Total 11 Manager hr assistant job vacancies in Human Resources category in The Philippines

The HR Manager oversees and leads human resources programs, ensuring alignment with organizational goals and compliance with applicable laws. This role involves managing HR operations, onboarding staff, supporting team members and virtual assistants, processing contracts, improving retention strategies, and promoting a safe and engaging work environment.

TASKS:

• Oversee and optimize HR operations, ensuring efficiency and compliance.
• Manage vendor relationships, contracts, and independent contractor (IC) documentation.
• Design and implement onboarding processes, training programs, and orientation sessions.
• Develop and maintain HR-related reports and metrics to guide organizational decisions.
• Foster a culture focused on engagement, service excellence, and high performance.
• Address Independent Contractor concerns promptly while ensuring resolution aligns with company policies.
• Lead initiatives to improve retention, promote Independent Contractor well-being, and enhance workplace safety.
• Ensure compliance with labor laws and organizational policies.

QUALIFICATIONS:

• Minimum of 4 years of experience in human resources, with a proven track record of leadership.
• Excellent written and verbal communication skills, with exceptional fluency in English.
• Strong organizational and time-management abilities.
• Proficient in Microsoft Office Suite and Google Workspace.
• In-depth understanding of HR processes, policies, and labor laws.
• Demonstrated ability to maintain confidentiality and handle sensitive information with integrity.
• Ability to work independently and collaborate across teams effectively.
• Permanent work-from-home capability.

RATE AND REWARDS:

• Rate is as high as $1800 (USD) monthly
• Employment Type: Independent Contractor
• Free Training
• Paid Time Offs
• HMO Coverage
• Performance-Based Increase
• Permanent Work From Home

The Assistant Manager - HR provides visible, accessible and trusted human resources support for designated management and employees throughout the designated countries, such as recruitment, selection, induction, payroll, performance management, people and organisational development, compensation and benefits, and employee relations. Act as HR lead on Compensation & Benefits, HR Operations & Payroll for APAC region.

Job Responsibilities:

1. Personnel, Payroll Administration

- Coordinate the business process outsourcing payroll and ensure a timely and correct payroll administration of employees and team members in designated country. Contribute to the development, implementation and maintenance of up to date internal descriptions of payroll administration processes. Manage local HR related audits.
- Ensure a timely and correct personnel and payroll administration of employees in APAC region.
- Accountable for the HRIS updates. Review, propose changes & maintain the online HR Portals as applicable.
- Execute HR processes including but not limited to onboarding, transfer and leavers. Contribute to the optimization of HR processes, signaling bottlenecks, initiating improvements and preparing and updating work/process description.

2. Compensation & Benefits

- Implement, review & administer policies, processes and tools (related to such as insurances, pension, staff handbooks terms and conditions, annual compensation reviews and bonus processes).
- Maintain an up to date and coherent Job and Reward framework (job profiles, job levels, job titles, job families, C&B packages, variable pay programs) based on internal equity and external competitiveness.
- Support to manage ongoing employee compensation programs including annual compensation reviews, promotion cycles, salary proposals, and bonus programs in the region.
- Provide support in preparing job offers, promotions, transfers and dismissal cases.
- Ensure up to date publication of C&B policies, processes and tools on the HR Portal. Provide information sessions for managers and employees.

3. Human Resources Business Partner

- Provide support to management in recruitment, selection, induction and retention of new hires with Omron DNA within a pre-defined process, timeline and key performance indicators.
- Coordinate and support management in the performance management cycle processes across the region regarding performance development reviews, performance improvement activities, mid year reviews, personal development planning, talent reviews and succession planning.
- Support management in identifying development needs and facilitate development activities (on individual, team and organisational level).

4. Ensure and maintain all regulations of Company to keep in line with government regulations, to avoid the existence of issues that can disrupt the stability and operations of the Company and establish a positive employer-employee relationship.

5. Contribute in developing, implementing, monitoring and reviewing HR strategies, policies, processes, instruments, systems and KPI's.

6. Participate in and lead HR projects as defined in the annual HR action plans.

7. Support & deliver any other adhoc duties assigned by Manager.

- Masters or Degree in Human Resources Management.
- Understanding of and familiarity with social security legislation and labor legislation in APAC is highly advantageous.
- Proactive and target oriented. Works with high pace and with a high level of accuracy at the same time.
- Good knowledge of Word and Excel.
- Strong communication skill.
- Proficient in the English and local language, both written and verbal.

Neo Group, recruiting on behalf of our esteemed partner in the tech industry, is seeking an experienced and dedicated HR Manager to join their team. As the HR Manager, you will be responsible for overseeing all HR functions and activities to support the employees and ensure a positive work culture.

You will collaborate with leadership and stakeholders to develop and implement HR strategies and initiatives that align with company goals and values. You will also be responsible for managing recruitment and onboarding processes, employee relations, performance management, training and development, and HR administration.

We are looking for a highly organized and detail-oriented individual with strong interpersonal and communication skills. If you have a proven track record in HR management, a deep understanding of HR best practices and employment laws, and a passion for supporting and developing employees, we would love to hear from you.

Key Responsibilities

The position develops an outstanding talent pool and serves as an ambassador for the extraordinary career opportunities and service culture of the hotel. The HR Manager showcases a strong interpersonal & networking skills and team-building strengths and builds a reputation for the brand to be the employer of choice. 

FOCUS ON TIMELY AND STRATEGIC RECRUITMENT SYSTEM 

• Develop strategies in pooling for talents 

• Expand the network in the industry to better source out talents 

• Continuously improve the recruitment process and implement recruitment innovations 

• Conduct assessment/interviews for talents and other related tasks for recruitment.  

• Assist Director of Talent & Culture for other key positions (Department Heads and Executives) as assigned

• Works with Division and Department and requisition and interview logistics

• Prepares Job Flash and Job Postings on different Job Boards

• Works with Manpower Agencies for the requisition of outsourced staff

• Prepares Job Offer, Employee Contract and Onboarding materials for New Hires

• Prepares Employee Action Form as documentation of all employee movement

The Regional HR Manager is responsible for establishing and overseeing all HR functions across the NGO’s operations in Taiwan, Nepal, the Philippines, and Malaysia. This role focuses on setting up a robust HR system from the ground up, including hiring and developing a high-performing HR team. The Regional HR Manager will ensure the development and implementation of HR strategies, policies, and practices that support the NGO’s mission, enhance employee engagement, and comply with local regulations.

Key Responsibilities:

1. HR System Setup and Strategy Development:

• HR Infrastructure: Design and implement a comprehensive HR infrastructure that supports the NGO’s strategic goals and operational needs.
• Policy Development: Develop and standardise HR policies and procedures across regions, ensuring compliance with local labor laws.
• Strategic Alignment: Align HR strategies with the NGO’s mission, vision, and organisational goals to drive effectiveness and efficiency.

2. Recruitment and Talent Management:

• Job Design: Develop detailed job descriptions and specifications for all positions.
• Recruitment Processes: Establish and lead a streamlined recruitment process, including job postings, candidate screening, and interview protocols.
• Onboarding: Design and implement an effective onboarding program to integrate new hires smoothly into the organisation.

3. Hiring and Setting Up HR Team:

• Team Hiring: Take responsibility for hiring and setting up the regional HR team. Define roles, recruit, and onboard HR staff in each operational country.
• Team Development: Mentor and develop the HR team to ensure they have the skills and knowledge needed to support the organisation effectively.

4. Employee Relations and Engagement:

• Work Environment: Create and maintain a positive, inclusive, and collaborative work environment.
• Conflict Resolution: Address employee grievances and mediate conflicts, ensuring fair and consistent resolution.
• Engagement Programs: Develop and implement employee engagement initiatives to foster motivation and commitment.

5. Training and Development:

• Needs Assessment: Conduct training needs assessments to identify skill gaps and development opportunities.
• Program Development: Develop and deliver training programs and professional development opportunities to enhance employee skills and performance.

6. Compliance and Risk Management:

• Legal Compliance: Ensure all HR practices comply with local labor laws and regulations in Taiwan, Nepal, the Philippines, and Malaysia.
• Risk Mitigation: Develop and implement risk management strategies to address potential HR-related risks and ensure organisational resilience.

7. HR Administration and Systems:

• HRIS Implementation: Select, implement, and manage an HR Information System (HRIS) to streamline HR processes and data management.
• Payroll and Benefits: Oversee payroll processing, benefits administration, and ensure accurate and timely compensation for all employees.
• Employee Records: Maintain accurate and confidential employee records in compliance with legal and organisational requirements.

8. Reporting and Analysis:

• HR Metrics: Establish and monitor key HR metrics to assess the effectiveness of HR practices and inform strategic decisions.
• Regular Reporting: Prepare and present regular HR reports and analytics to the Executive Director and other stakeholders.

9. Outsourcing and Vendor Management:

• Outsourcing Decisions: Identify HR functions suitable for outsourcing and manage relationships with external HR service providers.
• Vendor Performance: Monitor the performance of outsourced functions to ensure they meet the NGO’s standards and requirements.

Education:

• Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree preferred).

Experience:

• Minimum of 5-8 years of experience in HR management, with at least 3 years in a regional or multi-country role.
• Proven experience in setting up and implementing HR systems and strategies from the ground up.
• Experience in hiring, developing, and managing an HR team.
• Familiarity with HR practices and labor laws in Taiwan, Nepal, the Philippines, and Malaysia is highly desirable.

Skills and Competencies:

• Strong knowledge of HR principles, practices, and employment laws.
• Excellent communication, interpersonal, and negotiation skills.
• Ability to work effectively in a multicultural and diverse environment.
• Strong organisational and project management skills.
• Proficiency in HRIS and other HR software.

Personal Attributes:

• Passionate about children's education.
• High ethical standards and integrity.
• Strategic thinker with a proactive approach to problem-solving.
• Ability to handle sensitive and confidential information with discretion.
• Flexibility and willingness to travel frequently to different countries.

• Competitive salary
• Relocation support provided
• 2 weeks paid annual leave
• Possible hybrid working structure
• Rewarding and meaningful job that makes an impact on children's education

Position : HR Manager

Working Hours : 8:30 AM - 4:30 PM EST

Salary Range :  $1000-$1500

Duties and Responsibilities:

Payroll Management:

• Oversee and manage the organization's payroll processes globally.
• Ensure timely and accurate payroll execution, including salary, bonuses, and deductions.
• Collaborate with the finance team to ensure compliance with local and international payroll regulations.

HR Compliance:

• Ensure HR policies and procedures comply with local, national, and international laws.
• Maintain up-to-date knowledge of HR legal requirements and government reporting regulations globally.
• Develop and implement compliance-related programs and trainings.

Onboarding/Offboarding:

• Manage the onboarding process for new hires to ensure a smooth integration into the company.
• Coordinate and conduct new employee orientations and training sessions.
• Oversee the offboarding process, including exit interviews and final settlements.
• Continuously improve onboarding and offboarding procedures to enhance employee experience.

• Minimum of 4 years of experience in a similar HR role.
• Proficiency in using Deel for payroll and HR management.
• Advanced skills in Google Suite (Google Docs, Sheets, Slides, and Drive).
• Strong understanding of global HR compliance and payroll regulations.
• Excellent communication and interpersonal skills.
• Ability to handle sensitive information with confidentiality and professionalism.
• Strong organizational and problem-solving skills.
• Ability to work effectively in a fast-paced, dynamic environment.

The role will provide management and oversight of all aspects within the assigned HR function (including People Services/Talent Acquisition/HR Contact Center/Pre-Hire Support/Global Mobility/Global Compensation and Reward/Knowledge Management/Global Learning Team). The role will drive strategic initiatives and continuous improvement while managing appropriate metrics to ensure the right level of service delivery.  This includes overseeing the processes assigned across regions.

Operations Management

• Manage the overall service delivery and activities of People Services/Talent Acquisition/HR Contact Center/Pre-Hire Support/Global Mobility/Global Compensation and Reward/Knowledge Management/Global Learning Team in all supported regions. Ensure adherence to timelines, quality standards, organizational protocols, and internal policies.
• Lead and oversee resource allocation and implementation of core processes, programs, and initiatives for HR Services
• Recommend cross-functional and cross-regional process alignment and standardizations within functional accountability.
• Lead and develop projects to drive efficient customer service in all HR Service functionalities.
• Manage critical and complex escalations to ensure service continuity and operational efficiency.
• Plan and develop multiple short to medium-term projects and contribute to long-term initiatives planning. Lead complex projects as required.
• Keep local management and regional leaders informed by leading governance meetings, preparing reports and analyses on workload management, SLA achievement, quality and process efficiencies, and other related management reports that will support business and operational recommendations.
• Oversee the creation, development, deployment, and maintenance of all services within budget and in alignment with business objectives through collaboration with external and internal stakeholders.
• Implement business continuity plan.

Stakeholder Engagement

• Develop strong stakeholder relationship by driving effective communications and developing effective stakeholder management plan.
• Act as a strategic partner by providing insights in the operation and collaborating with stakeholders in creating solutions that will improve operational efficiency.
• Collaborate with Head of HR Services and other key stakeholders to ensure delivery of required service levels and the execution of necessary operational improvements.

People Management

• Manage talents and develop strategies to drive opportunities people growth opportunities for personal and professional growth by conducting regular performance assessments, identifying learning and development opportunities, providing coaching, and cultivating a high-performing team culture.
• Establish the goals and objectives of the team, aligned with the overall enterprise strategy; Provide proper level of support to ensure achievement of set goals and objectives.
• Manage the recruitment and retention of high caliber individuals.

Continuous Improvement

• Stay abreast of industry trends and best practices in the Global HR Service operation; recommend and implement initiatives to enhance capabilities.
• Drive continuous improvement in the team by identifying opportunities for improvement in the processes, tools, and methodologies based on client feedback and other information.

1. Driving initiatives that help with a positive company culture and building a family spirit 

1. Improving our employee retention initiatives and work to a lower attrition rate also lead a program for proactive check point with team members 

1. Executing recruitment strategies to support company business growth 

1. Managing Payroll and benefits for our team members 

1. Leading the performance management process 

1. Continuing to improve employee relations and address grievances, or other issues 

1. Managing  trainings programs and certifications including Unify University 

1. Aiding the company to automate HR processes through software programs. 

The position develops an outstanding talent pool and serves as an ambassador for the extraordinary career opportunities and service culture of the hotel. The HR Manager showcases a strong interpersonal & networking skills and team-building strengths and builds a reputation for the brand to be the employer of choice. 

FOCUS ON TIMELY AND STRATEGIC RECRUITMENT SYSTEM 

• Develop strategies in pooling for talents 

• Expand the network in the industry to better source out talents 

• Continuously improve the recruitment process and implement recruitment innovations 

• Conduct assessment/interviews for talents and other related tasks for recruitment.  

• Assist Director of Talent & Culture for other key positions (Department Heads and Executives) as assigned

• Works with Division and Department and requisition and interview logistics

• Prepares Job Flash and Job Postings on different Job Boards

• Works with Manpower Agencies for the requisition of outsourced staff

• Prepares Job Offer, Employee Contract and Onboarding materials for New Hires

• Prepares Employee Action Form as documentation of all employee movement

Reporting Line

Senior Manager of HR Technology

Primary Responsibilities    

• The Manager of HR Technology (Workday) Services will be a key leader, starting with implementation and transitioning into steady-state operations.
• The successful candidate will lead and develop a team of Tier 2 analysts to fulfill critical client-side roles in our Workday implementation, while simultaneously developing our knowledge and capability to deliver outstanding support and service to stakeholders and end users for post go-live ownership of the Workday solution.
• During implementation, this leader will serve as the Workday Testing Lead, including the development of test strategies and plans, coordination of testing activities, development of KPIs, education of testers, and partner to both internal and third party Workday experts to ensure proper defect resolution and re-testing of the Workday solution.

Specific Responsibilities   

• As we transition to post go-live operations, accountabilities will include: Maintain Tier 0 support documentation for the Workday solution.
• Evaluate services request volume and trends, and leverage data to prioritize additional training needs and process improvements in Workday.
• Assist Regional HR Technology managers with continuous improvement at Regional level to reduce number of escalations required. Manage regression testing and new feature adoptions in Workday quarterly releases.
•  Supervise work and manage performance of Tier 2 analysts. Establish KPIs and implement continuous improvements in processes and team performance.

We are looking to employee an Assistant HR Manager with outstanding administrative and communication skills. An Assistant HR Manager is expected to be a conceptual thinker with superb organizational and time management skills. You must be reliable and should accurately follow instructions with the ability to multitask and acclimatize to a fast-paced environment.

To ensure success, Assistant HR Manager should display remarkable conflict management and decision-making skills with a solid understanding of employee relationships and employee engagement. Top candidates will be superb at problem-solving, efficient in scheduling, and creative in employee engagement activities.

Responsibilities:

• Support all internal and external HR-related inquiries or requests.
• Serve as point of contact with vendors and administrators.
• Maintain calendars of activities.
• Schedule meetings, interviews, HR events and maintain agendas.
• Coordinate training sessions and seminars.
• Perform orientations and update records of new staff.
• Produce and submit reports on general HR activity.
• Keep up-to-date with the latest HR trends and best practices.