HR Manager/Supervisor, Paranaque

Job Overview

The HR Supervisor is responsible for overseeing the day-to-day HR operations, ensuring compliance with Philippine labor laws, and driving employee engagement and development across all business units. This role acts as the bridge between upper management and the specialized HR execution team.

1. Leadership & Team Management

As the direct supervisor of 3 HR Specialists and 1 Training Officer, your focus is on productivity and professional growth.

• Performance Monitoring: Conduct weekly syncs to track the progress of recruitment, payroll/benefits, and employee relations tasks.
• Workload Distribution: Delegate specialized tasks to the HR Specialists (e.g., one for Talent Acquisition, one for Compensation & Benefits, one for Employee Relations).
• Mentorship: Provide guidance to the Training Officer on instructional design and the "Kapwa/Malasakit" leadership framework.

2. Talent Acquisition & Onboarding

• Overseeing the recruitment lifecycle to maintain headcounts for RVD Food Inc. outlets and corporate offices.
• Strategic Sourcing: Guide specialists on high-volume recruitment strategies for restaurant staff (service crew, riders, cashiers).
• Quality Control: Review final candidates for supervisory roles before endorsing them to department heads.
• Seamless Integration: Ensure the Training Officer and Specialists coordinate to provide a cohesive Day 1 orientation experience.

3. Learning & Organizational Development

• Collaborating with the Training Officer to build a culture of excellence and "Malasakit."
• Training Needs Analysis (TNA): Identify skill gaps in restaurant operations (e.g., food safety, customer service, cashiering).
• Program Oversight: Supervise the rollout of the Management Development Program (MDP) and specialized workshops.
• Succession Planning: Identify high-potential employees for future leadership roles within the shared services model.

4. Labor Relations & Compliance

Ensuring all actions are grounded in the Labor Code of the Philippines to minimize legal risks.

• Grievance Handling: Review incident reports and provide counsel on disciplinary actions (Due Process: NTE and Administrative Hearings).
• Policy Development: Work with Specialists to update Employee Handbooks and ensure policies on service charges and government contributions are up-to-date.
• Audit Readiness: Ensure all 201 files and licenses (e.g., health certificates for food handlers) are audit-compliant.

5. Compensation, Benefits & HRIS

Ensuring the "Shared Services" aspect is efficient, automated, and accurate.

• Payroll Oversight: Audit the work of the C&B Specialist to ensure timely and accurate salary disbursement.
• Statutory Compliance: Monitor the processing of SSS, PhilHealth, and Pag-IBIG contributions.
• HRIS Management: Lead the transition toward HR automation and digital record-keeping to reduce manual errors.