People And Culture Specialist (Hr Coordinator)

People and Culture Specialist (HR Coordinator)NTFP-EP Asiais an association of 30 members with over 100 partner non-governmental organizations and community-based organizations working with forest-based communities to strengthen their capacity in the sustainable management of natural resources in Cambodia, India, Indonesia, Malaysia, the Philippines, and Vietnam.
ThePeople & Culture Specialist / Human Resource Coordinatoris a full-time work available to Philippine-based applicants only.
Salary range isPhP40,000 to PhP50,000 gross per monthcommensurate to qualifications, with standard benefits and a maximum 6-month probation.
This position reports to the Operations Director.
Submit applications on or before24 January 2025, 5:00 PMwith requirements below:
Duty station is at theNTFP-EP Asia Quezon City office , which operates on a compressed work week from Mondays to Thursdays.
1.
Email Curriculum Vitae/Resume and application letter to ****** addressed to THE EXECUTIVE DIRECTOR
2.
Please use this format for your CV & application letter submission with the subject: "PCS Officer, FAMILYname CV or Application Letter"
At least five (5) years relevant work experience in human resources
Teamplayer with good interpersonal skills and able to work in a multi-cultural environment
Experience in a non-governmental or non-profit organization is an advantage
Excellent computer skills, experience with Microsoft Office365 programs preferred
A self-starter, attentive to details, with the ability to work with minimal supervision and perform tasks with accuracy and efficiency
Willing to work onsite in Quezon City
REPORTS DIRECTLY TO:Operations Director
COORDINATES WITH:NTFP-EP Asia management and staff
DUTIES AND RESPONSIBILITIES:Each Employee's duties and responsibilities contribute towards the attainment of the Vision, Mission, and Goals of NTFP-EP.
This includes providing proactive support and working in cooperation with partners, including those from the marginalized sectors – indigenous peoples and local communities including women and youth – in the different country networks and in various capacities.
As People & Culture Specialist/ HR Coordinator (PCS/HRC), the Employee is responsible for aligning employee performance with organizational values.
The PCS/HRC develops engaging programs that create and maintain a cohesive company culture within NTFP-EP.
This includes a recruitment and onboarding process not only for new hires on probation, but also for transfers and promotions.
S/he initiates activities that enhance employee engagement and well-being, while acting as a resource for addressing concerns and promoting a positive work environment.
Supporting performance management, s/he facilitates feedback and growth opportunities, as well as coordinates learning and development programs that align with both professional and cultural objectives.
S/he promotes organizational values, strengthens diversity, equity, and inclusion, ensures compliance with labor laws, and manages employee relations by addressing grievances fairly.
Additionally, s/he continuously reviews and enhances HR processes and policies based on employee feedback to drive improvements in the workplace environment.
Based on an agreed annual workplan, the Employee shall have responsibilities in the following key areas:
Recruitment, Transfers, & Regularization:
Coordinates staff recruitment procedures, which include working with relevant staff on developing job descriptions, job announcements, shortlisting of candidates with relevant personnel, organizing interviews/exams, checking of references and finalizing job offers;
Organizes relevant processes for incoming staff that include:
Submission of all pre-employment requirements prior to start date or within the first two weeks of employment;
Opening/Linking of BPI bank account and enrolment in payroll system facility;
Coordinates the promotion or transfer of staff to a new position/posting, following the process for internal hires.
Ensures that there is a reasonable transition period, with an orientation process for the new position, as well as a process to turn over the old responsibilities;
Manages the onboarding process of new hires and/or existing staff in their new position.
Establishes a reasonable transition period which will include an orientation schedule with the relevant teams to ensure minimal disruption and a seamless integration within the organization.
Coordinates the regularization process of probationary employees during their fifth month and scheduled assessment period for transferring employees, in coordination with management including the finance personnel and the hiring officer/s;
Human Resource Management:
Monitors all staff employment contracts, the accompanying Code of Conduct and Conflict of Interest, and ensures that the job descriptions of all staff are accurate and signed in a timely manner;
Supports responsible officers in preparing Professional Service Contracts (PSCs) for consultants;
Ensures contracts are within standards, and provides guidance to concerned officers on the standard clauses and requirements in related contracts and agreements supported by signed annexes including the Code of Conduct, among others;
Supervises commissioned consultants and services, as needed;
Supports other management-related concerns such as preparing memorandum circular/s, as necessary, and supporting organization of regional meetings;
Works with the Admin.
Officer in organizing and storing (hard copy and electronic) files of employment and service contracts of staff and consultants;
Initiates any improvements to the existing human resources management process as needed and ensures that changes are incorporated in the NTFP-EP Manual of Operations.
Compensation, Benefits, and Legal Compliance:
Ensures that staff pay and remuneration are commensurate with their responsibilities;
Initiates memos on longevity pay payments and/or sabbatical schedules of eligible staff;
Ensures compliance with Philippine labor laws and mandated government benefits, including any adjustments in pay and remuneration, in coordination with the Finance Coordinator and Management;
Reviews the NTFP-EP salary scale from time to time and ensures that the scale is at par with industry standards;
Performance Management and Employee Satisfaction:
Organizes the annual staff performance appraisal processes that includes,a) Consolidated results and organizing feedback sessions of supervisors and their staff; b) Personal Learning & Development Plan; c) Annual workplan
Supports the Grievance Committee from selection of its members involving the regional and country staff during regional staff meetings or via online platform/s to their activation in specific cases, as needed;
Learning & Development:
Initiates a program that aligns employee performance with organizational values in consultation with management;
Manages the development, improvement and implementation of organizational staff development plans for learning and skills capacity enhancement and strengthening.
Ensures that results from staff appraisals and regular training needs assessments are integrated in said staff development plans;
Ensures that staff continue to adhere to NTFP-EP's Code of Conduct and organizes regular refresher sessions on this and on other topics like SEAH, gender sensitivity, SOGIE, etc., from time to time;
Security Management:
Manages the emergency phone tree of the organization, ensuring that staff contact details are reviewed and updated on a regular basis;
Reviews and updates the staff-related security protocols of NTFP-EP, both within the workplace, the network, and out in the field;
Functions as the primary lead for any ad hoc security management team to be organized with other country offices whenever NTFP-EP will be unable to work or provide support in any conflict-prone area;
Employment Termination and Succession Planning:
Coordinates the relevant processes for outgoing staff that include:a) Staff submission of a resignation letter that is duly acknowledged by the supervisor or written notice of employment termination that is duly acknowledged by the outgoing staff; b) Routing a clearance form to be signed by all pertinent units; c) Staff submission of pending deliverables and outputs; d) Coordination with finance on the holding of and subsequent release of the last pay; e) Signed and notarized quit claim;
Reviews the annual staffing requirements of the organization vis-à-vis project budget charging in consultation with management.
Performs other tasks related to his/her job designation as may be assigned by his/her supervisor from time to time, including any requested support to NTFP-EP Country Offices.
NTFP-EP is an equal opportunity employer and values the diverse backgrounds of all its applicants.
It follows the principles of honesty, trust and respect.
It does not tolerate harassment or discrimination of any kind, such as cases involving gender, race, color, age, religion, citizenship, disabilities, sexual orientation, senior citizen status, or any other protected status.
This policy follows all applicable laws governing non-discrimination in employment in the Philippines and/or in the CLMV country where the employee or applicant is based.#J-18808-Ljbffr