human resource manager (chief ADMINISTRATIVE OFFICER)Department of Transportation - Government

MINIMUM QUALIFICATION REQUIREMENTS:
Education: Master's Degree or Certificate in Leadership and Management from the CSC
Experience: Four (4) years of Supervisory / Management experience
Training: Forty (40) hours of Supervisory/Management Learning and Development Intervention
Eligibility: Civil Service Professional - 2nd level
PREFERRED QUALIFICATION AND EDUCATION REQUIREMENTS:
Proven work experience (i.e., at least 5 years) as an HR/OD/industry manager
Proven track record as HR/OD professional with concentrations in organization development, policy formulation, talent management, performance management and HR data management.
Master's or doctorate degree in Psychology, Industrial Organization, HR Management, Organization Development, Business Administration or related field.
Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement is preferred
Existing affiliations with leaders in successful organizations that practice effective Human Resources Management is preferred.
SUMMARY
Oversees the Department's management of its workforce and acts on all human resource-related matters such as recruitment, selection & placement (RSP), compensation & benefits, performance management, rewards and recognition, career and succession planning, employee relations and welfare services and other personnel transactions.
Implements and maintains an effective and efficient DOTr-CO Human Resource Information & Management System for the Department.
ROLES AND RESPONSIBILITIES:
Development of the HR/Personnel Division
Oversees the implementation of HR programs through the HR division's staff; identifies opportunities for improvement and resolves problems.
Oversees and manages the work of reporting HR staff and encourages their ongoing learning and development as HR professionals.
Develops and manages the annual budget of human resources operations.
Establishes HR departmental measurements that support the accomplishment of the organization's strategic goals.
Develops and administers programs, procedures and guidelines to help align the workforce with the strategic goals of the company.
Organization Development
Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management;
Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, employee focus groups, one-on-one meetings, etc.
Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
Policy Formulation and Legal Compliance
Identifies legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance;
Introduce changes to existing policies and procedures in compliance with the requirements of the Civil Service Commission and other relevant government institutions;
Conducts a continuing study of all HR policies, programs and practices to keep management informed of new developments;
Writes directives and advises top management, service directors and division and project managers of organization policy regarding equal employment opportunities, performance management, compensation and employee benefits, rewards and recognition, and employee relations.
Recruitment, Selection & Placement
Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce;
Supervises the unit responsible for sourcing, evaluating, interviewing, testing and recommending qualified candidates to fill vacant positions in the Department;
Establishes and maintains a smooth onboarding and exit process in managing incoming and outgoing personnel;
Conduct effective induction and orientation sessions to foster positive attitude toward organizational objectives.
Compensation & Benefits
Administers salary administration program to ensure compliance and equity within the organization;
Leads participation in at least one salary survey per year;
Leads the development of benefit orientations and other benefits training for employees;
Monitors best practices in compensation and benefits through research and assessing industry trends aimed at employee satisfaction and retention.
Performance Management
Administers performance review program to ensure effectiveness, compliance, and equity within the organization.
Monitors the implementation of a performance improvement process with non-performing employees and in order to reduce absenteeism and turnover.
Employee Relations
Advises management in appropriate resolution of employee relations issues.
Oversees issuance of employee separation notices and related documentation, and conducts exit interviews to determine reasons behind separations.
Writes and delivers presentations (e.g., new employee orientations) to top management officials, mid-level managers and rank-and-file personnel regarding human resources policies and practices.
Human Resource Information System
Oversees the administration of a human resource information and management system that meets top management information needs and government reporting on benefits plans participation such as insurance and pension plan, and personnel transactions such as hires, promotions, transfers, performance reviews, and terminations, and employee statistics.
SKILLS AND COMPETENCIES:
Advanced HR expertise and leadership skills
Excellent organizational management skills
Advanced written and verbal communication skills
Strong technical research and writing skills for crafting of HR policy/procedural manuals and specialized reports
Strong analytical skills with the ability to collect, organize, analyze and disseminate significant amounts of information with attention to detail and accuracy (i.e., data analysis)
Excellent interpersonal relationship building and employee coaching skills
Excellent active listening, negotiation and presentation skills
In-depth knowledge of HR best practices and labor law is essential
Intermediate proficiency in the use of HR management solutions (i.e., HRIS and talent management systems) is essential.
ADDITIONAL NOTES:
Must be willing to work in Clark, Pampanga (Shuttle services to and from Clark shall be provided at identified pick-up and drop-off locations in Metro Manila.)
Will report 10 hours a day, 4 days a week
Wiling to render overtime services as needed.