-In-charge of sourcing of applicants, interview, job offer, monitoring of pre-employment

requirements, orientation and contract signing.

- Ensure that stores and HO plantilla are complete.
- Manage sourcing database.
- Agency management.
- Conducts Company orientation and training of newly hired and existing employees.
- Create and improve training developmental programs for the rank and file and
supervisory level employees.
- Ensure that employees will be equipped with proper training.
- Improve and create training modules.
- Facilitates and / or assists outside trainers.
- Plans training schedule and coordinate to operations.
- Incharge of creation of monthly HR report presentation.
Job Summary

Responsible for performing a variety of Employee Relations tasks in support of the

Employee Relations department to include unemployment verifications and exit
interviews; prepare and maintain assigned departmental files; may create and enter "for
cause" involuntary termination Performance Action Notices (PAN) for assigned
production employees; peform duties associated with maintaining the Employee
Relations training calendar and training record maintenance; establish a good working
relationship with team members and department contacts in order to maintain and
continuously strive to improve the level of overall service being provided.

Major Job Accountabilities

 Unemployment Verification - Research inactive Production or assigned Staff

employee files to determine eligibility for unemployment benefits according to
established state guidelines; prepare and submit paperwork ensuring accuracy,
timeliness, and adherence to state and department policies and procedures;
escalate to supervisor any claims requiring further review prior to determination
 Exit Interviews - Review exit interviews submitted by Production or assigned Staff
employees; notify management immediately of any information obtained in
interview which may adversely impact the Company and may need further
investigation; prepare and distribute interview notes to designated staff in format
established by departmental procedures; input staff exit interviews into
established summary in a timely and accurate manner ensuring exit summary is
distributed according to established department policies and procedures
 File and Record Maintenance - Prepare and maintain assigned departmental files
(i.e., terminated staff, employees, etc.) in an organized manner; retrieve files as
requested by departmental staff; prepare files for off-site storage ensuring files
are archived appropriately; coordinate requests for retrieving files from off-site
storage; as required, create for cause involuntary termination Performance
Action Notices (PAN) for assigned production employees; enter PANs into the
HRMS database; prepare and distribute quarterly Employee Relations training
calendar and training class schedules; enter training class registrants, training
 rosters, and class attendees into the HRMS system; print and distribute training
certificates; perform all file and record maintenance in an accurate and timely
manner and according to established departmental policies and procedures
 Team Interfaces - Establish a good working relationship with team members and
department contacts in order to maintain and continuously strive to improve the
level of overall service being provided; assist with performing quality review of
services provided and department interactions by escalating work flow and
communication issues to supervisor to help identify trends indicating the need to
revise existing methods and procedures; ensure quality of all written
communication by reviewing issues and content prior to distribution
 Related Duties as Assigned - The job description documents the general nature
and level of work but is not intended to be a comprehensive list of all activities,
duties, and responsibilities required of job incumbents. Consequently, job
incumbents may be asked to perform other duties as required. Also note, that
reasonable accommodations may be made to enable individuals with disabilities
to perform the functions outlined above. Please contact your local Employee
Relations representative to request a review of any such accommodations.

KNOWLEDGE, SKILLS, AND ABILITIES

 Incumbents will be expected to master the following knowledge, skills, and

abilities to successfully perform this job.

Knowledge

 Office procedures, methods and computer equipment

 Departmental policies and procedures for production and staff
 General knowledge of Human Resources and/or Employee Relations functions
 Principles and procedures of filing and file maintenance
 Applicable Federal, state and local employment laws and regulations
 Principles and practices of customer service

Skills and Abilities

 Present a professional appearance and demeanor

 Attention to detail
 Maintain confidentiality
 Good written and verbal communication skills
 Type a minimum of 30 words per minute accurately
 Follow oral and written instructions
 Organize and maintain appropriate files and records
 Work independently in the absence of immediate supervision
 Establish and maintain cooperative working relationships
 Ability to handle multiple tasks and meet strict deadlines
 Ability to develop and maintain strong relationships and teamwork with co-
workers
  Amenable to work on a graveyard/night shift schedule.

MINIMUM QUALIFICATIONS

 Applicants for this job will be expected to meet the following minimum
qualifications.

Education

 Education attainment in the fields of human resources management, or a related

field preferred

Experience

 Minimum one year general Human Resources and/or Employee Relations

experience required

Duties and Responsibilities:

 Policies and Procedures, Grievance Handling and Disciplinary Procedures

 Designs, formulates and reviews Company policies and procedures relating to
employee relations programs and disciplinary actions
 Conducts an annual review of the Company Handbook which establishes
Company Policies and Procedures relating to employment to ensure employee
awareness of Company Policies;
 Responds to employee questions/inquiries and provides core services on
employee relations ensuring good relationship between management and
employees;
 Reviews and revises the Code of Discipline
 Handles the resolution of specific grievances and disciplinary cases, including
acting as an arbiter between the employee and department manager; and
 Leads in the conduct of preliminary investigation and/or clarificatory conference
together

Events Management:

 Initiates, leads and facilitates the conduct of Company activities and programs
such as, but not limited to outings, town hall meetings, Christmas parties, etc.,
that promote well-being and camaraderie among employees;
 Prepares budget and manages costs and resources to ensure Company
events/activities are within budget and seeks opportunity for cost saving
solutions;
 Conducts ocular inspection of potential venues for Company events/activities
  Coordinates and negotiates with third-party contractors / suppliers / service
providers in terms of Company programs/activities and events management to
ensure mutually beneficial engagement
 Ensures that relevant materials and different communication tools are used such
as email advisories and bulletin board posting to keep employees informed and
updated on various Company events/activities; and,
 Ensures effective and smooth implementation of Company events/activities;

Job Responsibilities

 Develop effective Employee Relations and bridge gap between Management,

Supervisory Personnel and Staff.
 Develop and implement HR policies, procedures and projects as well as develop
and communicate HR management information.
 Monitor and act upon reported disciplinary cases.
 Implement and handle disciplinary infractions through employee notification,
administrative hearing and penalty issuance.
 Propose and organize company events such as but not limited to team building
activities, outreach programs and parties.
 Plan and manage multiple deadlines in a fast-paced working environment.
 Coordinate with various departments on their staff, policy and people
management concerns.
 Conduct on boarding and orientation to new hire employees.
 Report monthly disciplinary tracker to management and events/programs budget
expenses.

Duties and Responsibilities

 Processing of job applicants, new employees, payroll, benefits, disciplinary

actions, and other human resources related tasks that might be assigned from
time to time.
 Manage/coordinate Human Resource within the company including employee
relations, conflict resolution and policy adherence.
 Ensure policies, procedures and HR programs are consistently administered,
aligned with organizational goals and in compliance with professional standards,
regulatory requirements and laws.
 Plan, manage and coordinate all human resource initiatives; compensation,
benefits, training and employee relations of an organization.
 Advise and coach managers on HR policies and programs, including employee
relations issues.
 Conduct regular audits for leaves, pre-employmen exam, headcount, etc. and
monitor rewards and recognitions etc. with focus on increasing cost efficiency.
 Manage daily departmental operations, business planning and budget
development of HR programs.
  Manage the recruitment process end-to-end and continuously recommends
changes and improvements that align with business requirements.
 Establishes recruiting requirements by studying company plans and objective;
meeting with managers to discuss needs.
 Determine applicants requirements by studying job description and job
qualifications.
 Attract applicants by placing job advertisements; contacting recruiters, using
social media.
 Determine and evaluates applicant qualifications by interviewing; analyzing
responses, verifying references and comparing qualifications to job requirement.
 Evaluates applicants by discussing job requirements and applicant qualification
with managers; interviewing applicants on consistent set of qualifications.

JOB RESPONSIBILITIES:

1. Responsible for proper & timely documentation, execution and filing of all
disciplinary related documents, office (rank & file) and promodizer.
2. Gathers and conducts comprehensive and adequate investigation across all
incident report prior to preparation of disciplinary action.
3. Provide assistance to immediate superior / Manager in guiding and explaining to
all concerned employees who misunderstood Company policies and procedures
4. Responsible in checking and reviewing employee’s history of any behavioural
problem/s and/or committance of a repetitive offense/s which requires
counselling.Provides counselling, if deemed necessary.Communicates and
coordinates with Concession Supervisor, immediate superior and Skills
Enhancement for further resolution in all matters related to discipline.
5. Together with immediate superior and co-staff in the Division, serve as a link
between superior and employee in monitoring and determining workers
behaviour to apply “corrective and preventive action” to lessen violation of
Company rules and regulations.
6. Responsible in communicating and coordinating with accredited manpower
agency following the receipt of Incident Report concerning contractual
employee’s commission of an offense.Makes follow-through to ensure timely
imposition of disciplinary action and closure of the case.Updates master file for
easy reference and retrieval.
7. Responsible in monitoring and timely updates of employee’s disciplinary record /
tracker.
8. Perform other duties as may be assigned from time to time.

Job Description

The HR Manager will collaborate with Managers to provide consultation on employee

relation
issues. This role will include effectively managing employee relations issues,
providing employee and management coaching, facilitation of performance
improvement plans, investigations, administrative hearing and policy management.
Key Responsibilities:

 Provide consultative support for the resolution on a variety of matters including

performance management and addressing challenging interactions
 Partner with managers to address gaps in performance including drafting
performance improvement plans, written warnings, and facilitating the necessary
communications to drive an effective outcome.
 Conduct workplace investigations in complex situations, demonstrating effective
listening, probing and investigatory skills with the ability to synthesize data,
identify root problems/causes, and recommend actions to resolve in partnership
with Legal and Business Conduct Office
 Analyze and track ER trends to proactively create a positive organizational
culture and builds manager capabilities, including external trends and best
practices
 Management of policy programs in conjunction with Legal, Compliance and
relevant stakeholders
 Participate in planning, developing and recommending effective employee
relations programs, policies and procedures
 Foster a client-focused environment and mindset to ensure delivery of an
exceptional employee experience
 Respond thoughtfully to questions by employees related to policy and programs
via "AskHR" online ticket system
 Manage workplace accommodation requests including facilitating an interactive
process as needed
 Provide detailed tracking and documentation cases through appropriate
spreadsheets and portals
 Lead Employee Relations projects and initiatives as needed

Other Responsibilities:

 Provide HR resource advice, guidance and solutions to managers and staff,

while working
 closely with the HRBP in the process.
 Partner with HRBP’s in the implementation of new programs/initiatives
 Act as support and cover in absence of primary HRBPs

 Responsibilities:

 Oversees and directs all human resource activities for people deployed to a
Business Line. Responsible for directing People Programs, Total Rewards,
 Launches, and other HR groups to ensure alignment of strategic vision,
geographic applicability, and ease
Employee /Labor Relations and Employee Engagement Head

JOB SUMMARY
A Strategic Partner, responsible for developing and implementation of pro-active
Employee, Labor Relations policies and Programs to fully engaged employees with
Flexi Finance. Compliant and professionalization of managing disciplined work force
and compliance required by the Labor and pertinent laws of the Philippines in the full
achievement of Flexi Finance goals and direction.

DUTIES AND RESPONSIBILITIES

Strategic
Supports the Company in the formation of a fully engaged employees, propose and
implement employee satisfaction programs

 Continuous research and development of employee satisfaction programs and

employee satisfaction survey
 Coordinates with other all division regarding the conduct of a regular monthly
guided dialogue to address irritant issues and improve toward a fully engaged
employees across the organization.
 Works cohesively and seamlessly with HR Team Division for a quality ER/Labor
Relations and engagement programs.
 Networks with the applicable local government agencies for good external
relations
 Always supports HR Division’s framework for strategic partnership

Operations

 Supports compliance and speedy resolution of disciplinary and corrective action

per Company’s policy and code of conduct, with zero labor case
 Ensures Company registration requirements, drafting and finalizing policy on
sexual harassment, anti-drug policy, solo parent leave, etc…
 Manage day to day employee related issues in coordination with other
department and HR and HR Team, section or Department.
 Proposed and implement balance work life programs applicable and per budget
allocation or justification.
 Conducts New-hire orientation Company’s Code of conduct
 Submits reportorial compliance with DOLE compliance
 Ensures all associates have job description and updated as needed
 Does refresher courses for newly r to be promoted new leadership position

Disaster Preparedness
  Coordinates with Company representative re- government agencies and across
division regarding the conduct of disaster preparedness programs.

Perform other Tasks assigned from time to time

REQUIRED SKILLS AND COMPETENCE

 Planning and Organizing

o Completes work within an agreed time frame
o Achieved goals through realistic planning
o Uses time effectively
o Checks to ensure plans are on course

 Leading
 Logical and analytical, system thinking

OB RESPONSIBILITIES

 Employee programs/ activities

 Corporate communication - memos, bulletin boards
 Labor relations
 Disciplinary Actions
 Culture Study (360 degree survey)
 Suggestion box

Employee Relations:

 Handles employee concerns

 Act as liaison between the company and the employees
 Handle disciplinary cases
 Leads employee engagement activities

 Receives and processes incident reports from Department Head/s.

 Reviews incident reports received from Department Head/s or concerned

employee.
 Identifies appropriate sanctions for specific violations.
 Develops Notice to Explain for erring employee and conducts necessary
investigation.
 Serves NTEs (Notice to Explain) and sanctions to employees by giving them a
thorough counseling. Communicates effectively the company’s policies, rules and
regulations to employees in serving the NTEs (Notice to Explain) to employees.
 Generates and serves employee service agreement to newly hired paid
employee.
 Facilities employee exit process by providing employee acceptance letter and
exit clearance form.
 Assist Human Resources Manager in conducting administrative hearing and
preparing the necessary documents.
 Provide general administrative and clerical support to the HR Department
 Can do multi-tasking, detail-oriented and has good coordinating skills
 Able to work under pressure and can work under minimal supervision
 ob Responsibilities:

 1. Supporting the development and implementation of HR initiatives and
systems
 2. Support the management in disciplinary and grievances issues
 3. Review employment and working conditions to ensure legal compliance
 4. Be actively involved in recruitment – preparing job descriptions, posting
ads, managing the hiring process, creating and implementing effective boarding
plans (including Hotel Orientation) and maintaining employee records
 5. Offer counseling and address employee concerns
 6. Assist in Performance Management processes
 7. Provide employee’s training and development program