Position Name- General Manager HR
Work Mode- 100% Onsite
Job Site- Alabang, Muntinlupa
- JOB PURPOSE: Manages the overall provision of Human Resources services, policies, and programs for IGT Manila. General Manager – HR, will also ensure that all human resources (HR) operations are carried on smoothly and effectively. He / She will be responsible for developing HR strategies and providing sound advice on all employee relations matters. The goal is to ensure that all HR needs of the company are met and are aligned with all business objectives.
- ORGANISATIONALCHART: Vice President -- General Manager-HR – HOD HR – Sr Manager HR - Manager-HR -- Assistant Manager-HR –Sr. Executive-HR – Executive-HR / Associate-HR
- PRINCIPLE ACCOUNTABILITIES:
- Design and implement the existing or new HR policies and systems aimed at attracting, motivating and retaining talent
- Determine the appropriate compensation philosophy and structure for the company using market trends and data
- Lead and manage employee relations matters, including disciplinary actions, grievance handling, investigations, and workplace conflict resolution.
- Ensure compliance with labor laws, company policies, and statutory regulations, including engagement with government regulatory bodies.
- Represent the company in labor-related proceedings, conciliations, mediations, and hearings involving employee complaints and disputes.
- Manage and oversee all employee-related and labor litigation cases, including cases filed before the Department of Labor and Employment (DOLE), labor tribunals, and other regulatory agencies.
- Partner with legal counsel and business leaders to develop strategies for risk mitigation, dispute resolution, and compliance management.
- Provide guidance to management on employee relations issues, disciplinary measures, terminations, and legal implications of HR decisions.
- Partner with business heads to facilitate higher productivity achievement
- Monitor and track productivity levels across the organization
- Formulate policies related to people management, attraction, deployment and development to build a positive and performance-oriented culture in the company
- Control HR costs to derive maximum benefit
- Formulate policies related to people management, attraction, deployment and development to build a positive and performance-oriented culture in the Company
- SKILLS AND KNOWLEDGE:
EDUCATIONAL QUALIFICATIONS –
- Bachelor’s degree in psychology, Industrial Relations, or Human Resource Management, Business Studies/Administration/Management or equivalent.
- Law Degree is a plus
RELEVANT EXPERIENCE –
- At least 18 years of experience in HR roles, with at least 10 years’ experience in an HR Manager or higher HR-related role
- Knowledge in Policy Development and Implementation of Code of Conduct
- Extensive experience in all facets of HR - Labor Relations, Compensation and Benefits, Employee Engagement, Organizational Development, and Learning and Development
- Extensive experience in Employee Relations, Labor Relations, and handling complex employee cases, disciplinary proceedings, administrative investigations, and grievance management.
- Proven experience managing labor disputes, employment litigation, and regulatory cases, including representation before the Department of Labor and Employment (DOLE), National Labor Relations Commission (NLRC), and other government agencies.
- Strong working knowledge of Philippine labor laws, employment regulations, due process requirements, and labor compliance.
FUNCTIONAL COMPETENCIES --
- Human Resources Knowledge
- Communication Skills
- Leadership and HR Management
- Analytical and Critical Thinking Skills
- Relationship Management
- Planning/Organizational Skills
- Conflict Management Skills
- Business Acumen
- Cultural Effectiveness
BEHAVIORAL COMPETENCIES --
- Achieve Results
- Serve & delight your customer
- Collaborating and Partner with Others
- Engage, Inspire and Develop People
- Nurture Innovation & Lead Change
- Think like an Entrepreneur
KNOWLEDGE, SKILLS, OTHER ABILITIES –
- Experience in strategic planning and execution.
- Knowledge of contracting, negotiating, and change management.
- Knowledge of organizational development theory and practices.
- Strong knowledge of labor and employment laws, employee discipline processes, administrative investigations, and litigation management.
- Demonstrated ability to manage sensitive employee relations matters while balancing business, legal, and people considerations.
- Experience coordinating with external legal counsel and government agencies on labor disputes and compliance matters.
- Experience in design, development and implementation of salary administration plans and benefit programs.
- Experience in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures.
- Knowledge of any Human Resource Information Systems (HRIS).
- Excellent interpersonal skills.
- Ability to delegate authority and responsibility.
- Skills in strategizing, planning and delivering alternate approaches aimed at enhancing business results in a demanding environment
- Strong influencing and presentation skills and maturity to operate at a senior level
- Knowledge and experience of managing a team and working in the area of Talent Management
PERSONAL CHARACTERISTICS & BEHAVIOURS --
- Strong Sense of Ethics
- Engaging Presentation Skills
- Ability to Multitask
- Be Able to Deal With “Gray”
- Ability to Motivate Others
- Strong Conflict Management Skills
- Flexible and working in 24x7 Environment
- No criminal records
- No active violations and/or disciplinary memos
- Has positive behavior and background
- High level of integrity, judgment, accountability, and follow-through
It is our policy to provide equal employment opportunities to all individuals based on job-related qualifications and ability to perform a job, without regard to age, gender, gender identity, sexual orientation, race, colour, religion, creed, national origin, disability, genetic information, veteran status, citizenship or marital status, and to maintain a non-discriminatory environment free from intimidation, harassment or bias based upon these grounds.