Webcast Technologies, Inc. (WTI) is an Information and Technology company known for innovation and integrated positioning solutions with the use of Global Positioning System (GPS), Geographic Information System (GIS), and Telemetry System. Our services include GPS Tracking System, Software Development, Mobile Application Development, among others.

For over 20 years, WTI has been helping companies from different industries track their valuable assets. Some of our clients include Shell, Petron, Chevron, Unilever, Coca Cola, Maynilad, Cemex, LF Logistics and KFC.

WTI covers the whole Philippines with its main office located at 154 Panay Ave. Diliman, Quezon City and satellite offices in Laguna, Cebu, Cagayan De Oro and Davao.

The software and GPS Tracking System we develop are custom- designed to address our client’s specific business needs. At WTI, we put premium to quality service. Our team of outstanding professionals reflects the company’s standard in providing excellent work.

Webcast Technologies, Inc.

Will mainly focus on Learning and Development

<ul>
	<li>Responsible for HR project in creating learning modues</li>
	<li>Proofreading and arranging the modules accordingly</li>
	<li>Reporting updates regarding the status of the project on a weekly basis</li>
	<li>Assist in internal training schedules</li>
</ul>

Will also be involved in:

<ul>
	<li>201 file management, C&amp;B related matters (.e.g., draft memos)</li>
	<li>Recruitment: scheduling and coordination</li>
	<li>Employee Engagement: prepare posters for announcements</li>
	<li>Other tasks that maybe assigned by the HR Head</li>
</ul>

HR Intern

Aboitiz Power Corporation (AboitizPower, AP) is a leader in the Philippine Electric Power Industry with a portfolio of assets located across the country. It has several hydroelectric and geothermal assets in its generation portfolio and also has non-renewable power plants located across the country. 
 
This includes:

- Hedcor, Inc.
- Therma Luzon, Inc.
- Therma South, Inc.
- Therma Marine, Inc.
- Therma Mobile, Inc.
- East Asia Utilities Corp. 
- Cebu Private Power Corp. 
- AP Renewables, Inc.

At AboitizPower, we thrive together to drive change for a better world.

We are a PEOPLE-CENTRIC organization who provides growth OPPORTUNITIES on a professional and personal level. We shape a better future as we do purposeful WORK in an ENVIRONMENT that is culture-focused, continuously innovating, and where individual and team contributions aligned to winning with integrity are RECOGNIZED.

When you work at AboitizPower, you become part of an organization that is passionate and committed to advancing business and communities by providing reliable, reasonable, and responsible power to all.

AboitizPower is an equal opportunity employer. We believe that a diverse and inclusive workforce is crucial to our purpose of driving change for a better world. We consider and encourage all applicants without discriminating against age, sexual orientation and/or gender identity, disability, political opinion, religion, nationality, marital or parental status (including pregnancy), ethnicity or other status protected by law. Our equal opportunity and non-discrimination policy applies in all aspects of employment, including recruitment, hiring, regularization, promotions, transfers, discipline, termination, benefits and training.

We urge everyone to be vigilant against scams that involve fraudulent offers of employment with Aboitiz Power Corporation. Scammers are falsely claiming to be representatives of Aboitiz, offering jobs in exchange for recruitment fees. Aboitiz does not ask for money from our applicants at any point of the job application process.

#POWERyourFuture

Aboitiz Power Generation Group

Position Summary:

Responsible for designing and supporting initiatives, projects, and regular Organizational Development activities relating to Culture and Engagement to promote organizational effectiveness for the Business Group. This position should also actively collaborate with other business units Talent Optimization Culture &amp; Engagement (TOCE), Business Group, HR Business Partners, and service providers to effectively implement initiatives.

Duties and Responsibilities:

<ul>
	<li>Identifies approaches to improve effectiveness and efficiency of the organization and its people</li>
	<li>Executes measurement of the organizational climate (culture and engagement) and health of all sites to improve effectiveness through various approved tools and ways</li>
	<li>Prepares reports and analyzes results of organizational climate and health studies</li>
	<li>Designs and/or implements various organizational development programs to ensure / enhance employee engagement and culture building.</li>
	<li>Closely coordinates with Business Unit HR Single Point of Contacts' (SPOC) to monitor the implementation of initiatives and sustainability of culture and engagement programs</li>
	<li>Analyzes overall organizational pulse and gives recommendations to resolve issues and concerns</li>
	<li>Executes project implementation plan and monitors progress of Culture and Engagement Projects</li>
	<li>Evaluates project implementation and identified process improvements</li>
	<li>Supports employer branding through culture and engagement stories and documentations</li>
	<li>Manages content for Thermal-wide HR communication channels (e.g. HR emailer, intranet)</li>
	<li>Coordinates with Reputation Management in the development of employee communication systems in the organization</li>
</ul>

Culture and Engagement Specialist | Toril, Davao

The Ateneo de Manila University (Ateneo) is one of the leading universities in the Philippines. More than 150 years in existence, the Ateneo has grown into a major Jesuit institution. Officially it became a university in 1959. It offers over 100 academic degree programmes. 

Ateneo offers Basic Education (Grade School, Junior and Senior High School). In addition, the Loyola Schools (college) is made up of four schools (Social Sciences; Humanities; Science and Engineering; and Management) that offer graduate and undergraduate degrees, with a total enrolment of about 10,000 students per year. The Ateneo has 4 professional schools located in 3 campuses in Quezon City, Makati City and Pasig City (Business; Government; Law; and Medicine and Public Health), with about 4,000 professional postgraduate students. 

It has an array of research centres, 11 of which are recognized as Centres of Excellence by the Philippine Commission on Higher Education. In addition to a European Studies Programme, it has a Centre for Asian Studies that fosters comparative research on East and Southeast Asia. 

The Ateneo has 207 partnerships with universities around the world (82 in Europe, 87 in Asia, 11 in Australia and New Zealand, and 27 in North and South America) and is a member of the ASEAN Universities Network and 3 other international university networks. The Ateneo’s Rizal Library is the most advanced in the Philippines with over 307,000 titles in its collection and online access to most major academic journals.

Ateneo de Manila University

<ul>
	<li>**Full JD to be send to shortlisted candidates</li>
</ul>

Under the supervision of the Assistant to the Director/HROD Quality System and Design Section Head, HR Administration and Quality Management Support Officer I is tasked to provide data management support and ensure the effective and efficient office management of the Office of People, Team, and Organization Development (OPT&amp;OD).

Main Duties and Responsibilities

I. Quality and Client Management Support

<ul>
	<li>Keeps track of updates and developments that affect the University as an organization, including its employees, and provides feedback to the administrators on how to anticipate and manage its possible impact. 
	<ul>
		<li>Keeps abreast with trends and changes happening in the University, the country, and industry, and globally, and determines how it affects the OPT&amp;OD’s operations, services, and programs.</li>
	</ul>
	</li>
	<li>Actively researches practices related to OPT&amp;OD functions - design frameworks, assessment strategies, intervention and evaluation. .
	<ul>
		<li>Collects and analyzes data and trends to identify its causes, and recommends appropriate interventions.</li>
	</ul>
	</li>
	<li>Partners with clients by understanding and addressing their needs, providing proactive solutions that meet present and long-term needs, and monitors progress of project plans and deliverables.
	<ul>
		<li>Assists in monitoring the achievement of the Office’s goals.</li>
	</ul>
	</li>
	<li>Monitors the information in the different OPT&amp;OD data repository that looks into organization and employee profiles which include employee complement, job specifications/profiles, and job levels, and recommends strategies on how to improve the seamless capture of data and the integration of the spreadsheets.</li>
	<li>Assists in educating/informing unit heads on OPT&amp;OD best practices.
	<ul>
		<li>Designs the most effective way to communicate OPT&amp;OD’s programs, processes, and services to various audience.</li>
	</ul>
	</li>
</ul>

II. Office Management Support

<ul>
	<li>Manages the schedules and appointments of the OPT&amp;OD and arranges the necessary logistical requirements.</li>
	<li>Ensures that all documents submitted to the Director for approval are adequately supported.</li>
	<li>Maintains files and records of correspondences, documents, and other materials for the Director in a systematic manner and consistent with the need to protect confidentiality and data privacy. This may include Office and personnel records.</li>
	<li>Serves as OPT&amp;OD end user administrator coordinating system requirements with DITS, which includes functionalities and settings, etc.</li>
	<li>Monitors the terms of the members of the committees and reminds the Director when renewals and/or new appointments are in order.</li>
	<li>Oversees the general upkeep of the Office, ensuring that necessary repairs are coordinated, and periodic general cleaning and pest control are scheduled, among others. </li>
	<li>Maintains and monitors use of office supplies/resources and ensures that these are replenished as required and used in an optimal and cost-effective manner (this includes gifts/souvenir items sponsored by the Office of the Director).</li>
	<li>Maintains and tracks the unit’s financial resources, monitoring the expenses vis-à-vis the budget of the Office.</li>
	<li>Assists in the coordination, logistical, and resource requirements of the OPT&amp;OD’s projects and activities, when necessary.
	<ul>
		<li>Documents all meetings, proceedings, and events of the OPT&amp;OD’s projects and activities.</li>
	</ul>
	</li>
	<li>Assists the OPT&amp;OD during peak seasons, and the University for events and committee works.</li>
</ul>

III. Performs other duties as may be reasonable assigned by the immediate supervisor, and authorized representatives.

HR OD Administration and Quality Management Support Officer I

ACES CALL CENTER JOBS INC. offers jobseekers, with or without experience, the opportunity to work in top BPO and Call Centers in the Philippines in the shortest time possible.

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Aces Call Center Jobs Inc.

<ul>
	<li>Manage large amounts of inbound and outbound calls in a timely manner.</li>
	<li>Follow communication “scripts” when handling different topics.</li>
	<li>Identify customers’ needs, clarify information, research every issue, and provide solutions and/or alternatives.</li>
	<li>Seize opportunities to upsell products when they arise.</li>
	<li>Build sustainable relationships and engage customers by taking the extra mile.</li>
	<li>Keep records of all conversations in our call center database in a comprehensible way.</li>
	<li>Frequently attend educational seminars to improve knowledge and performance level.</li>
	<li>Meet personal/team qualitative and quantitative targets.</li>
</ul>

Travel Reservation Account Advisor

<ul>
	<li>Process and gather candidates for volume hiring requirements from various job portals and channels</li>
	<li>Contact and schedule applicants for interviews</li>
	<li>Provide relevant information requested by the applicants</li>
	<li>Prepare online job ads to attract candidates for specific positions</li>
	<li>Other tasks that may be assigned by supervisor and the management.</li>
</ul>

HR Sourcing Admin Associate | Mandaluyong | Day Shift

Recruitment

<ul>
	<li>Meet or Exceed Targets Set</li>
	<li>Handle entry level bulk hiring requirements of Customer Service professionals</li>
	<li>Identify, recruit and endorse Customer Service Professionals to our partner BPO / Call Center clients</li>
	<li>Conduct Initial &amp; Final Screening of candidates for Call Center Agent positions</li>
	<li>Takes ownership over Endorsed Candidates until onboarding</li>
	<li>Attend to Pertinent Related Activities</li>
</ul>

Recruitment Admin Associate | Day Shift Ortigas Mandaluyong | Accepting Fresh Graduates

Recruitment

<ul>
	<li>Meet or Exceed Targets Set</li>
	<li>Conducts Initial Screening of candidates</li>
	<li>Conducts ACES and Client approved tests to qualified candidates for Client Endorsements</li>
	<li>Orients all endorsed candidates to ensure they have a proper understanding of the Role they are profiled for</li>
	<li>Takes ownership over Endorsed Candidates</li>
	<li>Attends to Pertinent Related Activities</li>
</ul>

Process Management 

<ul>
	<li>In the position to make recommendations in order to improve current processes</li>
	<li>Involvement in new hire orientation</li>
</ul>

General Requirements:

<ul>
	<li>Will assist in hiring requirements for various levels - entry level, multilinguals up to mid to C-levels</li>
	<li>Identify, source and recruit for the hiring demands of our partner BPO / Call Center clients</li>
</ul>

Recruitment Staffing Officer | Mandaluyong | Day Shift

<ul>
	<li>Develop deep knowledge of all hiring requirements and various recruitment channels.</li>
	<li>Pre-Screen applications and conduct face to face or phone interviews for initial selection of qualified candidates for various hiring demands.</li>
	<li>Schedule qualified candidates for assessments and interviews.</li>
	<li>Ensure that complete candidate information is uploaded into applicant tracker, system/tool or sent to the appropriate Recruitment Team.</li>
	<li>Prepare reports on status and effectiveness of various recruitment channels.</li>
</ul>

HR Recruiting Analyst

Summary of Work Activities and Responsibilities:

Under the supervision of the Assistant Director for Organization Capability and Development, the Workforce Analysis and Job Design Section Head oversees University’s workforce complement management and analytics, and job design.

The position’s main function is to assist the organization operate at its optimum by ensuring that units are able to strategically plan their workforce requirements, determine the right complement, and design the jobs appropriately.

Main Duties and Responsibilities

 

1. HR Business Partnering and Accounts Management

<ul>
	<li>Keeps track of updates and developments that affect the University as an organization, including its employees.
	<ul style="list-style-type: circle;">
		<li>Keeps abreast of the latest HR/OD practices, labor regulations, and professional requirements that affect academic cluster and University employees.</li>
		<li>Benchmarks industry and general community methods and practices to measure and recognize the different levels of organization, team, and individual performance, and provides recommendations on how to achieve the University’s goals.</li>
		<li>Keeps up to date with industry and general community trends both local and international and forecasts future job requirements, anticipating change in processes and work profiles, and determines ways to incorporate/adapt it in our own systems.</li>
		<li>Educates/informs unit heads on workforce and job design best practices.</li>
		<li>Ensures that members of the Section are up to date with best practices, University developments, and government regulations.</li>
	</ul>
	</li>
	<li>Partners with clients by understanding and addressing their needs, providing proactive solutions that meet present and long-term needs, and monitors progress of project plans and deliverables.</li>
	<li>Tracks organization profiles which includes employee complement, job specifications/profiles, and job levels, and provides insights per cluster, job family, and sub-family, and recommends strategies on how improve the optimal work level of the units and the University.</li>
	<li>Serves as a partner to an assigned cluster/school’s leadership teams on initiatives that require HR/OD expertise and services. Meeting with the cluster’s leadership team regularly to help identify successes and areas for improvement, achievement of set organization and HR goals.
	<ul style="list-style-type: circle;">
		<li>Aligns HR/OD policies and strategies necessary to improve HR/OD systems in support of the assigned cluster and University level directions and values.</li>
		<li>Liaises with assigned client for their HROD-related concerns and requirements and recommends new technologies for possible improvements in the efficiency and accuracy of work processes.</li>
		<li>Works with the cluster’s leadership team and the OPT&amp;OD group/section in creating programs to address the HR/OD-needs of the assigned cluster, and in applying new technologies and policies for possible improvements in the efficiency and accuracy of work processes to meet the present realities.</li>
		<li>Coaches and supports leaders and colleagues with issues related to work challenges, change management efforts, and managing performance effectiveness with the goal of improving work relationships, building morale, and increasing productivity and retention.</li>
		<li>Serves as a knowledge base and liaison for all university offices specific to HR/OD needs.</li>
		<li>Establishes metrics and quality measures with the assigned cluster’s leadership team to determine the academic cluster’s HR/OD initiatives’ progress, regularly checking, monitoring, and evaluating the progress and achievement of agreed deliverables and timelines.</li>
		<li>Collaborate with the different OPT&amp;OD teams to bring relevant and up to date information to the assigned cluster they represent.</li>
		<li>Monitors the concerns of the assigned cluster/school and ensures that they are regularly updated on the progress of their requests.</li>
	</ul>
	</li>
</ul>

2. Workforce Analysis

<ul>
	<li>Designs, monitors, and reviews the University’ philosophy and strategies on workforce complement management.
	<ul style="list-style-type: circle;">
		<li>Tracks and analyzes reports to detect trends in terms of workforce complement needs, opportunities, and successes in order to make the necessary decisions and recommendations.</li>
		<li>Develops workforce complement management key performance indicators specific to the units and job classification, measuring success rate and effectiveness of section initiatives.</li>
	</ul>
	</li>
	<li>Works with units in determining workforce demand, and reviewing job designs and workflows.
	<ul style="list-style-type: circle;">
		<li style="list-style-type: none;">
		<ul style="list-style-type: circle;">
			<li>Facilitates data gathering, profiling and analysis of employees to provide insights on how it affects full-time equivalencies and work optimization.</li>
		</ul>
		</li>
		<li>Coordinates with the various OPT&amp;OD sections on workforce plans of the units, employee count/statistics, and employee capability profile.</li>
	</ul>
	</li>
	<li>Regularly provides data that would show a picture of the current workforce complement, the workforce situation, and the profile of employees in the University, including forecasts on short- and long-term horizons to help the University prepare for the future, in coordination with the different OPT&amp;OD sections.
	<ul style="list-style-type: circle;">
		<li>Tracks workforce requirements and any employee movements in the University, which includes assignments to special projects/committees or positions, and separation from employment, in coordination with the Recruitment Section, the Employee Mobility and Team Capability Section, and the Employee Engagement Section.</li>
		<li>Prepares quarterly and yearly employment insight reports, in coordination with the different OPT&amp;OD administrators, and designs a program to communicate such data to concerned administrators.</li>
		<li>Consolidates the year-end reports for discussion of top management about workforce requirements and realities, and provides recommendations on how to address such realities and needs.</li>
	</ul>
	</li>
</ul>

3. Job Design Management

<ul style="list-style-type: disc;">
	<li>Manages the University’s job classification and evaluation system, tracks all the jobs and its associated groupings and leveling, and recommends improvements on the administration process.
	<ul style="list-style-type: circle;">
		<li>Creates/updates qualification standards, competency identification, and development system for different job families and job classification.</li>
		<li>Ensures that job levels have been properly assigned based on a review of the job description, and in accordance with the job evaluation and classification system of the University.</li>
		<li>Creates/updates guidelines for job titling and naming conventions in relation to the job classification and levels.</li>
		<li>Develops job design and evaluation key performance indicators specific to the units and employee classification, measuring success rate and effectiveness of job design initiatives.</li>
	</ul>
	</li>
</ul>

<ul>
	<li>Oversees the implementation of a job design that facilitate work and delivery of services that can bring about optimal results for the organization to achieve its mandates, and in alignment with the needs and goals of the organization.
	<ul style="list-style-type: circle;">
		<li>Reviews organization needs, and recommends a responsive job design ensuring that it considers internal and external realities, strategic alignment and value adding contributions, practical and adaptive work flows and distributions, sustainable control mechanisms, and balanced with task characteristics that will motivate and inspire employees to work.</li>
		<li>Assists units in documenting the operationalized job designs through a job description, and where possible, identify core job requirement and competencies for similarly situated jobs.</li>
	</ul>
	</li>
</ul>

<ul>
	<li style="list-style-type: none;">
	<ul style="list-style-type: disc;">
		<li>Oversees the conduct of the job evaluation and analysis process, and tracks the changes in job designs and how it relates with the overall organization design.</li>
		<li>Regularly provides data that would show a picture of the current job realities, including forecasts on short- and long-term horizons to help the University prepare for the future, in coordination with the different OPT&amp;OD sections.</li>
	</ul>
	</li>
</ul>

<ul>
	<li style="list-style-type: none;">
	<ul style="list-style-type: circle;">
		<li>Prepares quarterly and yearly organization insight reports, in coordination with the different OPT&amp;OD administrators, and designs a program to communicate such data to concerned administrators.</li>
		<li>Consolidates the year-end reports for discussion of top management about location job levels and how this affects organization’s optimal performance, and provides recommendations on how to address such realities and needs.</li>
	</ul>
	</li>
</ul>

4. Section Management and Development

<ul style="list-style-type: disc;">
	<li>Sets the direction of the Workforce and Job Review Section and determines its operational goals in alignment with the Office goals, and Cluster mandates.
	<ul>
		<li style="list-style-type: none;">
		<ul style="list-style-type: circle;">
			<li>Conducts strategic assessment and evaluation of the Section’s processes, programs, and initiatives, ensuring continuous improvement, maintenance and adjustment in program and service delivery.</li>
			<li>Regularly monitors the achievement of Section metrics and goals.</li>
			<li>Works with the HROD Quality Review and Design Section in providing communication content to inform, educate, and engage the stakeholders.</li>
		</ul>
		</li>
	</ul>
	</li>
	<li>Oversees the development of policies in the Section and provides inputs for the development of general Office policies.</li>
	<li>Prepares and monitors the Section’s budget and expenditures and recommends cost effective solutions for the Office.</li>
	<li>Manages the performance of employees in the Section by setting standards/targets, monitoring, and evaluating performance, and providing development opportunities.</li>
</ul>

5. Perform other duties that may be required by the Immediate Supervisor and authorized representatives.

HR Workforce Analysis and Job Design Section Head

Ayala Land transformed the Philippine landscape with the nation's premier business district over five decades ago. As the largest, most experienced, and most trusted company in its field, Ayala Land leads the burgeoning real estate industry in the Philippines with prime residential and commercial developments.

Ayala Land Premier carries the heritage of Ayala Land. From high-rise condominiums to suburban environments and leisure communities, Ayala Land Premier developments are true testaments to high-quality living. Heralded for their prestige, choice location, and unrivaled land value appreciation, each development guarantees prime locations and desired addresses.

At Ayala Land Premier, our biggest investment is our people. We train them to be the best that they can be. We support them in their drive to achieve their aspirations. And most of all, we inspire them to build strong relationships with clients.

You can now live your dream of a high-paying job, travel opportunities, and excellent chances of climbing up the corporate ladder in a prestigious company.

We reward people not only with excellent pay and perks but also with advancement in a solid career in the Real Estate industry.

Join our growing sales force now!

Ayala Land Premier

<ul>
	<li>Maintain and update seller records and database. (e.g. seller directory and personal info sheets)</li>
	<li>Assist in the preparation of HR documents, such as contracts, offer letters, and calling card requests.</li>
	<li>Assist with sellers' O.R. collection and encoding </li>
	<li>Assist in ensuring HR-related announcements are up-to-date and communicated effectively.</li>
</ul>

Human Resource Intern

Mosaic is a Filipino clothing company that is known for its speed-to-market approach in the women's casual category.  Always offering reinvented classics and wardrobe essentials,  we sell timeless, comfortable yet stylish pieces in today's lifestyle.

The company operates in 9 Lifestyle malls across Metro Manila and all items are made exclusively for the brand.

Mosaic

<ul>
	<li>Actively source external candidates using job ad site platforms, other social media and employ pro-active resourcing to build a robust pipeline of candidates.</li>
	<li>Engage in recruitment briefings with the Hiring Manager to gain further understanding of the vacancy, role specifics, job description, person specification, timeframe and salary budget, and other specific hiring requirements for the role.</li>
	<li>Review resumes, credentials and qualifications for appropriate skills, experience and knowledge of candidates in relation to position requirements.</li>
	<li>Evaluate and shortlist best-qualified candidates for endorsement to hiring managers.</li>
	<li>Update vacancy and application statuses.</li>
	<li>Liaise with applicants to provide updates and feedback.</li>
	<li>Perform other recruitment related functions</li>
</ul>

HR Associate

Recruitment

<ul>
	<li>Meet or Exceed Targets Set</li>
	<li>Conducts Initial &amp; Final Screening of candidates for Call Center Agent positions via Group or Individual Interviews</li>
	<li>Conducts ACES and Client approved tests to qualified candidates for Client Endorsements</li>
	<li>Conducts and Provides Coaching to All Endorsed Candidates to ensure that candidate has proper understanding of the Role they are profiled for</li>
	<li>Takes ownership over Endorsed Candidates (Endorsement Stage to Completing 3 months of Employment)</li>
	<li>Attends to Pertinent Related Activities</li>
</ul>

HR Recruitment Associate | Pasig

A gaming community and creative collective formed from the love of playing video games with friends. What started as a community with the goal of creating content about video games has evolved and grown into a massive organization and community with hundreds of talents and thousands of community members. RUMBLE ROYALE is now one of the biggest gaming communities in the Philippines, and regularly organizes events, manages talents, and creates content that anyone who loves gaming can enjoy. RUMBLE ROYALE is about being a community that enjoys having fun together and creating a positive social impact through gaming. We continuously aim to be a good influence in the overall gaming community, with a battlecry that urges our community to REIGN SUPREME!

RUMBLE ROYALE COLLECTIVE CORPORATION

<ul>
	<li>Handle external errands, such as deliveries, and other administrative tasks as assigned by the HR department.</li>
	<li>Ensures proper handling and timely submission of necessary licenses, permits, and other documents to all government agencies and/or banks accurately.</li>
	<li>Ensures that receiving copies/transmittal documents are attached to the original documents to be delivered.</li>
	<li>Endorse all documents on hand before end of business day to the designated personnel.</li>
	<li>Ensures timely collection of all available and/or confirmed bank proceeds and/or documents and payments from clients based on the designated personnel/ immediate head’s instructions</li>
	<li>Protect the confidentiality and privacy of company documents and records.</li>
	<li>Prepares and issues official receipts (OR) to the bank/client companies after receipt of payment.</li>
	<li>Ensures proper handling and security of all collections/payments received with corresponding duplicate O.R attached per collected payment and endorses them to designated personnel before end of business day.</li>
	<li>Maintain accurate records of document deliveries, liaison tasks, and other assigned duties.</li>
	<li>Assist in basic administrative tasks within the HR department, such as filing, photocopying, and organizing documents related to payroll, benefits, and employee records.</li>
	<li>Assist in coordinating logistics for company events, team-building activities, and employee engagement initiatives.</li>
</ul>

<ul>
</ul>

HR Liaison

LLS Australia workforce based in Sydney, Australia.
We offer short-term and long-term labor work to give you fast and flexible workforce solutions.
For over 15 years, we’ve been providing outstanding labor work services to businesses across Australia in red meat and poultry processing, manufacturing and agriculture and the construction and hospitality industries.
We’re a dynamic and driven team who deliver the right people for the right job. 

LLS AUS GROUP

Job Description: Country Manager - Philippines

Location: Philippines 
Reports to: Managing Director

 

Who we are

LLS Australia is a respected recruitment services provider in both the permanent and contingent / labour hire markets. We pride ourselves on our commitment to matching the right talent to the right role and company, quickly, and have built a strong reputation in a number of industries including NDIS / Not For Profit, Education, Transport and Logistics, Manufacturing, Building and Construction, and Food Services. 

We are on a growth trajectory, and we are looking to grow our pool of clients so that we can help more great people work with great companies. A key part of our growth is to establish a best in class candidate management function to service the Australian market at scale – with great candidates, sourced quickly, vetted well, and with filled roles quickly!

The Country Manager will report directly into the Managing Director, and will be responsible for overseeing the daily operations of our Philippines office, driving a great high performing team culture, recruiting a strong team and working in tandem with the Account Management team in Australia to serve our customers and grow our business.

Responsibility:

• Building and managing the Philippines office, with a focus on Candidate Management and some sales support / back office functions

• Recruiting, training, onboarding and leading a high performing team

• Managing the local managerial obligations for the office in the Philippines

• Creating a positive and proactive team culture, and working closely with the Managing Director to ensure all SLAs are met and great service is provided to clients throughout Australia.

Country Manager in Philippines

About Us
Virlux Innovations International Corporation. 



Virlux Innovations International Corp is a distribution company of imported and innovative brands and is known for the great care we take with clients and employees alike.

 We believe in a business balance where customers, employees and the company should all be equally happy. Virlux Innovations International Corp is a business of the people, by the people and for the people.





Mission & Vision
MISSION 

To deliver a well-known products, by giving honest service and efficiency in delivering various  goods, by fulfilling market demand and by giving value to all the partners for good and stable business relationship. 



VISION

To be lined up in brand distribution companies and resellers throughout the country. 

To maintain the trust from the different companies around the globe. 

Virlux Innovations International Corp

As an HR Business Partner, you will be responsible for managing and optimizing HR processes and administrative functions to ensure smooth operations and employee satisfaction. You will oversee the day-to-day HR activities, develop policies, and provide guidance to staff, ensuring compliance with company policies and relevant laws. Here are the key responsibilities:

 

Recruitment &amp; Onboarding:

<ul>
	<li>Oversee the recruitment process, including job postings, resume screening, interviewing, and onboarding.</li>
	<li>Develop and implement onboarding programs to ensure new hires are integrated smoothly.</li>
</ul>

Employee Relations:

<ul>
	<li>Address employee concerns and grievances promptly and professionally.</li>
	<li>Foster a positive workplace culture through effective communication and conflict resolution.</li>
</ul>

Performance Management:

<ul>
	<li>Implement performance appraisal systems and ensure regular performance reviews.</li>
	<li>Develop employee training and development programs to enhance skills and productivity.</li>
</ul>

Compliance &amp; Policy Development:

<ul>
	<li>Ensure compliance with labor laws and company policies.</li>
	<li>Develop and update HR policies and procedures as needed.</li>
</ul>

Office Management:

<ul>
	<li>Oversee office supplies, equipment maintenance, and general office upkeep.</li>
	<li>Manage vendor relationships and negotiate contracts for office services.</li>
</ul>

Record Keeping:

<ul>
	<li>Maintain accurate and up-to-date employee records.</li>
	<li>Ensure confidentiality and security of employee information.</li>
</ul>

Event Coordination:

<ul>
	<li>Plan and execute company events, meetings, and training sessions.</li>
	<li>Coordinate travel arrangements and accommodations for staff as needed.</li>
</ul>

HR Strategy Development:

<ul>
	<li>Collaborate with senior management to develop HR strategies aligned with business goals.</li>
	<li>Identify opportunities for HR process improvements and implement best practices.</li>
</ul>

Employee Engagement:

<ul>
	<li>Design and implement employee engagement initiatives to enhance job satisfaction and retention.</li>
	<li>Conduct regular surveys and feedback sessions to gauge employee morale and address concerns.</li>
</ul>

HR Metrics &amp; Reporting:

<ul>
	<li>Track HR metrics (e.g., turnover rates, employee satisfaction) and prepare regular reports for management.</li>
	<li>Use data analytics to identify trends and make informed HR decisions.</li>
</ul>

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