HR Officer - Talent and Development

This role builds the company’s talent pipeline by ensuring we attract, onboard, and develop capable employees. It also drives training and engagement programs—including Principal-initiated learning—so employees remain productive, motivated, and retained. By managing the “people experience” from recruitment to development, this role directly supports workforce stability, performance, and company growth. Key Responsibilities:1. Recruitment & Onboarding Manage end-to-end recruitment (sourcing to job offer). Maintain recruitment trackers and candidate pipelines. Handle pre-employment checks and requirements. Facilitate new hire onboarding and orientation. Monitor probationary employees and evaluations. 2. Training & Development Conduct training needs analysis with department heads. Develop and execute the annual training calendar. Maintain training records and completion reports. Coordinate Principal-initiated training and career development programs (nomination, execution, monitoring, reporting). Evaluate training effectiveness. 3. Engagement & Retention Implement employee engagement activities (wellness, teambuilding, recognition). Conduct exit interviews and turnover analysis. Run engagement surveys and recommend retention measures. Conduct exit interviews as part of the off-boarding process, prepare turnover analysis, and provide recommendations for retention improvement. When adopted, integrate the Hybrid Work Policy into onboarding programs and employee orientation. Gather employee feedback on hybrid arrangements through surveys and report results to HHRA. 4. Employee Relations Support Act as first point of contact for employee concerns. Escalate complex cases to HHRA. Maintain case logs in HRIS. Assist HHRA in rolling out and monitoring the Company Code of Ethics. Orient new hires during onboarding. Provide initial counseling for minor infractions before escalation. Maintain updated emergency contact lists for all employees. Assist HHRA in employee welfare coordination during crises (communication, hotline updates, wellness support). Support business continuity by organizing workforce redeployment or reassignments if disruptions affect staffing. 5. Digital Transformation Role Use applicant tracking/e-onboarding tools. Digitize training and development records. Implement employee surveys digitally. Generate analytics (lead-to-hire, training hours, turnover risk). Requirements: Bachelor’s degree in HR, Psychology, Business, or related field. 3–5 years’ experience in recruitment, training, or employee engagement. Familiarity with labor law and HR compliance. Experience with HRIS or ATS systems.