Under the direct supervision of the President, the Human Manager’s role encompasses HR, including recruitment, payroll, compensation and benefits, and training. It includes policy development; supporting the accomplishment of the company and departmental goals and objectives

Key Areas of Responsibility

• Organizational Structure
  
  • Consolidation of Departmental Organizational Structure
    
  • Consolidation of Job Descriptions in coordination with Department Heads
    
• Compensation and Benefits
  
  • Salary Structure
    
• Recruitment and Onboarding New Employees
  
  • Sourcing of talent (i.e., recruitment firms and platforms, job fairs, agencies)
    
  • Facilitate interviews and background checks
• Hiring for cultural fit or cultural add (Define FCC Culture - Cascade the Culture - Culture Fit vs Culture Add)
  
  • Facilitate hiring and onboarding of new employees, including orientation
    
• Employee Records & Files Management
  
  • HRIS administration (i.e. Sprout HR Solutions)
    
  • 201 Files
    
  • HR Data and Analytics (i.e. payroll expense, OT analysis, track absenteeism rate, employee turnover rate)
    
• Employees’ Timekeeping and Payroll
  
• Performance Management
  
  • Facilitate performance evaluation for all employees
    
  • Recommends regularization, promotion, transfer and salary increase in coordination with the Department Heads
    
• Training and Development
  
  • Conducts Annual Training Needs for Management and Supervisory staff to identify training needs
    
  • Identify and recommend training resources
    
  • Evaluation of training programs
    
• Employee Relations & Engagement
  
  • Employee Recognition to appreciate staff and their contribution
  • Safety and Health
  • Employee Discipline and Counselling
    
• Manage and address employee complaints
  
• Handling incident reports on employee violations of the code of conduct
  
  • Employee Termination
    
  • Labor Law Compliance
    
• Stay updated with labor laws
  
• Attend labor related cases
  
• HR Expense Management
  
  • HRIS Subscription (i.e. Sprout, Recruitment) Portal
    
  • Payroll and Government Remittances
    
  • Government Remittances
    
  • Agency fees
    
  • HMO fees
    
  • Professional fees (i.e. labor lawyer)
    
• Policy Creation and Development
  
  • Creating and enforcing policies that are fair and consistent for everyone in the workplace. (e.g., Code of Conduct)
    
  • Update existing policies and procedures
    
  • Cascading and implementation of approved policies
    
• External Coordination: a) DOLE b) Manpower Agency c) SSS/Philhealth/Pag Ibig d) Labor lawyer e) HRIS Provider f) HMO Provider g) Insurance Company (employee related)