People & Culture Manager (HR Manager) – National Contract At CARE International

The position of P&C Manager will lead and facilitate the development of a highly effective, strategic HR function that ensures the organization has the HR structure, culture and people strategy that is aligned and needed to deliver on program goals and effectively serve its clients. It is both a strategic and operational role, responsible for providing guidance to the Senior Management Team (SMT) and other CO staff including field offices, along with the successful delivery on key HR matters, including but not limited to: staff recruitment and onboarding; policy development and interpretation; salary and compensation review; performance management; succession planning; employee wellbeing and counseling; and talent development – all the while ensuring the practical implementation of human resources policies, procedures and systems, in accordance with global best practices and compliance with all local labor laws and other statutory requirements in Philippines.

The incumbent will identify and develop appropriate mechanisms for staff recognition and motivation, contribute to building an organizational climate of respect, transparency and teamwork.

The post is expected to lead by example in demonstrated commitment to CARE’s core values and will support colleagues to understand and live these values.

The position will liaise closely with Asia Regional People and Culture team to drive the implementation and adaptation of HR global and regional initiatives and practices across CARE Philippines.

This position is based in Manila – Country Office Philippines, with possible travel required to other field offices.

Key Responsibilities

1. HR Strategy and Framework (25%)
   • HR Strategy and Framework
     • Work closely with the SMT in planning and implementation of the People and Culture strategy and transformation plan in line with the CO strategy, ensuring compliance with local laws and regional thinking regarding HR frameworks (incl. processes, policies, and guidelines);
     • Collaborate with relevant departments and units, to ensure overall inclusive participation of staff at the different levels in People and Culture planning and strategy; lead staff to contribute to and take ownership of strategy;
     • Support management in translating operational needs and challenges into local HR strategy and priorities;
     • Under the guidance of the Country Director and Regional HR (as needed) ensure that CARE Philippines’s HR policies, procedures and practices are in compliance with local labor law, are regularly updated, and support the Mission’s strategic goals;
     • Understand the regional and CO HR strategy and oversee its implementation into specific programs, plans and projects, act as an implementing partner and change agent;
     • In close coordination with the management of the CO set-up, adjust and update all aspects of the HR to bring efficiency;
     • Ensure internal controls are put in place and regular HR audits are carried out with the aim of improving the quality of HR management.
     • Represent CARE Philippines at inter-agency forums;
     • Represent CARE in relevant meetings.
2. HR Operations (25%)

   Overall responsibility for the achievement of HR objectives within timelines and within budget, ensuring inclusiveness and collaboration;

   Recruitment, Selection and Onboarding:
   • Develop and maintain a solid knowledge of diverse recruitment channels as well as an overview of the availability of local talents, to ensure relevant and diverse workforce is in place to support CARE’s mission;
   • Participate to interviews and discussion of employment conditions with candidates.
   • Responsible to carry out process (final offer incl. salary), drafting of individual employment contract, etc..) needed to onboard employees;
   • Ensure the integration (onboarding) for all new staff and improve the onboarding process if necessary; Ensure collaboration with other units for new hire onboarding plans.
   • Ensure the timely establishment of job descriptions and support Line Managers in formulating position responsibilities and incumbent requirements.

3. Compensation, Benefits and Administration (15%)

Responsible for adequate use of function description and salary grades within the country office;

• Responsible for the review and approval of the monthly payroll for the national staff.
• Define and propose benefits package in accordance to CARE minimum standards, local labor law and labor market comparators; Provide updates to SMT on new local policies including changes or new Implementing Rules and Regulations on mandatory statutory benefits.
• Oversee, assess and implement the local medical insurance scheme established for the staff and their dependents; Collaborate with CARE-SSC HR Manager in the review of health and other insurance packages which will be presented to SMT for further review and consideration when upgrading the benefits package.
• Define special employment conditions (financial and others) during operational emergencies in consultation with the SMT;
• Validate leave and absence management rules (annual leave, accidents, sickness, family event, training, maternity); Ensure that leave benefits (maternity, paternity, single-parent leaves and etc.) are updated based on the minimum labor standards.
• Ensure that individual personnel files comply with standard structuring and that they are regularly updated;
• Ensure compliance to the Department of Labor annual reporting on staff medical leaves; DOLE reporting of staff contract termination due to authorized causes.
• Ensure the archiving of HR documents/payroll information in accordance with local legal obligations and organizational guidelines.

4. Staff Welfare, Safety and Employee Relations (20%)

• Design and implement employee engagement strategies to maintain high staff motivation;
  • Develop and implement strategies to strengthen organizational culture and working environment; collaborate to ensure relevant team building activities are in place and consistently practiced;
  • In cooperation with the CD and SMT, promote organizational cohesion through coordination and information sharing with and between all key staff;
  • Work closely with Safety and Security Manager and SMT to ensure that the welfare and both physical and mental health needs of staff are met;
  • Act as focal point on PSHEA prevention and investigate any alleged incidences of PSHEA, Code of Conduct or other forms of abuse in CARE’s program and team;
  • Promote and ensure equity of treatment of CARE staff (ethnical/religious diversity, gender equality, etc);
  • Promote a formal, constructive, and transparent dialogue between employees and the management;
  • Maintain a positive relationship with the staff representation system for national staff;
  • Advise, coach, and support the managers in conflict management and prevention and participates as a mediator, as needed.
  • Ensure that disciplinary actions are taken in compliance with local legal frameworks and institutional policies (e.g. Code of Conduct); Ensure CO Code of Conduct is periodically reviewed with support from SMT and Regional HR Business Partner.
  • In collaboration with the Regional HR Business Partner, advise, coach and support the CO on disciplinary measures.

5. Safeguarding (10%)

• Collaborate with regional safeguarding and CARE safeguarding focal points in planning and implementation of safeguarding plan;
• Ensure that safeguarding commitments are being implemented, coordinated, and monitored;
• Review of active safeguarding cases completed with clear actions and responses.
• Uphold CARE’s Safeguarding Policy and Safeguarding Code of Conduct;
• Must read the Safeguarding Policy and either sign the Safeguarding Code of Conduct or sign a Code of Conduct that is consistent with or references this policy and Safeguarding Code of Conduct.
• Promote, create and maintain a safe organizational culture, including championing the CI Safeguarding Policy and preventing sexual misconduct;
• Ensure that all direct team members are aware of their responsibilities with the CI Safeguarding Policy commitments, including signing of the Safeguarding Policy and Code of Conduct, and completing induction and refresher trainings.

6. Other responsibilities as assigned (5%)

Emergency Response:
• In cooperation with the CD and SMT, coordinate and supervise the Administrative, HR and IT units to promptly response to the emergency needs and ensure minimum requirements of safety security, logistic, procurement, admin, HR and IT are in place.
• Work closely with Humanitarian unit in ensuring compliance to CARE’s minimum HR standards (including Core Humanitarian Standards principles) during emergency responses.

Wider CARE P&C Collaboration
• Be a proactive member of the Asia Regional HR Network and contribute to the development of the Asia HROD priorities to benefit the region and the CO.
• Demonstrate an ongoing commitment to gender equality, diversity and child protection and Safe guarding policy (Protection from Sexual Harassment, Exploitation and Abuse).