Job title: Human Resources Junior Manager
Job type: Permanent
Emp type: Full-time
Industry: Retail
Expertise: HR Management
Job published: 2023-05-25
Job ID: 33073

Job Description

This is an amazing opportunity for an experienced HR Jr. Manager to join a leading company that provides only the best quality service to all their brand partners and customers. They are a professional retail company in both Brick and Mortar and E-Commerce aspiring to achieve their goals by hiring only the best individuals in their respective fields.


Company Profile:

Our client is Retail and Wholesale distributor of footwear and fashion products with a specialization in footwear.  With its wide and successful network of accounts around the Philippines and progressive business model, it continues to expand its lineup of brands from across the globe.


Past relationships in the retail sector have been the investment as a minority shareholder in Burger King Philippines, Inc., the establishment of retail concept stores representing brands of sporting goods such as Puma, New Balance and Arena swimwear.


The company is currently the exclusive distributor in the Philippines for Ipanema, Grendha, Rider, Cartago, Azaleia footwear brands. The company continues to seek foreign brands in the consumer goods sector for introduction into the Philippine retail and wholesale market.


Overall purpose and responsibilities of the role:

The Human Resources Junior Manager is an individual contributor role, and a member of the Management Committee shall assist the President and Chief Executive Officer by providing leadership in establishing and implementing a Human Resources strategy to support the overall business plans and objectives. And to implement and enforce the company’s Core Values.


Duties and Responsibilities:


This position is expected to:

  • Manpower Resource Management
  • Compensation, Benefits and Productivity Tools Administration
  • Rewards and Recognition Program
  • Talent Management, Hiring, and Organizational Development
  • Labor and Employee Relations Management
  • Employee Engagement Programs



  • Reporting directly to the President and Chief Executive Officer and would supervise staff of Human Resources and Administration Department. A member of the Operations Committee.
  • Coordinate and collaborate with all business units (market facing and support group units), as well as other stakeholders which includes but not limited to business partners and suppliers, manpower service providers, training and learning partners, government and other regulatory entities.




Key Result Areas (KRAs) / Key Performance Indicators (KPIs)

Strategic Human Resources Management

  • Manpower Cost to Sales Ratio (Total Manpower Cost/Total Net Sales)
  • Conducts continuing review of company’s people policies, guidelines and plans with management to ensure that these are consistent and aligned with the organization’s vision, mission, values, strategies and directions of the company.
  • Identifies risks resulting from people issues and recommends strategies, policies and plans to mitigate said risks.
  • Conducts continuous evaluation of the organization’s people requirements, in line with business plans and provides strategic directions and recommends policies relating to recruitment, transfers and  promotions.
  • Conducts continuous review of compensation, benefits and rewards systems and policies of the company, in support of company’s people management strategies.
  • Evaluates people strategies and policies vis a vis individual corporate performance, industry benchmarks, government/regulatory agency requirements and suggests modifications or enhancements when applicable.


Resource Management

  • Manpower Coverage Ratio (Actual/Plantilla)
  • Time to Fill (no. of days)
  • Manpower Cost to Sales Ratio (Total Manpower Cost/Total Net Sales)
  • Ensures that the Approved Manpower Plantilla is filled up at all times.
  • Maintains manpower coverage by establishing recruiting, testing and interviewing program, counselling managers on candidate selection, conducting and analyzing exit interviews and recommending changes when necessary.
  • Leads the management team in the design and implementation of a succession management system to ensure a ready bench for leadership and other critical positions. Evaluates results of succession management program and recommends improvements to ensure alignment with business strategy and directions.
  • Maintains an effective and efficient human resource records management system by designing a filing, updating and retrieval system which includes complete traceability of all manpower action.
  • Ensures complete human resource operational requirements by establishing an effective and efficient scheduling and assignment system.

Compensation, Benefits and Productivity Tools Administration

  • Manpower Cost to Sales Ratio (Total Manpower Cost/Total Net Sales)
  • Project Timeline Implementation
  • Report Compliance (Accuracy + Schedule)
  • Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluation and salary administration exercises; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.
  • Ensures the timely and complete delivery of current statutory and company-approved compensation and benefit packages
  • Evaluates current payroll system and recommends enhancements in technology and systems, as necessary.
  • Designs and implements employee services and programs to enhance employee satisfaction, morale and productivity.  Designs feedback mechanism from employees and monitors the proper delivery of health, welfare and other employee related services. Recommends improvements as necessary.
  • Ensures legal compliance by monitoring and implementing applicable human resource national and local requirements; conducting investigations; maintaining records; representing the organization at hearing.


Labor and Employee Relations Management

  • Report Compliance (Accuracy + Schedule)
  • Zero incidence of Labor Case lost to DOLE
  • Ensures that all labor and employee relations mechanisms are in place and compliant to all prevailing labor laws and guidelines.
  • Recommends strategies, programs and activities to build harmonious employee – employer relations.
  • Ensures effective communication with employees on matters pertaining to HR activities and programs.
  • Provides advice and guidelines to all company managers to ensure compliance to Labor Code provisions on disciplinary cases and other labor-related issues.
  • Ensures that all labor / employee cases are handled in compliance to the prevailing Labor Code and resolve the soonest possible time to the mutual benefit of the company and the employee/s involved.


Talent Management and Organizational Development

  • Competency Rating
  • Project Timeline Implementation
  • Report Compliance (Accuracy + Schedule)
  • Develops and supports an HR strategy and practice in the areas of leadership, employee engagement, accountability and performance management, talent management and organizational development and capability with the end result of continuously improving employee competency and capability aligned with organizational strategies and objectives
  • Provides sound and timely HR advise to ManCom and line managers to assist them in proactively managing staff productivity, behavior and performance to enable the company to consistently meet its goals.
  • Prepares employees for assignments by establishing induction and continual training & development programs.
  • Ensures planning, monitoring and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances, counselling employees and supervisors.
  • Provides consulting and assessment services to business units regarding the technical and behavioral competencies required for jobs/positions.


Strategic and Departmental Objectives Compliance

  • Departmental Operating Expenses Utilization (Within Budget)
  • Complies with all Departmental Key Objectives anchored on Business Objectives that will be set on an annual basis.
  • Complies with all company policies as stated in the Employee handbook.


Must-have Skills / Qualification:


  • Prospective candidates are required to have the following minimum requirements:
  • Graduate of Psychology, Business or similar human resources related disciplines.
  • Knowledge of Philippine Labor Code and Compliance is required.
  • With at least 5 years of solid business work experience in Human Resources Management, at least 3 years of which in a HR managerial/supervisory position, gained from the retail industry or trading/commercial companies.
  • Exposure to all HR facets is required: specifically, Recruitment, Sourcing, Compensation and Benefits, Labor and Employee Relations, Talent Management and Organizational Development, Employee Engagement.
  • Management dealing with Third party Manpower Providers is required.
  • Exposure to Procurement and Facilities Management is a recognized advantage.
  • Advanced and demonstrated knowledge of data processing and analytics and its application for the company.
  • High Proficiency in MS Office specifically Microsoft Excel, Word and Power point.
  • Good command of English Language in both written and oral communication.


Professional/Technical Knowledge

  • Solid knowledge and experience in the field of:

Strategic Human Resources Management, specifically Recruitment & Sourcing, Compensation and Benefits, Labor and Employee Relations, Talent Management and Organizational Development

  • Market Knowledge and Commercial Orientation:

Understanding Competition, the Suppliers, the Customer Base and the Regulatory Environment; Identifying and Moving towards Business Opportunities, Seizing Chances to Increase Profit and Revenue.

  • Strategic Orientation:

Business Awareness, Critical Analysis and Integration of Information, and the Ability to Develop an Action- oriented plan.


Behavioral Competencies/ Skills

  • Collaboration and Influence:

Working Effectively with, and influencing those outside of your functional area for positive impact on business performance

  • People and Organizational Development:

Developing the long- term capabilities of others and the organization as a whole; Finding satisfaction in influencing or even transforming someone’s life or career

  • Change Leadership:

Transforming and Aligning an organization through its people to drive for improvement in new and challenging directions; Energizing a whole organization to want to change in the same direction

  • Customer Impact:

Serving and Building Value-added Relationships with customers or clients, be they internal or external.

  • Commitment to task:

Ability to start and persist with specific courses of action while exhibiting high motivation and a sense of urgency; willing to commit to long hours of work and make personal sacrifice in order to reach goals.

  • Integrity:

Forthright; Direct; Widely Trusted.


Job type: Permanent
Emp type: Monday to Friday, 8am to 5pm

Location: Onsite

Industry: Retail
Expertise: Human Resources, Compensation & Benefits, Manpower, Employee Engagement, Employee Relations, Recruitment