Key Responsibilities

HR Policy Development and Implementation

• Review, develop, document, and implement HR policies, procedures, employee guidelines, and internal controls.
• Ensure that HR policies are clearly communicated, consistently applied, and aligned with the organization’s operational requirements.
• Prepare and maintain the employee handbook, code of conduct, leave policies, attendance rules, disciplinary procedures, and other employment-related guidelines.
• Assist Management in evaluating and updating existing policies as the organization grows and operational requirements change.
• Monitor compliance with approved HR policies and recommend corrective measures when inconsistencies are identified.

HR Governance and Compliance

• Establish appropriate HR governance processes covering employee records, approvals, payroll controls, benefits administration, employee discipline, and documentation.
• Ensure that employment practices, contracts, policies, and employee-related decisions are properly documented and implemented.
• Provide Management with HR guidance on employee relations, performance concerns, attendance issues, disciplinary matters, and other workplace concerns.
• Maintain confidentiality and exercise sound judgment when handling employee information, payroll records, disciplinary cases, and sensitive organizational matters.
• Support the organization in maintaining compliance with applicable Philippine labor regulations and government requirements.

Payroll Processing and Administration

• Manage the complete payroll process and ensure that employee salaries are computed accurately and released on time.
• Validate attendance, leaves, overtime, undertime, tardiness, commissions, incentives, allowances, deductions, and other payroll adjustments.
• Prepare payroll summaries and supporting schedules for Management review and approval.
• Coordinate with the Bookkeeper or Accounting team regarding payroll funding, statutory deductions, payroll reports, and reconciliations.
• Investigate and resolve payroll discrepancies promptly and maintain proper supporting documentation for all adjustments.
• Ensure that payroll information remains confidential and accessible only to authorized personnel.

HRMS Setup and Administration

• Lead the assessment, selection, setup, and implementation of an appropriate Human Resources Management System or HRMS.
• Organize and migrate employee records, attendance information, leave balances, payroll data, benefits records, and other HR information into the approved system.
• Establish clear processes for system access, employee data updates, attendance monitoring, leave filing, payroll support, document management, and HR reporting.
• Maintain the accuracy and completeness of employee information stored in the HRMS.
• Train authorized employees and supervisors on the proper use of the system.
• Coordinate with the HRMS provider or technical support team when system concerns, updates, or process improvements are required.

Government-Mandated Benefits and Statutory Requirements

• Process, monitor, and maintain accurate records of government-mandated contributions and employee deductions, including:
• SSS
• PhilHealth
• Pag-IBIG
• BIR withholding tax
• Ensure that employee registrations, updates, remittances, loan deductions, and related statutory transactions are completed accurately and within the required timelines.
• Maintain supporting reports, payment confirmations, employee records, and government submissions.
• Assist employees with reasonable inquiries regarding their statutory benefits, contributions, and required documentation.
• Coordinate with Accounting, external service providers, or government agencies when clarification or resolution of contribution-related concerns is required.

Recruitment, Onboarding, and Employee Documentation

• Manage the end-to-end recruitment process, including job posting, applicant sourcing, résumé screening, interviews, reference checks, background verification, job offers, and onboarding.
• Coordinate with Management and department heads to understand workforce requirements and job qualifications.
• Prepare employment contracts, job descriptions, onboarding documents, employee forms, memoranda, notices, certificates, and other HR correspondence.
• Conduct employee orientation and ensure that newly hired employees understand their roles, work schedules, policies, reporting lines, benefits, and performance expectations.
• Maintain complete and updated employee 201 files, including contracts, identification records, government information, performance documents, disciplinary records, and other employment requirements.

Attendance, Leave, and Employee Relations

• Monitor employee attendance, tardiness, undertime, absences, overtime, schedules, and leave balances.
• Review leave requests and ensure that they are properly documented, approved, and recorded.
• Assist in managing employee concerns, workplace conflicts, behavioral issues, and disciplinary cases in a fair, confidential, and well-documented manner.
• Prepare notices to explain, written warnings, memoranda, incident reports, and other disciplinary documentation when required.
• Promote consistent implementation of Company policies across employees, departments, and branches.

Performance Management

• Establish and coordinate employee performance evaluation processes.
• Assist Management and supervisors in defining job expectations, performance standards, measurable targets, and development plans.
• Monitor evaluation schedules and maintain proper documentation of employee performance discussions.
• Support the implementation of performance improvement plans when employees require additional guidance, coaching, or corrective action.
• Prepare HR reports and recommendations that may assist Management in employee development, regularization, promotion, retention, or disciplinary decisions.

Employee Engagement and Organizational Development

• Develop and implement employee engagement programs that support teamwork, communication, motivation, workplace culture, and employee retention.
• Organize employee activities such as recognition programs, team-building initiatives, internal communications, wellness activities, celebrations, and learning sessions.
• Gather employee feedback and recommend initiatives that may improve morale, collaboration, and workplace experience.
• Support Management in developing programs that align employees with the Company’s goals, service standards, and organizational values.
• Monitor the effectiveness of engagement initiatives and recommend improvements based on participation and employee feedback.

Offboarding and Clearance

• Manage employee resignation, separation, exit interview, turnover, clearance, and final documentation processes.
• Ensure that Company property, records, files, credentials, and system access are properly returned, transferred, or deactivated.
• Coordinate with Management and Accounting regarding final pay requirements, outstanding accountabilities, and statutory documentation.
• Maintain complete separation records and ensure that all offboarding procedures are properly documented.



Qualifications

• Bachelor’s Degree in Human Resource Management, Psychology, Business Administration, Behavioral Science, or a related field.
• At least three (3) years of relevant HR experience, preferably in a generalist, specialist, or supervisory capacity.
• Demonstrated experience in developing and implementing HR policies and procedures.
• Strong understanding of HR governance, employee documentation, workplace discipline, and HR best practices.
• Hands-on experience in payroll computation and payroll processing.
• Knowledgeable in SSS, PhilHealth, Pag-IBIG, BIR withholding tax, and other employee-related statutory requirements.
• Experience in recruitment, onboarding, employee relations, performance management, and offboarding.
• Experience in setting up or administering an HRMS, HRIS, attendance system, or payroll platform is highly preferred.
• Proficient in Microsoft Excel, Word, Outlook, Google Workspace, and HR or payroll systems.
• Strong written and verbal communication skills.
• Excellent organizational, analytical, problem-solving, and interpersonal abilities.
• High level of integrity and discretion in handling confidential employee and Company information.
• Able to work independently, establish processes, manage multiple deadlines, and coordinate directly with Management.

Preferred Attributes

• Proactive and capable of building HR processes from the ground up.
• Detail-oriented and highly accurate in payroll, documentation, and employee records.
• Confident in providing HR recommendations and handling sensitive employee concerns.
• Fair, professional, and consistent when implementing policies.
• Comfortable working in a fast-paced, multi-branch environment.
• Prior experience supporting a clinic, healthcare, aesthetic, retail, or service-oriented organization is an advantage.

Salary

Competitive salary based on qualifications, experience, and demonstrated HR capability.

Application Process

Interested applicants may submit their updated résumé together with relevant certificates, employment references, and available supporting credentials.

Shortlisted applicants will undergo an interview, employment reference check, and background verification as part of the selection process.