Manager, Human Resources

The HR Manager will lead the end-to-end Human Resources in ensuring HR operations, talent acquisition, employee relations, compensation/benefits, compliance, and people development are executed at a high standard. This role partners closely with functional leaders supporting clinical operations and corporate teams, and provides support to the office administration team to ensure smooth and compliant workplace experience

This role reports to the Vice President, Human Resources, APAC and will have direct reports in Human Resources, Talent Acquisition and Administration teams.

1. End-to-End HR Operations & HR Business Partnership:

• →Own the full employee lifecycle: workforce planning, hiring, onboarding, performance management, development, engagement, and offboarding. 
• →Act as a strategic HR partner to leaders—advising on org design, role clarity, resource planning, and employee performance.
• →Maintain HR policies, employee handbook, and SOPs aligned with company standards and local labour requirements
• →Drive HR service delivery excellence (timeliness, accuracy, employee experience) and continuous improvement of HR processes
• →Oversee payroll inputs/coordination and ensure accurate processing (in partnership with Finance or payroll vendor).
• →Manage Administration of benefits programs and vendor relationships (HMO, life insurance, wellness offerings); manage enrolment and employee queries.
• →Ensure accurate maintenance of employee records, HRIS data integrity, and reports (headcount, attrition, leaves, recruitment metrics).
• →Manage contracts, job offers, employment letters, policy acknowledgments, and employee file compliance.

2. Talent Acquisition and Recruitment:

• →Manage end-to-end recruitment for technical and corporate roles including (but not limited to): Clinical Research Associates, Project Managers, Data Management, Biostatistics, Pharmacovigilance, Regulatory, QA, Finance, and Admin.
• →Build effective sourcing strategies: LinkedIn sourcing, job boards, referral programs, partnerships with universities/professional groups, and niche recruitment channels.
• →Ensure consistent hiring practices: job scoping, competency-based interviews, assessment coordination, offer management, and background checks.
• →Provide market insights on salary benchmarks and talent availability to support competitive hiring decisions.
• →Maintain an organized pipeline and track recruiting metrics: time-to-fill, offer acceptance rate, source effectiveness, quality-of-hire indicators.

3. Performance Management, Learning & Development

• →Lead performance management cycles (goal setting, mid-year reviews, annual evaluation, calibration support where applicable).
• →Identify training needs and implement L&D programs aligned with business objectives.
• →Support development planning and career progression frameworks for critical roles.

4. Employee Relations and Labor Compliance:

• →Handle employee relations cases: coaching leaders, conflict resolution, investigations, and documentation of disciplinary actions with due process.
• →Ensure compliance with Philippine labor standards and statutory requirements (e.g., DOLE, SSS, PhilHealth, Pag-IBIG, BIR where applicable).
• →Manage grievance handling and promote a fair, consistent, and respectful workplace culture.
• →Lead HR risk mitigation through proper documentation, recordkeeping, and policy adherence.

5. HR Compliance:

• →Partner with Quality Assurance/Compliance to align HR practices with regulated industry expectations (e.g., training documentation, competency tracking, audit readiness).
• →Maintain training matrices and onboarding compliance and processes.
• →Ensure HR processes are audit-ready (organized records, evidence of training, policy compliance).

HR Manager provides functional guidance and oversight; day-to-day execution may sit with Office Admin.

• →Support Office Admin in facilities operations: vendor management, office supplies, maintenance coordination, and workplace safety initiatives.
• →Review/approve office-related processes that intersect with HR compliances.
• →Coordinate office onboarding logistics (workstation readiness, access badges, office orientation) with Admin and IT.
• →Provide input on office policies that impact employee experience (hybrid work arrangements, workplace etiquette, security practices).
• →Support business continuity readiness for people-related components (emergency contacts, employee communication trees, evacuation/incident protocols).

• Bachelor’s degree in Human Resources, Psychology, Business Administration, or related field. Preferably with HR certifications or postgraduate units completed.
• 4-6 years of progressive HR experience with responsibilities including a lead/manager capacity.
• Demonstrated strength in Recruitment / Talent Acquisition (end-to-end), including technical roles and high-volume or niche hiring. Experience in CRO, Health and Pharmaceutical industries is a plus.
• Solid working knowledge of Philippine labour practices, employee relations, and statutory requirements.
• Has good grasp using MS Office Suites and HRIS Systems.
• Experience managing HR operations: onboarding/offboarding, benefits, payroll coordination, HR documentation, and policy implementation.
• Strong stakeholder management skills—able to influence leaders and handle sensitive matters with discretion.
• Excellent Oral and Written communications skills.