HR Manager

1. Able to clarify Company business thrusts with upper management and where the company is positioning itself given industry, national, and global market realities. Able to align HR strategy plan, enabling policies and implementing systems to business thrusts to better attract, match, nurture, and retain the types, caliber, and number of talents the company requires. In the short, mid, and long-term
2. Able to review, and draft revised company policies, rules, and regulations, and present and obtain from higher management approval of company policies in governing human resources.
3. Able to design and obtain approval for organization/job systems (rules, regulations, procedures) in aid of implementing company HR policy.
4. Able to set up / re-organize HR functions and modalities of the HR Department
5. Able to assess, select and employ qualified, competent and reliable staff to perform HR functions
6. Able to develop the potentials of new and existing HR staff in line with Department and Company goals and thrust
7. Able to manage and calibrate the processes and outcomes involved for overall human resources planning, training, performance management and impact measurement to Company bottomline
8. Able to review HR requisition forms against ; check for adequacy of information and existence of signatures; approve for Recruitment action and endorse to Officer-in-charge
9. Able to check the process and results of tests conducted and merits for interviewing candidates. Able to assess need for more candidates or proceed with job interview and selection process
10. Able to conduct interviews for all non-manager positions, able to co-interview candidates for all non-manager positions
11. Able to review summary information on results of concluded interviews. Able to check the process and basis for ranking candidates. Able to assess bio and salary history of selected and alternative candidates. Able to decide whether to conduc salary offer and negotiation meeting.
12. Able to conduct salary negotiation meetings with manager and non-manager candidates based on applicant's experience and credentials, salary history and current year salary table
13. Able to propose content and mode of delivering orientation materials and get approval from Department Manager
14. Able to handle queries attached to problems and issues at hand regarding constitution, interpretation, implementation of employment agreement provisions and changes effected after original contract.
15. Able to address questions on policies, practices and problems encountered
16. Able to design and provide procedural details in enabling supervising managers and supervisees to jointly set performance objectives, targets, and appraisal sheet
17. Able to review and check accuracy and completeness of new employee data reflected in payroll inclusion form. Delegate to Payroll Officer to facilitate routing for required signatures and
18. Able to post all duly reviewed, endorsed, and approved payroll inclusion entries in payroll registries and database (including personal data, pay rate, other monetary entitlements, TIN, SSS, PhilHealth and HDMF numbers, employee declarations on status of remittances, loans applied, and repayments made under previous employer).
19. Able to monitor timely reporting of Benefits inclusion es providing statutory benefits to employees. Able to monitor real-time online loan application transactions of employees and certify online approval of such applications.
20. Able to sign and authorize the inclusion of new employees in Shimizu submitted employment reporting form to benefits support agency (e.g. SSS) Able to verify and ensure actual inclusion of reported new employees in government's registry and database through automated notification of successful system posting from concerned agency.
21. Able to periodically view and check these records through shared files access. Able to understand financial obligations of such employees. Able to get ideas on motivations and aspirations of employees.
22. Able to ensure correctness and completeness of entries in the payroll inclusion, assessed against employment documents submitted.
23. Able to decide and implement what can be a non-taxable component of salaries as per BIR guidelines
24. Able to attend to queries/problems in periodic payroll-related remittance to BIR, SSS, Philhealth, HDMF

QUALIFICATIONS:
• A graduate from a bachelor's degree program in human resources, business administration, psychology, behavioral science or any related field
• With a minimum of five (5) years of experience as an HR Manager
• A team player and has good interpersonal skills; can work effectively with people at all levels