86 Vp Of Hr jobs in Taguig

Our client is a leading U.S.-based financial services company that operates a global support center in the Philippines. Known for its strong culture of inclusion, innovation, and employee development, the company provides a wide range of consumer financial products and services. As part of their commitment to delivering value through people, they are seeking a strategic and seasoned HR leader to serve as the VP, HR Business Partner Leader for their Philippine operations.

The VP, HR Business Partner Leader will serve as a strategic HR advisor to senior business leaders within the Global Capability Center (GCC) in the Philippines. This role is accountable for shaping and driving the people agenda, aligning HR strategy with business goals, and ensuring best-in-class employee experience. The leader will partner closely with global and regional HR teams, driving initiatives that strengthen workforce capability, organizational effectiveness, and leadership development in a highly regulated financial services environment.

• Strategic HR Leadership

• Serve as the primary HR Business Partner to senior executives of the GCC, providing insights and solutions on organizational effectiveness, talent strategy, and workforce planning.

• Partner with global counterparts to align GCC HR strategies with enterprise-wide goals.

• Talent & Leadership Development

• Build strong talent pipelines by driving leadership development, succession planning, and career progression programs.

• Champion initiatives to attract, develop, and retain top talent within the financial services domain.

• Employee Engagement & Culture

• Drive a culture of inclusion, innovation, and high performance.

• Lead employee engagement strategies and ensure alignment with global cultural initiatives.

• Organizational Design & Change Management

• Lead organizational effectiveness initiatives to ensure scalability and agility of the GCC.

• Partner with leaders on change management strategies to support transformation and regulatory changes in the financial services sector.

• HR Governance & Risk

• Ensure HR policies and practices align with local labor laws and global governance standards.

• Manage HR-related risks and compliance in a heavily regulated financial services environment.

• People Leadership

• Lead and mentor a team of HR professionals to deliver high-quality HR services to the business.

• Promote a collaborative, learning-oriented HR team culture.

• Bachelor's or Master's degree in Human Resources, Business Administration, or related field.
• Minimum 15+ years of progressive HR leadership experience, with at least 5 years in a strategic HRBP leadership role.
• Proven track record working in a Financial Services or Banking Global Capability Center (GCC).
• Deep experience in talent management, organizational development, and employee engagement within complex, matrixed organizations.
• Strong understanding of regulatory and compliance requirements in the financial services sector.
• Exceptional stakeholder management and executive presence, with the ability to influence senior leaders.
• Agile, innovative mindset with strong problem-solving skills.
• Excellent communication skills, with fluency in English.

• Opportunity to play a strategic leadership role in a global financial services company.
• Drive HR transformation in a growing and dynamic GCC environment.
• Be part of a people-first organization recognized for inclusion, innovation, and employee development.
• Competitive compensation and executive-level benefits package.

Are you passionate about developing people, shaping culture, and building future-ready organizations? Join MaxiHealth and take on a high-impact role that combines strategy, culture, and people development across our nationwide clinic network.

This is your chance to design programs that grow leaders, strengthen teams, and transform culture—making a real difference for employees and the patients we serve.

What You'll Do

• Drive succession planning, career paths, and high-potential programs
• Enable impactful performance management and development planning
• Champion culture-building, engagement, and team effectiveness workshops
• Partner with leaders to enhance organizational design and collaboration
• Assess competency gaps and guide learning roadmaps
• Partner with Training on leadership and cross-functional programs
• Use data to shape workforce planning and HR strategy
• Lead rollouts of leadership onboarding, EVP, and recognition programs
• Be a change champion—driving adoption and buy-in across the organization

Qualifications

Education:

• Bachelor's degree in Psychology, Human Resources, Business Administration, or Organizational Development
• Master's Degree, MBA, or units in Organizational/Industrial Psychology, OD, or HR is an advantage

Experience / Knowledge:

• At least 5 years of progressive HR experience, with 3 years in Talent Management, Organizational Development, or related fields
• Background in program design and rollout (e.g., succession planning, performance management, engagement, leadership development)
• Skilled in facilitation, coaching, and leading workshops
• Proficient in HR analytics, dashboards, and talent reporting (Excel, Power BI, or similar tools)
• Strong project management and stakeholder management skills
• Excellent written and verbal communication; able to create clear, engaging presentations

Traits:

• Positive and collaborative attitude
• Strategic thinker with the ability to connect people programs to business goals
• Highly adaptable and resourceful in fast-paced, growth-oriented environments
• Data-driven yet creative in crafting people initiatives
• Passionate about developing talent and shaping culture

Next Steps: Required Application Form

To be considered for this role, please complete the following form:

Note: Failure to fill out the form may result in your application not being considered for interview.

Already submitted this form before? No need to resubmit. We'll review your past responses.

What We Offer

We offer competitive and meaningful benefits because we value our team:

• Guaranteed up to 15th Month Pay
• Quarterly Rice Subsidy
• Medicine Benefit
• HMO Coverage
• Life Insurance
• Convertible Leave Credits

Ready to join us?

Make a difference in everyday healthcare—apply today

Note:

If you've applied with us recently and were not selected, we kindly encourage you to reapply after six (6) months. This allows time for further growth and experience, and ensures we give every applicant a fair and refreshed consideration. We truly appreciate your interest and look forward to the possibility of reconnecting in the future

At JTI we celebrate differences, and everyone truly belongs.
46,000 people from all over the world
are continuously building their unique success story with us.
83% of employees feel happy
working at JTI.

To make a difference with us, all you need to do is bring your
human best.
What will your story be? Apply now

Learn more
Role Type
Temporary (1-year)

Reports to
Talent Management & Learning Development - Center Process Manager

Duty Post
Taguig City, Philippines

Application Deadline
October 9, 2025

Talent Management and Learning Development Specialist (Temporary)
The Talent and Learning Specialist ensures efficient service delivery to all partners, including entities, regions, and employees, in alignment with Service Level Targets. This role involves providing quality, timely, end-to-end service across all People and Culture (P&C) areas per Standard Operating Procedures (SOPs). Responsibilities include maintaining data within the GBS scope, preparing documents and certifications, generating reports, supporting communication within defined procedures, promoting the deployment of my JTI, collaborating closely with the market to ensure GBS processes are current, and updating SOPs to reflect system and process changes.

As the
Talent Management and Learning Development Specialist
in the area of
People & Culture - Service Delivery
, you will

• Ensure efficient delivery of Talent Management and Learning and services to all partners (Entities, HQ, JTI employees) in line with agreed Service Level Agreements.
• The responsibilities include timely completion and quality assurance of performance and talent reviews, handling employee nominations and follow-ups for training programs, coordinating the mentoring program including nominations and mentor/mentee matching, administering assessments per the Global Assessment Portfolio, handling access and analyzing usage of JTI Global Digital Learning platforms (such as Rosetta Stone, LinkedIn Learning, edX, Gartner), maintaining local Learning Catalogues in SuccessFactors, and being responsible for employee enrollment and session follow-ups in SuccessFactors, while addressing TM and L&D related queries and acting as an internal TM and L&D advisor within their area of responsibility.
• SOPs and related Documents Updates
• Talent and Learning Specialists updates the related working documents and procedures if case of changes. Updates Service Catalogue if the service becomes obsolete or a new service is added to the catalogue. Creates training documents, provides input to on-line learning modules, knowledgebase articles, one pager, etc.
• MyJTI Support
• Talent and Learning Specialist provides advisory support to JTI community on how MyJTI should be used, and what is the most appropriate and efficient way to request vital services from GBS. They collect user feedback and address it to MyJTI power users for further system improvements.
• Other tasks including
• Perform the vital onboarding/training/support activities for the new team members. Handle various tasks and projects as they arise and upon manager's request.

Requirements

• University degree or equivalent experience (Bachelor, Master)
• At least 1 year of validated and relevant experience in a multinational organization in a similar role preferably with hands on Success Factors and/or Mentorcliq experience.
• Experience in the area of learning and development is a plus.
• Fluent written and spoken English. Other languages would be an asset.
• Profound knowledge of Talent Management process and Learning & Development needs.
• Proven understanding of Success Factors (Talent Management and Learning and Development modules).
• Excellent knowledge of Excel.
• Strong Customer Service Mentality.
• Understanding cross-cultural sensitivity.
• Lean / 6-Sigma methodology knowledge is a plus.
• Excellent teammate, open minded and flexible.
• GBS related certification is a plus (Certified GBS Professionals Program, etc.

What To Expect
Expect wellbeing initiatives, flexible work arrangements, growth opportunities, and other benefits.

Are you ready to join us? Build your success story at JTI. Apply now

Next Steps

After applying, if selected, please anticipate the following within 1-3 weeks of the job posting closure Phone screening with Talent Advisor > Assessment tests > Interviews > Offer. Each step is eliminatory and may vary by role type.

At JTI, we strive to create a diverse and inclusive work environment. As an equal-opportunity employer, we welcome applicants from all backgrounds. If you need any specific support, alternative formats, or have other access requirements, please let us know.

Talent Management Specialist

As a Talent Management Specialist, primary role is to discover and secure exceptional talent for films, drama series, and new media projects. Expert in identifying potential, and passion for finding new faces will be crucial to our success.

Responsibilities:

● Talent Sourcing & Curation: Actively scout and identify new and emerging actors and on-screen talent for various productions.

● Exclusive Talent Identification: Identify and pitch potential exclusive talents that align with the company's current interests and specializations.

● Contract & Onboarding: Lead the onboarding process for new talent, ensuring the timely submission of contracts, profiles, and necessary documents.

● Administrative and Documentation: Prepare and maintain talent trackers, contact reports, and project timelines. Coordinate closely with the talent management team, finance and legal teams to ensure contract compliance and streamline payment processes.

● Market Analysis: Stay up to date on industry trends, new media platforms, and emerging talent to keep our pipeline fresh and competitive.

● Relationship Building: Develop and maintain strong relationships with other talent agencies, managers, and independent artists to build a robust network.

● Database Management: Maintain the talent prospecting database and provide key insights to senior management. ● Talent Development: Support career-building initiatives such as collaboration opportunities and internal activations.

Minimum Qualifications

● Bachelor's degree in marketing, Communications, or a related field.

● At least 2–3 years of relevant work experience in talent management.

● Strong communication, coordination, and talent-handling skills.

● Keen eye for detail when reviewing contracts and a meticulous approach to choosing talent.

● The ability to spot talent with high potential and align them with company goals.

Responsible for co-creating and executing talent management programs to develop and nurture talent and future leaders across the group to meet current and future business requirements. The role will co-create and implement learning and development strategies and programs, design career pathways and career progression opportunities in the organization and co-manage high-potential talent and succession management programs.

The role will be championing the creation of a learning culture across the group in collaboration with the CHRO, HRBL and Line Managers. Co-create and recommend a roadmap and/or change management interventions covering people, process and platforms to enable the organization to deliver its strategy, plans and programs.

Manage Learning and Development

• Co-create learning and development (L&D) strategies and targeted programs based on current and future business and competency requirements. This also includes conducting periodic strategy review and correction if L&D strategy is found not to meet business need or there is a change in business strategy and priorities.
• Define required financial resources for L&D and prioritize spending to invest in strategic organizational capabilities to enable current and future business strategies and objectives.
• Develop assessment and monitoring process to capture Ripple of Impact (ROI) of L&D strategy and programs.

Manage Organization Development

• Co-create the business case for organizational development and change interventions to build, embed and sustain people and organization resilience and effectiveness. Align organization development and change management interventions to support and enable business strategy and goals.
• Recommend / Co-create organizational and change management delivery model, including diagnostic tools to assess the organizations current and future capability needs and agility to respond organizational development and change management needs.
• Influence and play a part in the strategic development initiatives both at group and functional level strategy development sessions to ensure strong alignment of OD interventions and programs.

Performance Management

• Develop, implement and embed a performance management framework, ensuring policies and procedures and processes are robust and relevant to the needs of the business.
• Provide appropriate support, in collaboration with the Entity HR Heads, to line managers to cascade and communicate their objectives and key results (OKRs) to their team members and develop performance goals that are strongly aligned to the groups balance score card BSC and Entity OKRs.
• Co-create communication toolkit and support line managements to communicate overall performance appraisal ratings to their respective team members.
• Monitor and evaluate the effectiveness of the performance management system by analyzing data and feedback and developing continuous improvement actions.

Manage Talent Development and Succession Management

• Co-create, deploy and embed talent management framework and processes to identify, nurture and retain talents to meet current and future needs of the business.
• Recommend and implement talent assessment tools to support efforts to identify high performing and high potential emerging talents and future leaders across the company.
• rain and co-facilitate talent review and succession planning sessions together with entity Heads of HR across the company.
• Gather and analyze talent related data, in collaboration with the Lead, EX and People Analytics to derive insights on the effectiveness of talent management programs with the end in mind to further improve impact and relevance to the company.

Drive Career Management

• Co-create career development framework and toolkits to enable employees and take ownership of their career in Concepcion. This would include co-creating career pathways and role descriptions with reference to career and competency maps.
• In collaboration with the Entity Heads of HR, coach and enable line managers to provide consistent career development conversations with the end in mind to develop and nurture to enable them to reach their full potential and meet current, and future needs of the business.
• Plan and execute company-wide communication activities to build awareness and understanding of career structure and available options within the company.
• Gather and review feedback on effectiveness of the company's career development framework, policy and programs in sharing employee's career progression and identify / execute areas for improvement.

Undertake Analytics and Insights

• Correlate financial and workforce analytics to design HR metrics, identify causal relationships, analyze trend, and draw workable insights to facilitate decision-making in relation to nurturing talents and building future leaders across the company.
• In collaboration with the Lead, EX and People Analytics, develop insightful presentations derived from HR metrics and workforce analytics using dashboards or data visualization tools.

Requirements

1. Solid related work experience in the field of human resource, learning and organization development, or similar disciplines, with hands-on experience in developing and executing learning and development, talent management and development programs, organization review and design processes.
2. Bachelor's degree in psychology, behavioral science, organization development or social science is required.

Talent Management Specialist

As a Talent Management Specialist, primary role is to discover and secure exceptional talent

for films, drama series, and new media projects. Expert in identifying potential, and passion for

finding new faces will be crucial to our success.

Responsibilities:

● Talent Sourcing & Curation: Actively scout and identify new and emerging actors and

on-screen talent for various productions.

● Exclusive Talent Identification: Identify and pitch potential exclusive talents that align

with the company's current interests and specializations.

● Contract & Onboarding: Lead the onboarding process for new talent, ensuring the

timely submission of contracts, profiles, and necessary documents.

● Administrative and Documentation: Prepare and maintain talent trackers, contact

reports, and project timelines. Coordinate closely with the talent management team,

finance and legal teams to ensure contract compliance and streamline payment

processes.

● Market Analysis: Stay up-to-date on industry trends, new media platforms, and

emerging talent to keep our pipeline fresh and competitive.

● Relationship Building: Develop and maintain strong relationships with other talent

agencies, managers, and independent artists to build a robust network.

● Database Management: Maintain the talent prospecting database and provide key

insights to senior management.

● Talent Development: Support career-building initiatives such as collaboration opportunities

and internal activations.

Minimum Qualifications

● Bachelor's degree in Marketing, Communications, or a related field.

● At least 2–3 years of relevant work experience in talent management.

● Strong communication, coordination, and talent-handling skills.

● Keen eye for detail when reviewing contracts and a meticulous approach to choosing

talent.

● The ability to spot talent with high potential and align them with company goals.

Job Type: Full-time

Work Location: In person

• Co-create learning and development strategies and targeted programs based on current and future business and competency requirements. This also includes conducting periodic strategy review and correction if L&D strategy is found not to meet business need or there is a change in business strategy and priorities.
• Define required financial resources for L&D and prioritize spending to invest in strategic organizational capabilities to enable current and future business strategies and objectives.
• Develop assessment and monitoring process to capture Ripple of Impact of L&D strategy and programs.
• Create business case for organizational development and change interventions to build, embed and sustain people and organization resilience and effectiveness. Align organization development and change management interventions to support and enable business strategy and goals.
• Recommend organizational and change management delivery model, including diagnostic tools to assess the organizations current and future capability needs and agility to respond organizational development and change management needs.
• Influence and play a part in the strategic development initiatives both at group and functional level strategy development sessions to ensure strong alignment of OD interventions and programs.
• Develop, implement and embed a performance management framework, ensuring policies and procedures and processes are robust and relevant to the needs of the business.
• Provide appropriate support, in collaboration with the Entity HR Heads, to line managers to cascade and communicate their objectives and key results (OKRs) to their team members and develop performance goals that are strongly aligned to the groups balance score card BSC and Entity OKRs.
• Create communication toolkit and support line managements to communicate overall performance appraisal ratings to their respective team members.
• Evaluate the effectiveness of the performance management system by analyzing data and feedback and developing continuous improvement actions.
• Deploy and embed talent management framework and processes to identify, nurture and retain talents to meet current and future needs of the business.
• Implement talent assessment tools to support efforts to identify high performing and high potential emerging talents and future leaders across the company.
• Facilitate talent review and succession planning sessions together with entity Heads of HR across the company.
• Gather and analyze talent related data, in collaboration with the Lead, EX and People Analytics to derive insights on the effectiveness of talent management programs.
• Co-create career development framework and toolkits to enable employees and take ownership of their career in Concepcion.
• Coach and enable line managers to provide consistent career development conversations with the end in mind to develop and nurture to enable them to reach their full potential and meet current, and future needs of the business.
• Plan and execute company-wide communication activities to build awareness and understanding of career structure and available options within the company.
• Gather and review feedback on effectiveness of the company's career development framework, policy and programs in sharing employee's career progression and identify / execute areas for improvement.
• Correlate financial and workforce analytics to design HR metrics, identify causal relationships, analyze trend, and draw workable insights to facilitate decision-making in relation to nurturing talents and building future leaders across the company.

• In collaboration with the Lead, EX and People Analytics, develop insightful presentations derived from HR metrics and workforce analytics using dashboards or data visualization tools.

• Minimum Qualifications: Solid related work experience in the field of human resource, learning and organization development, or similar disciplines, with hands-on experience in developing and executing learning and development, talent management and development programs, organization review and design processes.

• Bachelor's degree in psychology, behavioral science, organization development or social science is required.

Concepcion Industrial Corporation (CIC) is a leading provider of consumer lifestyle and enterprise solutions in the Philippines. Established in 1962 by Jose Concepcion Sr., the company began as a manufacturer and distributor of Carrier air conditioning units. Over the years, CIC has expanded its portfolio to include a wide range of products and services designed to meet the needs of Filipino homes and businesses. CIC operates through several subsidiaries, including Concepcion-Carrier Airconditioning Company (CCAC), Concepcion Durables Inc. (CDI), Concepcion Midea Inc. Philippines (CMIP), Concepcion Otis Philippines Inc. (COPI), Concepcion Business Services Inc. (CBSI), and Cortex Technologies Corporation (CTC). These subsidiaries offer products and services such as air conditioning, refrigeration, elevators, escalators, and small domestic appliances. With a history spanning over six decades, CIC continues to be a trusted name in the industry, committed to improving the lives of Filipino consumers through innovative and reliable products.

Job Description:

• Coordinate and execute campus recruitment initiatives, which include but not limited to sponsorship to student organizations, career fairs, career talks and information sessions with partner universities.
• Build and maintain relationships with university career centers, student organizations, review centers and professional associations to promote internship and employment opportunities.
• Manage the end-to-end internship program by collaborating with academic institutions, screening candidates, scheduling interviews, onboarding and offboarding interns.
• Assist in developing attractive recruitment materials and presentations tailored for campus events to enhance employer branding among students and recent graduates.
• Track and analyze recruitment metrics related to campus hiring activities to support continuous improvement and report outcomes to Talent Management leadership.
• Serve as a point of contact for students, university and review center representatives, providing guidance and responding promptly to inquiries throughout the recruitment process.
• Facilitate requirements and documentation for new interns and campus recruitment activities.
• Support other talent management initiatives such as internship program reviews, feedback collection, and post-placement follow-ups to ensure positive candidate experience.

Qualifications:

• Graduate of Bachelor's degree in Psychology, Human Resources, Management, or the equivalent
• Possess good communications and interpersonal skills
• Amenable to work on a Hybrid Set-up
• Available to start immediately

As a Talent Management Specialist, primary role is to discover and secure exceptional talent for films, drama series, and new media projects. Expert in identifying potential, and passion for finding new faces will be crucial to our success.

Responsibilities:

● Talent Sourcing & Curation: Actively scout and identify new and emerging actors and on-screen talent for various productions.

● Exclusive Talent Identification: Identify and pitch potential exclusive talents that align with the company's current interests and specializations.

● Contract & Onboarding: Lead the onboarding process for new talent, ensuring the timely submission of contracts, profiles, and necessary documents.

● Administrative and Documentation: Prepare and maintain talent trackers, contact reports, and project timelines. Coordinate closely with the talent management team, finance and legal teams to ensure contract compliance and streamline payment processes.

● Market Analysis: Stay up-to-date on industry trends, new media platforms, and emerging talent to keep our pipeline fresh and competitive.

● Relationship Building: Develop and maintain strong relationships with other talent agencies, managers, and independent artists to build a robust network.

● Database Management: Maintain the talent prospecting database and provide key insights to senior management. ● Talent Development: Support career-building initiatives such as collaboration opportunities and internal activations.