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  • Description

  • Responsibilities

    *Please note: this job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

    Key Result #1: Talent acquisition

    A. Lead the recruitment process for the CO, under the supervision of the Talent & Culture Manager;

    B. Assist the Talent & Culture Manager during the preparation of job evaluations and implementation of salary structure;

    C. Support the Manager in reviewing/ revising job descriptions (JD) with line managers – aligning the JD with the organizational goals;

    Key Result #2: Talent Growth and development

    A. Work closely with the hiring manager in the development and oversight of onboarding plan of new hire;

    B. Facilitate new employee orientation, including scheduling stakeholder orientation sessions and ensuring that FH orientation requirements are met;

    C. Work closely with Talent & Culture Manager to design, develop and implement new supervisor orientation, ensuring that newly-promoted or recruited supervisors understand the role and responsibility of being an organizational leader;

    D. Coach and provide training to leaders on effective performance management appraisals and implementation of solutions to meet identified development needs;

    E. Work with the line managers in identifying second-liners or possible candidates in succession;

    F. Guide line managers and staff in assessing skills gap, evaluating training needs, and in the preparation of the staff development plans;

    G. Design, develop and implement an annual training program, and strategic solutions for improving skills across the organization in discussion with the line managers;

    H. Collaborate with technical specialists and other staff with expertise (e.g. project management, budget management, emergency response, etc.) to conduct learning sessions, coaching, and mentoring;

    I. Schedule, organize, and facilitate/deliver Foundations training for all staff;

    Key Result #3: Organisational culture management

    A. Work closely with the Talent & Culture Manager to assess, identify staff engagement and staff care needs for the CO

    B. Work closely with Talent & Culture Manager to plan and implement initiatives that develop an organizational culture that reflects FH’s Heartbeat, promoting accountability and high performance, encouraging wellness, care and foster a team culture of learning, creativity, and innovation

    C. Oversee contextualization and distribution of FH materials for spiritual development;

    D. Develop and implement an annual employee engagement calendar with activities strengthening the staff’s alignment with FH Heartbeat and the strategic goals of the CO;

    E. Work closely with the Talent & Culture Manager on emergency staff care response (i.e. organize refresher training to Family Liaison Officers and Psychological First Aid (PFA) trained staff; provide professionally-led psychosocial sessions (PSS), etc.)


    Education: Bachelor’s degree in Business Administration with a concentration in HR, Psychology, Behavioural Science, Human Ecology, Social Sciences/ Social Work, or any related field. Graduates of other courses may be considered if he/ she has the experience and competency requirements of the post. A Masters' Degree would be an advantage.

    Experience: At least 5 years of experience in HR, organizational development, staff capacity building, and employee engagement with organizations in the international development sector. Experience in supporting SLT with succession planning and restructuring projects. Experience in staff capacity building, professional development planning, and succession management.

    Supervisory Responsibilities: This position does not have direct supervisory responsibilities.

    Language: Proficiency in spoken and written English and Tagalog. Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or government regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.

    Applicants who were not contacted three weeks of the closing dates may mean that other candidates were shortlisted.

  • Requirements

  • Minimum education level: Bachelor´s Degree
  • Years of experience: 5
  • Language(s): English ,Tagalog
  • Knowledge: Microsoft Excel, Microsoft PowerPoint, Microsoft Word, Windows, Adaptation to change, Analysis, Learning, Communication and persuasion, Team building, Organisation
  • Availability for travel: Yes
  • Availability for change of residence: Yes

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Job summary

  • Talent Development Specialist

  • Manila, National Capital Region

  • Company

    Food For The Hungry Philippines, Inc.
  • Type of contract

    Permanent contract

  • Work type

    Full Time

  • Apply