Job Description
Serve as the primary point of contact for all HR-related inquiries, partnering with department heads to drive people strategies, ensure operational excellence, and maintain compliance with Philippine labor standards.
Key Responsibilities:
HR Business Partnering & Operations
- Serve as the main point of contact for all People Department inquiries and requests from employees and management.
- Partner proactively with department heads to execute core HR functions seamlessly, including recruitment, performance management, exit management, and ensuring strict compliance with DOLE regulations, BIR taxation, and statutory remittances (SSS, PhilHealth, Pag-IBIG).
- Actively participate in departmental meetings and dialogues to understand operational challenges and align HR initiatives with the department's business objectives.
- Process and verify employee movements in a timely manner, including lateral transfers, re-designations, promotions, salary adjustments, and resignation off-boarding.
- Generate accurate HR metrics, dashboards, and ad-hoc reports as required by senior management to drive data-informed decisions.
Employee Relations & Engagement
- Champion HR policies and initiatives, ensuring clear communication and securing buy-in across all levels of the organization.
- Monitor and analyze employee behavioral metrics and sentiment to design targeted strategies that boost workplace engagement and retention.
- Manage end-to-end disciplinary issues and grievances in strict adherence to DOLE’s twin-notice rule and due process. This includes issuing Notices to Explain (NTE), conducting Administrative Hearings, and recommending appropriate disciplinary or corrective actions.
Total Rewards & Performance Management
- Drive Total Rewards by analyzing local market rates, maintaining internal pay equity, and structuring competitive compensation packages for new hires, internal promotions, and annual increments.
- Oversee the annual Performance Management cycle, guiding managers in conducting effective evaluations and facilitating the creation and monitoring of Performance Improvement Plans (PIP).
Talent Acquisition & Onboarding
- Manage the end-to-end onboarding process, ensuring the efficient collection of pre-employment requirements and critical documents.
- Facilitate comprehensive New Employee Onboarding to ensure a smooth transition into the company culture.
- Coordinate and process work permit and visa applications (e.g., Alien Employment Permits/AEP, 9g visas) for expatriate and foreign employees.
Talent Development & Succession Planning
- Act as an internal consultant for Heads of Departments (HODs) regarding Talent Development, identifying specific training needs and recommending appropriate learning interventions.
- Facilitate regular Talent Review sessions with HODs to identify high-potential talent and build robust succession plans for critical roles.
We are all different - one talent to another - that is how we rely on our differences. At AirAsia, you will be treated fairly and given all chances to be your best.We are committed to creating a diverse work environment and are proud to be an equal opportunity employer.
Search Firm Representatives - AirAsia does not accept unsolicited assistance from search firms for employment opportunities. All CVs / resumes submitted by search firms to any employee at our company without a valid written search agreement in place will be deemed the sole property of our company. No fee will be paid in the event a candidate is hired by our company as a result of an agency referral where no pre-existing agreement is in place.
