Total 6 hr assistant job vacancies in Makati, Metro Manila

Main Responsibilities:

• Assist the HR Team when it comes to the day-to-day human resource operations, functions, and duties.
• Help compile and update employee records.
• Coordinate communication with candidates and schedule job interviews.
• Assist the HR Team when it comes to sourcing candidates and updating the HR database.

Main Responsibilities:

• Assist the HR Team when it comes to the day-to-day human resource operations, functions, and duties.
• Help compile and update employee records.
• Coordinate communication with candidates and schedule job interviews.
• Assist the HR Team when it comes to sourcing candidates and updating the HR database.

1. Recruitment and placement of operations and field-based employees

• Process and monitor all recruitment requests or requirements for office-based employees in an effective, efficient, and timely manner
• Establish a recruitment, testing, and interview program
• Prepare and ensure accurate employment contracts
• Maintain up-to-date recruitment report, talent database, and all related staffing communications
• Conceptualize and improve recruitment tests and evaluation of applicants’ capability on the job
• Project annual recruitment expenditures for budgetary consideration and control

2. Record Management

• Maintain up-to-date 201 files (hard and soft copies)
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisal, and absenteeism rates

3. HR Plan, Policies, and Procedures

• Identify, design, and implement strategic HR programs, as and when required
• Prepare and implement the annual HR Plan to support the overall objectives of the companies
• Develop and maintain HR policies and procedures. Ensure that all employees are aware of the policies and procedures
• Ensure that company handbooks are comprehensive and up to date

4. Organizational Development and Strategy

• Conduct organizational climate assessment. Gather information on and understand business requirements
• Diagnose desired culture and style
• Envision new tools and systems as well as future needs
• Identify obstacles, readiness for change
• Communicate vision
• Adjust the system for buy-in and engagement

5. Employee Relations (policy and regulatory compliance, employee counseling, organizational climate)

• Guide, coach, and support team leaders on the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, performance management, etc.)
• Manage investigations, disciplinary and grievance matters to develop appropriate procedures and policies to address grievances and discipline
• Provide counseling and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirement of the company policies, best practices, and employment laws
• Conduct exit interviews to identify reasons for employees' resignation or exit to improve the company’s image and development
• Represents the company at personnel-related hearings and investigations
• Ensure company compliance to labor laws and applicable government regulations

6. Compensation

• Lead the annual salary review process
• Gather and analyze market data to measure the competitiveness of the company’s compensation package and make recommendations as appropriate
• Maintain a pay structure by conducting pay surveys, scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions, recommending, planning, and implementing pay structure revisions as needed

7. Performance Management Process

• Identify the key elements of –
• a performance appraisal/development system that will support coaching
• a coaching system and practice that will support and sustain individual performance improvements
• Establish how these elements can be combined to create a performance management cycle
• Consider barriers and obstacles regarding the performance management cycle
• Establish a performance appraisal/development checklist
• Identify the resources necessary to create and sustain the program
• Identify change management strategies that will support the development and introduction of the program
• Consider how an Employee Survey and Feedback will support the Performance Management Process

1. Recruitment and placement of operations and field-based employees

• Process and monitor all recruitment requests or requirements for office-based employees in an effective, efficient, and timely manner
• Establish a recruitment, testing, and interview program
• Prepare and ensure accurate employment contracts
• Maintain up-to-date recruitment report, talent database, and all related staffing communications
• Conceptualize and improve recruitment tests and evaluation of applicants’ capability on the job
• Project annual recruitment expenditures for budgetary consideration and control

2. Record Management

• Maintain up-to-date 201 files (hard and soft copies)
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisal, and absenteeism rates

3. HR Plan, Policies, and Procedures

• Identify, design, and implement strategic HR programs, as and when required
• Prepare and implement the annual HR Plan to support the overall objectives of the companies
• Develop and maintain HR policies and procedures. Ensure that all employees are aware of the policies and procedures
• Ensure that company handbooks are comprehensive and up to date

4. Organizational Development and Strategy

• Conduct organizational climate assessment. Gather information on and understand business requirements
• Diagnose desired culture and style
• Envision new tools and systems as well as future needs
• Identify obstacles, readiness for change
• Communicate vision
• Adjust the system for buy-in and engagement

5. Employee Relations (policy and regulatory compliance, employee counseling, organizational climate)

• Guide, coach, and support team leaders on the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, performance management, etc.)
• Manage investigations, disciplinary and grievance matters to develop appropriate procedures and policies to address grievances and discipline
• Provide counseling and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirement of the company policies, best practices, and employment laws
• Conduct exit interviews to identify reasons for employees' resignation or exit to improve the company’s image and development
• Represents the company at personnel-related hearings and investigations
• Ensure company compliance to labor laws and applicable government regulations

6. Compensation

• Lead the annual salary review process
• Gather and analyze market data to measure the competitiveness of the company’s compensation package and make recommendations as appropriate
• Maintain a pay structure by conducting pay surveys, scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions, recommending, planning, and implementing pay structure revisions as needed

7. Performance Management Process

• Identify the key elements of –
• a performance appraisal/development system that will support coaching
• a coaching system and practice that will support and sustain individual performance improvements
• Establish how these elements can be combined to create a performance management cycle
• Consider barriers and obstacles regarding the performance management cycle
• Establish a performance appraisal/development checklist
• Identify the resources necessary to create and sustain the program
• Identify change management strategies that will support the development and introduction of the program
• Consider how an Employee Survey and Feedback will support the Performance Management Process

The Sales and Marketing Assistant provides essential support for the sales team. The incumbent is responsible for the efficient handling of sales orders and helping to improve the productivity of field sales personnel to achieve set sales targets.

Duties and Responsibilities:

• Process, consolidate, and monitor purchase orders.
• Prepare necessary documents and presentation for an account showroom visit.
• Make sure that all required items are available for showroom visits.
• Provide sales support by attending to customer inquiries, concerns, and complaints.
• Prepares sales documentation such as but not limited to:
  • Sales report
  • Product performance
  • Business reviews
  • Another document based on raw data.
  • Monitor the performance of the handled accounts and provide feedback to the respective account officer in charge.
  • Ensure product awareness of the company’s product portfolio in every account being handled.
  • Price structure
  • Designs and models availability
  • History
  • Manufacturing process
  • Distribution and delivery and warranty
  • Maintain records of sales and compare them with targets to help the sales manager and account officer to monitor the team’s progress.

The Sales and Marketing Assistant provides essential support for the sales team. The incumbent is responsible for the efficient handling of sales orders and helping to improve the productivity of field sales personnel to achieve set sales targets.

Duties and Responsibilities:

• Process, consolidate, and monitor purchase orders.
• Prepare necessary documents and presentation for an account showroom visit.
• Make sure that all required items are available for showroom visits.
• Provide sales support by attending to customer inquiries, concerns, and complaints.
• Prepares sales documentation such as but not limited to:
  • Sales report
  • Product performance
  • Business reviews
  • Another document based on raw data.
  • Monitor the performance of the handled accounts and provide feedback to the respective account officer in charge.
  • Ensure product awareness of the company’s product portfolio in every account being handled.
  • Price structure
  • Designs and models availability
  • History
  • Manufacturing process
  • Distribution and delivery and warranty
  • Maintain records of sales and compare them with targets to help the sales manager and account officer to monitor the team’s progress.