HR Head (School-Based)  

1. Policy Development and Management
   • Formulates and recommends HR policies and strategies necessary to improve HR systems at the unit level
   • Implements and monitors approved HR programs, policies and activities
   • Ensures alignment of unit-HR systems with the University
2. Workforce Planning, Recruitment and Onboarding
   • Reviews, implements and monitors the workforce plan of the school unit
   • Takes the lead in recruitment activities such as sourcing, selection, job offer, and on-boarding of faculty and staff, and makes appropriate recommendations to the Principal/Headmaster
   • Monitors and recommends the regularization of probationary employees and the renewal of appointment of professionals and administrators
   • Assists the Principal/Headmaster in succession planning initiatives for administrative and leadership positions in the high school (i.e., search for Coordinators (e.g., Subject Area, Strand, and Associate Principals)
3. Performance Management
   • Assists the Principal/Headmaster in overseeing the implementation of the performance evaluation and promotion process of faculty, staff and professionals
   • Oversees the monitoring of staff and faculty attendance (e.g., leave filing, contracts of those going on Leave of Absence to pursue further studies, faculty grants, sabbatical leaves, teacher exchange, etc.)
   • Initiates the sequential assessment for non-permanent teachers
4. Employee Relations and Engagement
   • Makes initial assessment on employee discipline and labor relations issues, and recommends appropriate action to the Principal/Headmaster
   • Initiates the organization activities related to employee relations for faculty and staff, such as the Christmas Party, Staff Outing, General Faculty and Staff Meetings
   • Acts as the point person for OHRMOD-initiated engagement activities, e.g. orientations, APE, roadshows, etc.
5. Representation and Coordination
   • Attends the rank and permanency committee, performance evaluation committee, and other such committee as the Principal/Headmaster may direct, in relation to HR matters
   • Attends management team meetings to communicate HR concerns
   • Attends meetings initiated by the OHRMOD as well as university-wide activities that require unit representation on HR related matters
   • Coordinates with OHRMOD on HR concerns
   • Serves as HR representative of the school unit to the HR Council
6. Faculty Development
   • Provides assistance to the Principal/Headmaster in the development and implementation of programs that would ensure professional and career development for faculty (e.g. pre-service programs, in-service programs, leadership programs, and committee memberships)
7. Staff Development
   • Manages the staff development program from needs assessment to design, implementation and evaluatiion
   • Recommends to the Principal/Headmaster a career development plan for the staff
8. Supervisory and Office Management
   • Oversees the daily operations of the HR Office and supervises the office personnel assigned to the HR Office
   • Prepares and monitors the budget for the office
   • Reviews the office’s processes and systems to ensure efficient and effective delivery of service
   • Initiates planning activities of the HR Office (e.g., calendaring sessions, budget preparations, management and control)
9. Others
   • Serves as the point person for the school unit in the implementation of data protection policies regarding employee personal data
   • Assists in/monitors the clearance process of resigned employees and those ending their contracts
   • Performs any other such duties as may be required by the position in accordance with the instructions of the Principal/Headmaster/OHRMOD Director

1. Bachelor’s degree in Psychology/Management or related course
2. Master’s degree in Psychology or Business is an advantage
3. Basic knowledge in labor laws
4. With at least 5 years relevant HR technical experience
5. Experience in HR in the following areas
   • policy development
   • workforce planning, recruitment & on-boarding
   • performance management
   • employee relations and engagement
   • employee discipline
   • training and development
6. Has experience managing teams/people
7. Experience working in an academic setting is an advantage

Knowledge, Skills and Abilities:

• Has mastery in systems thinking, facilitation, planning & organization, monitoring, coordination, supervision, and networking
• Has analytical and critical thinking skills, able to analyze large amounts of data and information
• Has a strong sense of urgency balanced with quality-result orientation
• Has the ability to effectively adjust and manage a variety unexpected situations
• Has strong interpersonal skills, able to collaborate and work with different job levels
• Has strong communication skills, able to disseminate information/message in various modalities for different stakeholders
• Has attention to details, and able to effectively manage and coordinate multiple projects simultaneously
• Has the ability to manage change by involving and engaging key stakeholders in the process of change, but with a keen sense of compliance, protocol and legal perspective
• Is able to maximize use of technology for efficiency