Human Resources Manager

Position Summary:

The Human Resources Manager provides strategic and operational leadership of the Human Resources function in the Philippines, ensuring that people strategies, policies and practices support organisational objectives. The role serves as a trusted HR advisor to country leadership and is accountable for effective delivery and governance across the full employee lifecycle, including workforce planning, talent acquisition, performance and talent management, employee relations, compensation and benefits, learning and development, employee engagement, HR operations and compliance. The role ensures that Feed the Children HR policies and practices are implemented consistently and in accordance with applicable Philippine labour and statutory requirements.

Key Accountabilities:

1. Strategic HR Business Partnering & Workforce Planning

Partner with leadership to align HR priorities and people strategies with organisational goals and country operating requirements. Provide strategic advice on workforce planning, organisational design, role clarity, change management and people-related risks. Maintain organisational structures, job descriptions and workforce plans in alignment with approved organisational requirements. Develop succession plans and talent pipelines for critical roles in collaboration with leadership and HR stakeholders. Coach managers and leaders on effective people management and foster a culture of accountability, collaboration and inclusion. Participate in Country Management Team meetings and contribute HR insight to organisational decision-making.

2. Talent Acquisition, Safer Recruitment & Onboarding

Lead end-to-end recruitment and selection in accordance with approved workforce plans, policies and recruitment processes. Ensure consistent and documented recruitment practices, including requisition approval, candidate sourcing, screening, interviews, reference checks and background checks where required. Oversee offers, contracts, onboarding and employee orientation to ensure a consistent and positive employee experience. Monitor recruitment activity and metrics and identify opportunities to improve quality, timeliness and candidate experience.

3. Performance, Talent & Organisational Development

Manage the performance management cycle, including goal setting, probation reviews, annual reviews and performance improvement plans (PIPs). Provide managers with guidance on performance issues and support consistent, fair and well-documented performance processes. Coordinate talent reviews and support succession and capability-building initiatives. Conduct training needs analyses and coordinate learning and leadership development initiatives. Drive organisational development and change initiatives aligned with organisational priorities.

4. Employee Experience, Engagement & Culture

Lead employee engagement, wellbeing and recognition initiatives that support retention, collaboration and organisational culture. Promote diversity, equity and inclusion and an inclusive and respectful workplace environment. Coordinate employee engagement surveys and translate findings into practical action plans. Monitor employee experience across key lifecycle stages and recommend improvements where appropriate.

5. Employee Relations, Safeguarding & Compliance

Manage and lead disciplinary, grievance, investigation and other employee relations processes, ensuring confidentiality, procedural fairness and alignment with organisational policy. Provide HR advice on employee relations matters and escalate complex or high-risk cases to the appropriate HRBP at IO. Monitor compliance with applicable Philippine labour legislation, statutory requirements and donor requirements relevant to the role. Maintain effective relationships with relevant statutory authorities and external HR/legal service providers. Champion safeguarding, ethical workplace practices and organisational standards and support appropriate escalation of safeguarding or serious workplace concerns.

6. Compensation, Benefits, Payroll & HR Operations

Oversee payroll and benefits administration, ensuring accurate and timely processing, reliable employee data, appropriate approvals and compliance with applicable statutory requirements. Conduct salary benchmarking, job evaluation and compensation analysis to support market competitiveness and internal equity. Manage employee lifecycle transactions, including contracts, promotions, transfers, regularisation, separations and offboarding. Maintain accurate, confidential and up-to-date HRIS data and employee records, with appropriate documentation and audit readiness. Coordinate with benefits providers and other HR vendors and monitor service delivery and issue resolution.

7. HR Governance, Analytics, Risk & Data Privacy

Implement Feed the Children HR policies, procedures, standards and SOPs and support their consistent application in the Philippines. Maintain appropriate HR documentation, approval controls and audit trails for recruitment, compensation changes, employee relations actions, contracts and separations. Produce HR dashboards and workforce analytics and use data to identify trends, risks and opportunities. Coordinate HR audits, compliance reviews and reporting and track corrective actions through to completion. Monitor HR risks and data privacy requirements and escalate material risks appropriately. Support continuous improvement of HR processes, systems and employee lifecycle practices.

8. HR Function Management & Stakeholder Partnership

Strengthen HR processes, SOPs and service delivery and identify opportunities for operational efficiency and continuous improvement. Plan, forecast and manage the HR budget in line with approved organisational priorities. Manage HR vendors and maintain effective working relationships with internal and external stakeholders. Collaborate with Finance, leadership, HR colleagues and other relevant stakeholders on workforce, payroll, benefits, compliance and organisational initiatives.

Responsibilities

Perform other duties consistent with the role and level of responsibility as assigned by Management.

Qualifications:

Essential:

Bachelor’s degree in Human Resources, Psychology, Business Administration or a related field. Minimum 7 years of progressive HR experience, including at least 3 years in an HR management or senior HR generalist/HR business partnering role. Demonstrated experience across employee relations, talent acquisition, performance management, HR operations and employment compliance. Strong working knowledge of Philippine labour law and applicable statutory employment requirements. Experience with HRIS, payroll and benefits administration, workforce reporting and HR data.

Preferred:

Master’s degree and/or professional HR certification (SHRM, HRCI, CHRP/CPHR or equivalent). International NGO or international development experience. Experience working within a global or matrix HR operating model. Experience in organisational development, change management and/or organisational restructuring.

Core Competencies:

Strategic HR Business Partnering, Workforce Planning, Talent Acquisition, Talent Management, Employee Relations, Philippine Labour Law, Compensation & Benefits, HR Operations, HR Analytics, HRIS & Digital HR, Organisational Development, Change Management, Safeguarding, Coaching & Influencing, Communication, Integrity, Accountability, Collaboration, Sound Judgement.

Safeguarding

Feed the Children strives to provide an environment free from sexual exploitation and abuse and harassment in all places where relief and development programmes are implemented. The Human Resources Manager is expected to uphold high ethical standards, protect organisational integrity and reputation, and ensure that HR practices are carried out in accordance with Feed the Children safeguarding and associated policies. Violations of applicable policies may result in corrective action up to and including termination of employment.

Disclaimer

This job description outlines the primary responsibilities and requirements of the role and is not intended to be exhaustive. Management reserves the right to amend duties in line with organisational requirements, provided such changes are consistent with the nature and level of the position.

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