specific context including regulations, culture, and policies.

QUALIFICATIONS & REQUIREMENTS

• Bachelor's degree in Human Resources, Business Administration, Psychology or a related field.
• Experience in supporting multinational client groups.
• Relevant HR certifications (e.g., SHRM-CP, PHR, CIPD) are a plus.
• Minimum of 3 years of experience as an HR Business Partner, HR Generalist or related role.
• Experienced problem-solving and critical thinking skills to handle complex and ambiguous cases.
• Highly proficient in using knowledge of HR policies, benefits, and processes to resolve employee and supervisor issues.
• Demonstrates exceptional verbal and written communication skills, consistently delivering outstanding customer service remotely through phone and various digital platforms.
• Strong interpersonal skills with the ability to build rapport and trust with employees.
• Highly flexible and willing to do shifts.

Work Schedule: Shifting Schedule

Work Setup: Hybrid

HR Business Partner will be a strategic partner to our organization, collaborating closely with business/project leaders to align HR strategies and initiatives with business objectives. He/She will be responsible for providing expertise in areas such as workforce planning, performance management, talent development, organizational effectiveness, and employee retention. The role requires a proactive approach in identifying opportunities for HR intervention and driving initiatives to foster employee engagement, retention, and organizational success.

Key Responsibilities:

• Collaborate with business/project leaders to understand the strategic objectives of the organization and translate them into HR strategies and initiatives.

• Proactively identify HR implications of business plans and provide guidance on people-related matters.

• Serve as a trusted advisor to managers, providing guidance and support on employee relations issues, conflict resolution, and disciplinary actions.

• Partner with hiring managers to identify talent needs and support/coordinate with recruitment leads to develop recruitment strategies to attract, retain, and develop top talent.

• Support the performance management process, including goal setting, performance reviews, and development planning, to drive employee engagement and productivity.

• Facilitate change management initiatives and support leaders in driving organizational change effectively.

• Support HR team in reviewing HR policies and procedures as needed to maintain compliance and alignment with best practices.

• Analyze HR metrics and trends to identify areas for improvement and support data-driven decisionmaking.

• Prepare regular reports and presentations for senior management on HR-related metrics, initiatives, and outcome.

Qualifications: 

• Proven experience as an HR Business Partner or similar role, preferably in a fast-paced environment.

• Excellent communication, interpersonal, and negotiation skills.

• Ability to build strong relationships and influence stakeholders at all levels of the organization.

• Demonstrated ability to manage multiple priorities and thrive in a dynamic environment.

• Analytical mindset with the ability to interpret data and draw actionable insights