Assistant Vice President – Human Resources (HR Director Level)

The Assistant Vice President – Human Resources is responsible for leading the organization's overall people strategy, ensuring that human capital initiatives support business growth, operational excellence, and long-term organizational success. As the senior HR leader, the role oversees all facets of Human Resources while serving as a strategic partner to executive management in driving organizational effectiveness, workforce capability, and employee engagement.

The role provides leadership across talent acquisition, organizational development, compensation and benefits, employee and labor relations, performance management, learning and development, HR operations, and compliance. In addition, the AVP – Human Resources is expected to build a progressive HR organization by developing scalable systems, strengthening governance, enhancing leadership capability, and fostering a high-performance culture across multiple business units and branch locations.

This position leads the entire HR function and collaborates closely with business leaders to align people strategies with organizational priorities while ensuring compliance with labor regulations and industry best practices.

Key Responsibilities

Strategic Human Resources Leadership

• Develop and execute the organization's long-term Human Resources strategy aligned with overall business objectives and growth plans.
• Serve as a key member of the executive leadership team, providing strategic counsel on organizational structure, workforce planning, talent management, succession planning, and organizational effectiveness.
• Lead the transformation of the HR function into a strategic business partner that supports operational excellence and sustainable growth.
• Establish HR priorities, policies, and initiatives that strengthen employee engagement, productivity, and organizational capability.
• Monitor industry trends, workforce challenges, and emerging HR practices to recommend innovative people solutions.

Organizational Development & Change Management

• Drive organization-wide initiatives focused on organizational design, workforce optimization, succession planning, and leadership development.
• Lead organizational restructuring and change management programs that support business transformation and expansion.
• Develop competency frameworks, career progression pathways, and talent review processes to strengthen organizational capability.
• Build a performance-driven culture by aligning people, processes, and organizational objectives.
• Facilitate culture transformation initiatives that reinforce accountability, collaboration, customer focus, and continuous improvement.

Talent Acquisition & Workforce Planning

• Develop enterprise-wide talent acquisition strategies that ensure timely hiring of high-caliber professionals across corporate, operational, technical, sales, service, and branch-based functions.
• Oversee workforce planning, manpower budgeting, recruitment forecasting, and succession pipelines for critical positions.
• Ensure recruitment processes promote quality hiring, diversity, employer branding, and an exceptional candidate experience.
• Partner with business leaders to proactively identify future talent requirements and workforce gaps.

Performance Management & Talent Development

• Lead the organization's performance management framework, ensuring alignment between employee objectives and business priorities.
• Design leadership development and succession planning programs that build future organizational leaders.
• Establish employee development initiatives, coaching programs, and learning strategies that improve workforce capability.
• Monitor organizational performance metrics and recommend interventions that enhance employee productivity and effectiveness.

Compensation, Benefits & Rewards

• Develop and oversee competitive compensation and benefits strategies aligned with organizational goals and market practices.
• Lead salary structure reviews, job evaluation initiatives, and compensation benchmarking exercises.
• Ensure equitable and compliant administration of payroll, benefits, incentives, and employee recognition programs.
• Recommend total rewards strategies that support talent attraction, retention, and employee engagement.

Employee Relations & Labor Relations

• Provide executive oversight on employee relations, grievance handling, disciplinary cases, investigations, and conflict resolution.
• Develop proactive employee engagement initiatives that promote a positive workplace culture and high levels of employee satisfaction.
• Lead negotiations and resolution of complex labor issues while ensuring compliance with Philippine labor laws.
• Act as the organization's principal advisor on labor relations, due process, policy interpretation, and workplace governance.
• Represent the organization, when necessary, before government agencies and regulatory bodies.

HR Governance, Compliance & Risk Management

• Ensure full compliance with Philippine labor laws, government regulations, statutory requirements, and corporate governance standards.
• Establish and continuously improve HR policies, procedures, and internal controls across the organization.
• Lead HR compliance audits and recommend corrective actions to minimize operational and legal risks.
• Ensure consistency in HR practices across multiple branches while allowing flexibility to address operational requirements.
• Promote ethical standards, accountability, and sound people management practices throughout the organization.

HR Operations & Shared Services

• Oversee the effective delivery of HR services, ensuring efficiency, accuracy, and excellent internal customer service.
• Drive process improvement initiatives that simplify HR workflows and improve service quality.
• Lead HR digitalization initiatives, including HRIS enhancements, automation, and workforce analytics.
• Develop HR dashboards and executive reports that provide meaningful workforce insights for business decision-making.
• Ensure proper management of employee records, documentation, and HR administration.

Leadership & Stakeholder Management

• Lead, mentor, and develop the Human Resources team, fostering a culture of collaboration, accountability, and continuous improvement.
• Build strong partnerships with business leaders to understand operational challenges and deliver practical HR solutions.
• Influence senior leadership on workforce decisions through data-driven recommendations and strategic insights.
• Promote cross-functional collaboration to ensure alignment between HR initiatives and business objectives.
• Manage departmental budgets, resources, and key performance indicators to achieve organizational goals.

Qualifications

• Bachelor's Degree in Human Resources, Psychology, Business Administration, Industrial Relations, or a related discipline.
• Master's Degree in Business Administration, Human Resources, Organizational Development, or a related field is highly preferred.
• Minimum of 12–15 years of progressive Human Resources experience , with at least 5 years in a senior leadership role such as HR Director, AVP, Head of HR, or equivalent.
• Demonstrated experience leading the full spectrum of Human Resources, including Talent Acquisition, Organizational Development, Compensation & Benefits, Employee Relations, Labor Relations, Learning & Development, Performance Management, and HR Operations.
• Proven experience managing HR teams and supporting multi-site or geographically dispersed operations.
• Experience working in retail, automotive, distribution, manufacturing, consumer goods, or similarly fast-paced industries is highly preferred.
• Strong background in organizational transformation, workforce planning, succession planning, and culture-building initiatives.
• Extensive knowledge of Philippine labor laws, employment regulations, and HR governance.
• Experience representing organizations in labor-related proceedings and managing complex employee relations cases is an advantage.
• Strong business acumen with the ability to align people strategies with organizational objectives.
• Excellent leadership, stakeholder management, communication, negotiation, and decision-making skills.
• Proficient in HRIS platforms, Microsoft Office applications, and HR analytics tools.

Preferred Leadership Competencies

• Strategic and commercial mindset
• Executive presence and influencing skills
• Organizational transformation and change leadership
• Talent development and succession planning
• Labor relations and governance expertise
• Strong business partnering capabilities
• Data-driven decision-making
• Cross-functional collaboration
• High ethical standards and integrity
• Results-oriented with the ability to lead through growth and change