4,447 People Management jobs in the Philippines

About the role

As Talent Management Lead for Performance Management, you lead the design, implementation, and continuous enhancement of the performance management framework, ensuring alignment with the organization's goals, talent development strategies, and leadership pipeline needs.

What you'll be doing

• Manage the full performance management cycle, including planning, review, calibration, and feedback facilitation.
• Oversee succession planning, talent mapping, and development planning across key roles and departments.
• Partner with business leaders to monitor high-potential employees and critical talent readiness.
• Analyze performance trends and generate insights to guide HR strategies and organizational decisions.
• Ensure timely and consistent communication of performance processes and expectations across the organization.
• Provide thought leadership in talent review design, criteria setting, and alignment with career development.
• Manage and improve IDP tracking, talent calibration, and succession planning efforts
• Facilitate talent reviews and provide data-driven insights to business leaders
• Drive implementation of the performance management cycle (goal setting, mid-year and year-end reviews)
• Implement learning programs based on skills gap and organizational needs
• Collaborate with HR Business Partners and Leadership Teams for development planning
• Monitor performance trends and propose interventions to close gaps

What we're looking for

• Bachelor's degree in HR, Psychology, Business, or related field
• Minimum 5–7 years of experience in performance management or talent management
• Experience in succession planning, performance analytics, and organizational capability assessments
• Strong stakeholder management and facilitation skills
• Proficiency in MS Excel and other reporting tools

About the role

As Talent Management Lead for Performance Management, you lead the design, implementation, and continuous enhancement of the performance management framework, ensuring alignment with the organization's goals, talent development strategies, and leadership pipeline needs.

What you'll be doing

• Manage the full performance management cycle, including planning, review, calibration, and feedback facilitation.
• Oversee succession planning, talent mapping, and development planning across key roles and departments.
• Partner with business leaders to monitor high-potential employees and critical talent readiness.
• Analyze performance trends and generate insights to guide HR strategies and organizational decisions.
• Ensure timely and consistent communication of performance processes and expectations across the organization.
• Provide thought leadership in talent review design, criteria setting, and alignment with career development.
• Manage and improve IDP tracking, talent calibration, and succession planning efforts
• Facilitate talent reviews and provide data-driven insights to business leaders
• Drive implementation of the performance management cycle (goal setting, mid-year and year-end reviews)
• Implement learning programs based on skills gap and organizational needs
• Collaborate with HR Business Partners and Leadership Teams for development planning
• Monitor performance trends and propose interventions to close gaps

What we're looking for

• Bachelor's degree in HR, Psychology, Business, or related field
• Minimum 5–7 years of experience in performance management or talent management
• Experience in succession planning, performance analytics, and organizational capability assessments
• Strong stakeholder management and facilitation skills
• Proficiency in MS Excel and other reporting tools

Key Responsibilities

• Develop, implement, and maintain the company's performance management system and KPI framework.
• Coordinate the setting, cascading, and monitoring of individual, departmental, and organizational KPIs.
• Collect, analyze, and prepare performance evaluation data and reports for management review.
• Facilitate performance appraisal cycles (quarterly, mid-year, annual) and ensure compliance with timelines.
• Provide coaching and guidance to managers and employees on performance standards and evaluation processes.
• Generate insights and recommendations to improve employee performance and organizational productivity.
• Ensure that performance evaluation processes are aligned with HR policies and company objectives.
• Support Organizational Development initiatives related to talent development, succession planning, and rewards.

Qualifications

• Bachelor's degree in Psychology, Human Resources Management, Business Administration, or any related field.
• At least 2–3 years of experience in HR, preferably in Performance Management or Organizational Development.
• Strong knowledge of KPI frameworks, performance appraisal tools, and HR systems.
• Excellent analytical, reporting, and presentation skills.
• Proficient in MS Excel, PowerPoint, and HRIS tools.
• Strong interpersonal and communication skills; able to coordinate with employees across all levels.
• Detail-oriented, organized, and able to work with minimal supervisio

Job Type: Full-time

Pay: Php30, Php35,000.00 per month

Benefits:

• Additional leave
• Company Christmas gift
• Company events
• Free parking
• Health insurance
• Life insurance
• On-site parking
• Paid training
• Pay raise

Work Location: In person

• Candidate must possess at least Bachelor's/College Degree in Business Studies/Administration/Management or equivalent.
• Minimum 5 years of professional experience in developing, implementing, or evaluating performance appraisal systems and performance measures
• With relevant experience in administering and execution of Balanced Scorecard measure/ Key Performance Indicator
• Experience in providing training to managers and / or employees on performance managerial systems
• With knowledge and related experience of organizational performance management
• Good working knowledge of statistic and gathering techniques
• With knowledge in the use of balanced scorecard is an advantage
• With ability to use a range of ERP systems and exact data

Job Title: Performance Management / Organizational Development (OD) Supervisor

Department: Human Resources / Organizational Development

Reports to: HR/OD Head or Corporate HR Director

Job Description:

The Performance Management/OD Supervisor is responsible for designing, implementing, and monitoring organizational performance systems and development initiatives across the World Citi Groups conglomerate. This role ensures that individual, departmental, and organizational performance align with strategic goals, while driving continuous improvement, employee engagement, and leadership development. The position supports the institution's commitment to excellence by managing performance management cycles, competency frameworks, and organizational development programs that strengthen capability and sustain growth.

Key Responsibilities:

• Oversee the end-to-end Performance Management System (goal setting, monitoring, appraisal, and feedback) across all business units.
• Ensure alignment of Key Performance Indicators (KPIs) with the organization's Balanced Scorecard, strategic objectives, and quality frameworks (e.g., PQA, ISO).
• Provide guidance to managers and employees on performance planning, coaching, and development.
• Conduct competency-based assessments and workforce analytics to identify strengths, gaps, and development opportunities.
• Design, implement, and monitor OD programs such as succession planning, leadership development, workforce planning, and change management initiatives.
• Collaborate with HR Officers and business unit heads to ensure consistent deployment of performance and OD practices.
• Facilitate organizational interventions that enhance culture, employee engagement, and retention.
• Maintain documentation and reports for compliance with regulatory and institutional standards.
• Mentor staff in the use of performance tools and OD methodologies to build internal capability.

Qualifications:

• Bachelor's degree in Psychology, Human Resources, Business Administration, or related field (Master's or MBA an advantage).
• Minimum of 3–5 years of experience in performance management, OD, or HR supervisory roles, ideally in a multi-industry or conglomerate setup.
• Strong knowledge of performance management systems, Balanced Scorecard methodology, and competency frameworks.
• Excellent facilitation, communication, and analytical skills.
• Familiarity with quality frameworks and compliance requirements (ISO 9001, PQA, DOLE, Data Privacy, etc.).
• Strong leadership and interpersonal skills with the ability to manage cross-unit initiatives.

Job Type: Full-time

Pay: Php20, Php25,000.00 per month

Benefits:

• Paid training

Work Location: In person

As a Performance Management Specialist, you will design and manage systems that track and improve employee performance. Your role is focused on setting KPIs, creating evaluation tools, and ensuring performance aligns with company goals.

Key Responsibilities:

• Analyze job descriptions to identify key performance indicators (KPIs).
• Create performance evaluation forms and tools for various roles.
• Implement performance review processes and train employees to utilize them efficiently.
• Monitor and track employee and team performance.
• Prepare performance reports and recommend improvements.
• Ensure performance management practices comply with company policies.

Requirements
Qualifications:

• Bachelor's degree in HR, Business Administration, or a related field.
• Experience in performance management or HR operations.
• Strong ability to create KPIs and track performance.
• Good communication and organizational skills.
• Knowledge of performance management tools and systems.

• Manage and monitor the implementation of performance scorecard in all departments.
• Manage development and implementation of monitoring systems for departmental performance indicators and standard.
• Lead activities around performance planning and evaluation advice, including performance management intervention; coordinate and facilitate the communication to all staff of performance issues.
• Acts as a DCC of the department. Prepares, review and modify employee manuals, standard operating procedures and documents including reports, drafts, memos and emails. Print and distribute document as needed.

Job Qualifications

• College graduate with a degree in Psychology, Human Resources or any related course.
• Preferably at least six (6) months experience in similar position. However, fresh graduates are welcome to apply.
• Computer literate, good communication skills, both written and verbal; strong problem-solving and thinking system skills; should have leadership potentials, keen with details, flexible and organize.
• Willing to work at Taguig City

This role directly impacts the entire employee lifecycle by guaranteeing that performance data is complete, accurate, and ready to be used for high-stakes decisions like compensation, career paths, and succession planning.

Key Responsibilities

I. Performance Management System (PMS) Execution

• Own the Performance Management Masterfile and Drive:
   Ensure real-time monitoring of completion rates and consolidation of performance data. Ensure all performance evaluation forms are collected and organized.
• Initial Validation:
   Conduct preliminary reviews of submitted performance evaluations, checking for completeness, adherence to performance management guidelines, and validation of cited incidents/behaviors. Flag and follow up on any discrepancies.
• Communications:
  Keep employees and managers informed and engaged with announcements, materials, and reminders throughout the PMS cycle, with the goal of ensuring adherence to guidelines and timelines.
• Logistics & Event Support:
   Organize and potentially co-facilitate orientations, workshops, alignments, or refresher sessions for managers and employees.

II. Probationary Evaluations and PIP Tracking

• Own the 90-day and 150-day PMS Cycle:
   Work with people managers to ensure on-time evaluations and complete documentation for all probationary employees, preventing auto-regularization.
• Non-Regularization Validation:
   For non-regularization recommendations, rigorously validate the basis by verifying critical incidents and ensuring completeness of documentation. Coordinate with Labor Relations for any necessary exit processes.
• Performance Improvement Plans (PIP) Tracking:
   Monitor all employees enrolled in PIPs, ensuring documentation is complete and filed properly. Follow up with supervisors to track progress and verify if developmental goals have been met.

III. Overall Support for TM Functions (Performance Management, Career Pathing, and Succession Planning)

• Knowledge Management:
   Assist the TM manager in drafting, maintaining, and updating user-friendly guides, templates, and frameworks for self-learning across all TM initiatives. Ensure all TM files are organized and accessible.
• System Stewardship:
   Assist the TM manager in setting up, maintaining, and troubleshooting all TM systems, trackers, and tools (including HRIS/PeopleStrong).
• Data Management & Analysis:
   Ensure all performance records are organized, accurate, and accessible. Generate routine and ad-hoc reports (e.g., compliance rates or performance ratings for a specific group) as requested.
• SME First-Line Contact:
   Serve as the initial point of contact for all general TM-related queries (PMS timelines, policy clarification, tool access). Triage complex concerns and adhere to defined SLAs to answer inquiries or redirect them appropriately.
• Process Improvement:
   Proactively identify opportunities for process, program, and policy improvement across TM functions, developing viable recommendations for the Manager to enhance efficiency and program effectiveness.
• Project Management:
   Own or co-own projects for new or existing TM initiatives, including the logistical execution for all workshops, alignments, and training sessions on the TM calendar.

Required Qualifications

• Bachelor's degree in any field.
• 1–3 years of direct, hands-on experience in an HR or administrative function with significant exposure to the performance review cycle or any similar high-volume compliance process.
• Advanced proficiency in Excel and Google Sheet (e.g. pivot tables, lookup functions)
• Excellent written and verbal communication skills, including the ability to draft internal communications (e.g. memos, guides, reminders, slides), manage stakeholder queries, and co-facilitate workshops.

Preferred Qualifications

• Experience in HR Business partnering and/or performance management
• Experience configuring or administrating HRIS or performance management system.
• Experience supporting a high-volume operations environment (e.g., F&B, Retail, BPO, manufacturing).
• HR Regulatory/Labor Relations Knowledge, especially with non-regularizations and performance improvement plans.

This role directly impacts the entire employee lifecycle by guaranteeing that performance data is complete, accurate, and ready to be used for high-stakes decisions like compensation, career paths, and succession planning.

Key Responsibilities

I. Performance Management System (PMS) Execution

• Own the Performance Management Masterfile and Drive: Ensure real-time monitoring of completion rates and consolidation of performance data. Ensure all performance evaluation forms are collected and organized.
• Initial Validation: Conduct preliminary reviews of submitted performance evaluations, checking for completeness, adherence to performance management guidelines, and validation of cited incidents/behaviors. Flag and follow up on any discrepancies.
• Communications: Keep employees and managers informed and engaged with announcements, materials, and reminders throughout the PMS cycle, with the goal of ensuring adherence to guidelines and timelines.
• Logistics & Event Support: Organize and potentially co-facilitate orientations, workshops, alignments, or refresher sessions for managers and employees.

II. Probationary Evaluations and PIP Tracking

• Own the 90-day and 150-day PMS Cycle: Work with people managers to ensure on-time evaluations and complete documentation for all probationary employees, preventing auto-regularization.
• Non-Regularization Validation: For non-regularization recommendations, rigorously validate the basis by verifying critical incidents and ensuring completeness of documentation. Coordinate with Labor Relations for any necessary exit processes.
• Performance Improvement Plans (PIP) Tracking: Monitor all employees enrolled in PIPs, ensuring documentation is complete and filed properly. Follow up with supervisors to track progress and verify if developmental goals have been met.

III. Overall Support for TM Functions (Performance Management, Career Pathing, and Succession Planning)

• Knowledge Management: Assist the TM manager in drafting, maintaining, and updating user-friendly guides, templates, and frameworks for self-learning across all TM initiatives. Ensure all TM files are organized and accessible.
• System Stewardship: Assist the TM manager in setting up, maintaining, and troubleshooting all TM systems, trackers, and tools (including HRIS/PeopleStrong).
• Data Management & Analysis: Ensure all performance records are organized, accurate, and accessible. Generate routine and ad-hoc reports (e.g., compliance rates or performance ratings for a specific group) as requested.
• SME First-Line Contact: Serve as the initial point of contact for all general TM-related queries (PMS timelines, policy clarification, tool access). Triage complex concerns and adhere to defined SLAs to answer inquiries or redirect them appropriately.
• Process Improvement: Proactively identify opportunities for process, program, and policy improvement across TM functions, developing viable recommendations for the Manager to enhance efficiency and program effectiveness.
• Project Management: Own or co-own projects for new or existing TM initiatives, including the logistical execution for all workshops, alignments, and training sessions on the TM calendar.

• Bachelor's degree in any field.
• 1–3 years of direct, hands-on experience in an HR or administrative function with significant exposure to the performance review cycle or any similar high-volume compliance process.
• Advanced proficiency in Excel and Google Sheet (e.g. pivot tables, lookup functions)
• Excellent written and verbal communication skills, including the ability to draft internal communications (e.g. memos, guides, reminders, slides), manage stakeholder queries, and co-facilitate workshops.

• Experience in HR Business partnering and/or performance management
• Experience configuring or administrating HRIS or performance management system.
• Experience supporting a high-volume operations environment (e.g., F&B, Retail, BPO, manufacturing).
• HR Regulatory/Labor Relations Knowledge, especially with non-regularizations and performance improvement plans.