822 Hr Development jobs in the Philippines

Job Description:

Qualifications:

• BS in Psychology or Human Resource graduate from a reputable University/College
• Has good scholastic records
• At least 6 years experience in Human Resource preferably in Organizational Development, Change Management and Strategic Workforce Planning
• Keen to details
• strong knowledge of labor laws and HR best practices, excellent communication and interpersonal skills, and proficiency with HR software.
• Trustworthy
• Demonstrates alignment with the organization's core values and ethical standards.

Core Responsibilities:

• Conduct thorough assessments of company's current state, including its culture, structure, processes, and personnel, to identify areas needing improvement.
• Develop strategies and action plans to help organizations achieve their goals and objectives, aligning people, processes, and systems to drive sustainable growth and change.
• Design and facilitate interventions to help company successfully navigate complex changes, such as mergers, new systems, or evolving market demands.
• Develop and implement programs to enhance employee skills, knowledge, and leadership capabilities.
• Design and implement programs that ensure employees meet performance standards and goals, and coach managers on leadership and teamwork.
• Foster a high-performing, collaborative, and positive work environment by addressing issues related to organizational climate and employee engagement.

QUALIFICATIONS:

• Bachelor's degree in Psychology/Human Resources Management-related course.
• At least 5 years experience in handling Organizational Development/Training & Development facet in HR.

JOB SUMMARY:

• Provides support in the implementation of planned OD group interventions such as change management, programs, organizational research and diagnosis, culture building and enhancement programs.
• Responsible as well for the HROD metrics and dashboard management and HROD policies and procedures documentation and updating for the different business units.
• Supports the training and development needs for the employees.

Job description:

Job Summary:

The Organizational Enablement Specialist enhances organizational effectiveness by supporting HR programs, driving data-informed decisions, and aligning initiatives with business goals. This role partners with HRBPs and the future OET team to implement strategic HR analytics, workforce development, engagement programs, and process improvements.

Job Description:

Organizational Enablement & Transformation Initiatives

• Assist in the design, implementation, and monitoring of organizational development (OD) and change management programs.
• Support workforce planning, succession planning, and talent mobility initiatives to ensure organizational growth and resilience.
• Drive continuous improvement in HR processes to support business transformation and employee experience.

HR Analytics & Insights for Decision-Making

• Maintain and analyze HR dashboards, workforce analytics, training and career development trackers, and engagement metrics.
• Provide insights and recommendations based on HR data trends, workforce analytics, and employee engagement survey results.
• Collaborate with key stakeholders to develop HR reports, business reviews, and workforce optimization strategies.

Employee Engagement & Culture Development

• Assist in the planning and execution of employee engagement initiatives, well-being programs, and recognition efforts.
• Support initiatives aimed at fostering a positive workplace culture and enhancing employee experience.
• Act as a liaison between HR and employees to capture feedback and implement improvement plans.

Learning & Development (L&D) and Career Development Support

• Track and monitor training plans, learning investments, and career development programs.
• Support the development and execution of competency frameworks, mentorship programs, and leadership development initiatives.
• Assist in conducting training needs analysis (TNA) and post-training impact assessments.

HRBP & Business Support

• Work closely with the Sr. HRBP and senior leaders in implementing strategic HR programs.
• Ensure compliance with HR policies related to performance management, training, employee engagement, and career development.
• Support the preparation of HR-related presentations, reports, and organizational updates.

Qualifications:

• Bachelor's Degree in Human Resources, Organizational Development, Psychology, Business Administration, or a related field.
• 3-5 years of experience in HR, Organizational Development, Learning & Development, or a related field.
• Experience in implementing organizational development initiatives, leadership programs, employee engagement strategies, and talent development.
• Familiarity with HR analytics and working with data-driven insights to inform decision-making.
• Proven track record of managing employee engagement activities and working closely with business units to understand their people needs.
• Experience in working with cross-functional teams to design and deliver programs aligned with organizational goals.

Technical/Functional Skills:

• Strong knowledge of OD methodologies, learning and development frameworks, and talent management strategies.
• Proficiency in HR analytics: Comfortable with using HR software and systems (e.g., HRIS, LMS) to track, analyze, and report on HR data.
• Data-driven decision-making skills: Ability to interpret and leverage workforce data for insights on organizational improvement.
• Project management skills: Experience in planning, organizing, and executing projects related to OD initiatives, leadership programs, and employee development.
• Knowledge of employee engagement models and how to implement initiatives that drive a positive organizational culture.

Job Type: Full-time

Pay: Php25, Php35,000.00 per month

Benefits:

• Company Christmas gift
• Company events
• Health insurance
• Life insurance
• Opportunities for promotion
• Promotion to permanent employee
• Staff meals provided

Experience:

• Organizational development: 2 years (Preferred)
• HR Analytics: 3 years (Preferred)

Work Location: In person

I. JOB SUMMARY

Responsible for planning, analyzing, implementing and directing the overall HR Employee Development systems and procedure, and ensures effective and efficient operational activities and provides solutions that enhance Human Resources operations

II. GENERAL RESPONSIBILITIES

1. Plans, oversees and recommends training and development, employee engagement, performance management and total rewards programs and initiatives to support employees' growth and development and increase employee retention and motivation.

2. Plans and evaluates employee training needs and recommends internal or external training to enhance the employee's skills and knowledge.

3. Develops and executes performance management system and tool kit to achieve objectivity and to design appropriate reward and training activities. 4. Conducts training, advises and guidance to Department Managers in accomplishing performance appraisal to ensure compliance and effectivity of performance review.

4. Plans, organizes and oversees preparation of company events such as Teambuilding, Corporate events and activities.

5. Analyzes current rewards and recognition programs to ensure alignment to company's business strategy and ensures that rewards programs optimize the ability to attract, motivate and retain top talent.

6. Analyzes and makes recommendations for market competitiveness and cost effectiveness of rewards.

7. Prepares, updates and timely submits Human Resource reports:

• Employee Training Database

• Employee Engagement feedback

• Annual Performance Summary

1. Ensures that organizational policies, practices and procedures are developed, implemented and maintained ensuring legal compliance.

10.Plans and recommends activities and programs to enhance the services and operations of human resources.

1. Defines work expectations and ensures work progress of Human Resources staff by monitoring, controlling activities, evaluating performance, enforcing discipline when necessary, and initiating career enhancement activities / programs especially designed for the staff's career development. 12. Acts and decides on all concerns, issues and problems in the course of the Department's operation; and recommends action and resolution for concerns, issues and problems beyond his scope of authority.

III. JOB SPECIFICATIONS

Graduate of a four (4) year baccalaureate course

Bachelor's degree in Human Resources Management, Psychology and/or other related courses

At least five (5) years work experience

VISEO Asia is looking for
Senior HR Development Manager
who will be incharge of Organisational Development and Employee Relations.

RESPONSIBILITIES

HR Development / Organisational Development

• Career management and manager support
• Provide coaching to managers on performance management, feedback delivery, and team dynamics
• Design and implement technical and soft skills training programs tailored to IT roles
• Partner with team leads to identify skill gaps and create personalized development plans
• Support career pathing, mentorship programs, and internal mobility strategies
• Evaluate training effectiveness using performance metrics and employee feedback
• Promote continuous learning through certifications, workshops, and knowledge-sharing sessions

HR Legal

• Handbook, working contract template and legal document updates
• HR legal training updates and animation
• Intranet updates on HR and legal processes if/when required
• Manage relationship with Legal advisor

Employee Relations

• Serve as a trusted advisor for employee concerns, conflict resolution, and workplace issues
• Coordinate with manager on employee's concern – such as underperformance, misconduct, misbehavior
• Support set up of PIP and monitors the follow up and given feedback
• Facilitate on serving notice of PIP (Performance Improvement Plan), termination
• Recording, tracking, and documenting all ER cases and related information will be a key responsibility
• Ensure adherence to labor laws, company policies, and ethical standards
• Leading a policy review
• Contributing to the overall people agenda, stay updated on ER law and best practices, and disseminate relevant information to the business.
• Conduct investigations into employee complaints and recommend fair, compliant outcomes
• Analyze engagement data and trends to recommend culture-enhancing initiatives
• Coordinate with legal counsel on legal issues

People Management

• •Resolving challenges and conflicts between co-workers
• •Deploy retention programs – review of employee benefits, facilitates corporate social responsibilities, team building
• •Support the deploy of our mentorship program

•

Employee Relation and Litigation

• Coordinate with manager on employee's concern – such as underperformance, misconduct, misbehavior
• Support Set up of PIP and monitor the follow up and given feedback .
• Facilitate on serving notice of PIP (Performance Improvement Plan), termination
• Coordinate with legal counsel on legal issues

Support annual increment campaign

• Update and control the data in VISEO HR management system (SuccessFactors/ SAP)
• Preparation increment letters/promotion letters

Communication

• Participation to the HR/Internal communication (newsletter, company events,.)
• Filling and other HR related administrative works

Reporting

• Weekly meeting with HR Director and Head of COE
• Monthly meeting with the DBU to receive feedback and give updates – facilitate the collaboration and quality of service
• Supervise, train, coach the Surabaya HR Executive

PROFILE

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Minimum of 5-7 years of progressive HR experience, with a focus on Employee Relations, Learning & Development, and Organizational Development.
• Experience in a technology or IT-focused company is highly preferred.
• Proven experience coaching and advising managers on performance management, team dynamics, and conflict resolution.
• Hands-on experience with an HRIS (Human Resources Information System); proficiency with SuccessFactors or SAP is a significant advantage.
• Deep expertise in employee relations, including conducting investigations, managing disciplinary processes, and resolving complex workplace issues. Comprehensive knowledge of labour laws and regulations is essential
• Strong understanding of performance management principles, including the ability to facilitate Performance Improvement Plans (PIPs) and provide constructive feedback. Experience in designing career pathing frameworks and mentorship programs
• Skillful in identifying training needs, designing effective learning solutions, and evaluating program effectiveness using key metrics
• Experience supporting annual HR cycles such as salary reviews and promotions. High attention to detail for managing HR data, legal documentation, and employee records
• Experience in supervising, mentoring, or coaching junior HR staff
• Excellent verbal and written communication skills, with the ability to serve as a trusted and confidential advisor to employees and management
• Exceptional ability to build rapport, de-escalate conflicts, and navigate sensitive situations with empathy and professionalism
• Strong analytical skills to diagnose complex employee issues and recommend fair, compliant, and practical solutions
• Unquestionable integrity and ability to handle highly sensitive and confidential information with discretion
• The ability to work in a fast-paced environment, manage multiple priorities, and adapt to evolving business needs
• French Language is good to have
• Familiar with Microsoft office applications like Outlook, Office
• Cheerful personality with good interpersonal skills and versatile

Strategic HR and Organizational Development

• Prepare and present manpower cost analysis, attrition reports, and key HR metrics to senior leadership to support strategic planning.
• Design and implement succession plans for critical positions such as plant supervisors, quality managers, and administrative leaders.
• Foster a positive, inclusive, and high-performance work environment that reflects and strengthens company's reputation.

Performance Management and Training

• Establish and monitor Key Performance Indicators (KPIs) for production, quality control, and administrative teams.
• Carry out regular performance assessments and provide coaching feedback to line managers.
• Design and implement training initiatives on food safety compliance, workplace safety, and leadership development.
• Collaborate with DOLE-accredited training institutions and food safety consultants to support capability building.

HR Policy Development and Documentation

• Develop, review, and update HR policies and employee handbooks in compliance with food industry regulations.
• Safeguard and maintain confidential personnel records to ensure audit readiness for export clients and regulatory bodies.
• Establish standardized SOPs for recruitment, disciplinary actions, and termination to mitigate labor-related risks for the company.

Recruitment, Selection, and Workforce Planning

• Formulate workforce plans in line with production schedules, export requirements, and seasonal fruit processing cycles.
• Oversee sourcing and coordination with manpower cooperatives and third-party providers to fulfill production line needs.
• Execute recruitment strategies for production workers, quality assurance staff, and warehouse personnel.
• Administer skills assessments and food safety awareness evaluations for new production hires prior to deployment.
• Manage onboarding and orientation programs specific to fruit processing operations, with emphasis on GMP, HACCP, and safety standards.

Employee Relations and Labor Compliance

• Ensure adherence to the Philippine Labor Code, DOLE guidelines, and Occupational Safety and Health Standards (OSHS).
• Conduct regular audits of manpower cooperative compliance to mitigate joint-employer liability risks.
• Manage grievances, disciplinary cases, and labor disputes through well-structured and documented processes.
• Build and sustain positive working relationships with manpower cooperatives and government labor authorities.
• Facilitate regular labor-management meetings to discuss productivity initiatives and employee engagement.

Compensation, Benefits and Payroll Administration

• Oversee accurate and on-time payroll processing for regular employees and cooperative-based workers.
• Guarantee prompt and precise remittance of SSS, PhilHealth, Pag-IBIG, and withholding tax contributions.
• Analyze manpower cost reports and propose cost-optimization strategies while sustaining workforce productivity.
• Recommend performance-based incentives and retention initiatives for skilled plant workers and key quality control personnel.

Health, Safety, and Employee Welfare

• Monitor and enforce compliance with Occupational Safety and Health Standards (OSHS).
• Coordinate periodic medical exams, food handler certifications, and employee vaccination initiatives.
• Implement wellness and welfare programs, including nutrition awareness sessions and hydration management.
• Lead safety audits, fire drills, and plant evacuation exercises to strengthen workplace safety readiness.

Qualifications and Requirements:

• Bachelor's Degree in Human Resource Management, Psychology, Business Administration, or Industrial Relations.
• Training or certification in Food Industry HR Management, HACCP, GMP, or OSH is an advantage.
• PMAP membership, CHRP, or SHRM certification is preferred.
• 7–10 years of HR experience, with at least 3–5 years in a managerial or supervisory role.
• Proven experience in food processing, FMCG, or manufacturing industries.
• Experience in managing manpower cooperatives, seasonal workers, and production
• Strong knowledge of Philippine labor laws, DOLE regulations, and OSH standards.
• Familiarity with manpower cooperative contracts and labor cost optimization.
• Proficiency in HRIS, payroll software, and MS Excel for manpower cost analysis.
• Working knowledge of ISO, GMP, and HACCP compliance standards.
• Excellent leadership, communication, and negotiation skills.
• Strong analytical and problem-solving abilities.
• High level of integrity, confidentiality, and employee welfare commitment.
• Willing to work on-site
• Willing to work Mondays - Saturdays

Job Type: Full-time

Pay: Php80, Php90,000.00 per month

Benefits:

• Additional leave
• Company events
• Health insurance
• Opportunities for promotion
• Promotion to permanent employee

Experience:

• Organizational Development: 5 years (Preferred)
• Management: 3 years (Preferred)

Language:

• English (Preferred)

Work Location: In person

About the role

GENERIKA Drugstore is seeking an experienced Organisational Development Manager to join our dynamic team in Paranaque City, Metro Manila. As an Organisational Development Manager, you will play a crucial role in driving the strategic growth and development of our employee capabilities, ensuring our workforce is equipped to deliver exceptional customer service and support our ambitious business goals.

What you'll be doing

1. Developing and implementing organisational development initiatives to enhance employee engagement, performance and retention
2. Designing and delivering effective training programmes to upskill our workforce and foster a culture of continuous learning and development
3. Conducting organisational assessments and identifying areas for improvement to optimise our people processes and procedures
4. Providing coaching and mentoring support to managers and leaders to enhance their people management capabilities
5. Collaborating cross-functionally to drive cultural change and shape our employer brand as an employer of choice
6. Analysing key people metrics and data to inform strategic HR decisions and workforce planning
7. Staying abreast of industry trends and best practices in organisational development to ensure GENERIKA Drugstore remains at the forefront of people management

What we're looking for

1. Minimum 5 years' experience in an organisational development or HR business partner role, ideally within the retail or healthcare sector
2. Proven track record of designing and implementing successful organisational development initiatives that drive cultural change and enhance employee performance
3. Excellent facilitation and training delivery skills, with the ability to engage and inspire our diverse workforce
4. Strong analytical and problem-solving skills, with the ability to use data to inform strategic decision-making
5. Excellent communication and stakeholder management skills, with the ability to influence and collaborate at all levels of the organisation
6. Degree in Human Resources, Organisational Psychology or a related field
7. Certified in relevant organisational development methodologies and frameworks (e.g. ADKAR, Lean Six Sigma)

What we offer

At GENERIKA Drugstore, we are committed to supporting the growth and development of our people. In addition to a competitive salary and bonus scheme, we offer a range of benefits including:

1. Comprehensive healthcare coverage and wellness programme
2. Generous learning and development budget for upskilling and certifications
3. Opportunities for career progression and secondment to other business units
4. Flexible work arrangements to support work-life balance
5. Discounts on our range of pharmaceutical and healthcare products

About us

GENERIKA Drugstore is the leading pharmaceutical retailer in the Philippines, with over 1,000 stores nationwide. Our mission is to make quality healthcare accessible to all Filipinos, and our people are at the heart of delivering on this promise. Join our growing team and be part of our exciting journey as we continue to expand and innovate within the healthcare industry.

Apply now to become our next Organisational Development Manager

This Organizational Development Director is responsible for leading and managing the design, development, and implementation of organizational development strategy, systems, and processes covering organization structure, workforce planning, talent strategy, learning and development programs, and people change initiatives to strengthen the organizational capability of the company.

1. Organizational Development and Strategy
2. Manpower Planning and Staffing
3. Job Profile and Job Evaluation
4. Talent Acquisition
5. Talent and Succession Planning
6. Organization and People Development
7. Change Management Strategy
8. Employee Engagement and Culture Program
9. Leadership and Functional Competency Development

REQUIREMENTS:

• College graduate: Degree in Psychology, Management Engineering  or related behavioral science
• At least fifteen (15) years of professional experience in the field of HR services, organizational and people development, with seven (7) years in a leadership role
• Expertise in managing multiple projects with competing priorities and multiple stakeholders
• Experience in the FMCG industry is an advantage.
• Excellent communication and stakeholder management skills.
• Proactive and results-driven approach.
• Strong problem-solving and decision-making capabilities.

Company Description

Aboitiz Foods is an integrated regional food and agribusiness company dedicated to creating a high-performance culture anchored on our time-honored values of Integrity, Teamwork, Innovation, and Responsibility. Through the collective strengths of our subsidiaries, Pilmico and Gold Coin, we believe in sustainably feeding Asia's growth from mill to meal.

We are constantly improving and optimizing our processes by integrating the value chain around Asia. We leverage our sector expertise and capabilities to deliver quality every time. With our world-class technology and culture of constant innovation, we devote ourselves to serving you better.

At Aboitiz Foods, we embrace change and inspire innovation, leading the way in food and agribusiness solutions. Join us as we shape the future of food in Asia and build a culture where, together, we nourish the future.

Job Description

Organizational Structure/Design Review

1. Partner with business leaders and HR Business Partners (HRBPs) to conduct comprehensive organization design reviews, analyzing structures, job designs, and workflows to identify opportunities for improvement in efficiency, effectiveness, and agility.
2. Collaborate with business leaders and HRBPs to propose and implement optimal organizational design that includes redesigned structures and roles, reporting relationships, spans (span of control/influence/ and other appropriate organization design solutions.

Team Scorecard Development & Individual Performance Management

1. Ensure the implementation of scorecard cascade and development activities in collaboration with HR leaders and the Corporate Strategy team.
2. Design and oversee the performance appraisal process, ensuring it is fair, transparent, and effectively measures individual and team performance.
3. Generate reports and dashboards to provide insights into performance metrics.

Talent & Succession Management

1. Design, enhance, and implement relevant and impactful talent programs including but not limited to talent review & mapping, succession planning, and talent mobility.
2. Act as a subject matter expert/consultant on talent management solutions and best practices and propose appropriate recommendations and interventions to business leaders.

Career Management

1. Design and implement career development programs and initiatives that provide employees with opportunities for growth and advancement within Aboitiz Foods.
2. Develop career paths and frameworks that outline potential career progression opportunities within and across job families or functions.

Talent Assessment

1. Develop and implement a multi-faceted talent assessment approach that utilizes a variety of tools and techniques to evaluate employee skills, potential, and cultural fit.
2. Partner with external vendors and internal stakeholders/partners to design and implement assessment tools and assessment centers.

Change Management

1. Ensure change management is integrated in all Organizational Development initiatives and activities.
2. Design and deliver training programs to equip change champions and team leaders with fundamental change management competencies/capabilities required to adapt to change and lead change in their respective teams.

Collaborate with co-managers/team members in ideation, design, and development of processes, systems, and tools, in the  following key result areas:

1. Strategic Workforce Planning
2. Job Analysis and Capability/Competency Modeling

Qualifications

• Any 4-year course, preferably in Psychology, Behavioral Science, Human Resource Management, Business Administration, Industrial Engineering, Communications, or equivalent.
• A minimum of 5 years of experience leading end-to-end processes in the following areas: Performance Management, Talent Management, Succession Planning, and Competency Modeling.
• A minimum of 2 years of experience leading end-to-end processes in the following areas: Organizational Design Review, Change Management, Career Development, and Talent Assessment,
• A minimum of 3 years of  proven experience leading projects and initiatives, either as an individual contributor or a team leader
• Proficient in Google Suite applications especially in Google Sheets

Additional Information

Required Functional/Technical Competencies:

1. HR Analytics
2. HR Strategic Planning
3. Learning and Development
4. Organizational Effectiveness and Development
5. Performance Management
6. Talent Management
7. Strategic Workforce Planning
8. Competency Design and Assessment
9. Culture Building
10. Project Management