Center for People Operations
JOB IDENTIFICATION
Position Title : Director for Center for People Operations
Job Grade : Job Evaluation Exempt
Department : Office of the President/College Administrator
Number of Positions : One
Reports to : President/College Administrator
Coordinates with : Heads of all Domains, Institutes, Departments, and Units and academic and non-academic personnel
Appointment : The Director for Center for People Operations is appointed by the President/College Administrator.
Term : He/she serves for a specified period of time and may be reappointed for another term unless sooner removed for cases such as incapacity, incompetence and dishonesty and /or convicted of a crime involving moral turpitude and other grave offenses as decided by a competent court of law.
JOB FUNCTIONS
Job Summary
The position holder is primarily responsible for leading, coaching and overseeing the entire People team in KLD. Together with the other KLD leaders, he/she develops and drives forward a people strategy across the College.
Primary Duties and Responsibilities
The position holder shall undertake the following functions:
- Performs job functions consistent with the KLD’s Vision and Mission, Core Values, and Goals;
- Connects individual employee performance with the College goals;
- Maps the employee journey and lifecycle by interviewing, first day at work and job orientation and other onboarding activities; conducts performance reviews; provides training and development; organizes team events; facilitates company restructurings; and conducts exit interviews;
- Creates and implements a reward system and recognition culture that helps employees feel appreciated for their efforts;
- Keeps staff happy and healthy at all times which significantly improve College’s productivity by lowering absenteeism rates, increasing retention, and improving the overall organizational culture;
- Spearheads employee learning and development which includes skills training (upskilling and reskilling), career pathing, management, and leadership development, and helping set goals for individual roles through KPIs;
- Manages changes across the College which includes system updates, a move from manual to digital ways of working, employees switching teams, management shifts in business objectives, and changes based on internal findings.
- Builds a more ethical and diverse organizational culture and manages cultural transformation if the current culture is misaligned with the College’s Vision, Core Values and Goals; and
- Performs such other assigned functions that are analogous, germane or related to and /or implied from the preceding enumeration of duties and responsibilities.
JOB SPECIFICATIONS
Education Completion of a master’s degree in business, communication or any related disciplines
Experience At least two years of practical experience in a related field
Core Persons being considered for appointment to the position should
Competence exhibit the following mandatory job dimensions at point of entry:
- Professional and Technical Proficiency
- Communication Skills
- Oral Communication including Presentation Skills
- Written Communication
- Attention to details
- Professional and personal integrity
In addition, candidates for the position should be computer literate and capable of applying canned office programs.
Desirable Job It is advantageous for the prospective appointee to this position to
Dimensions exhibit the following desirable job dimensions:
- Creativity and Innovation
- Initiative and Resourcefulness
- Decisiveness and Judgment
- Initiative and Resourcefulness
Waiver of Required Qualification | The Institution may waive some of the qualifications if: There are equivalent academic credentials, training, or work experience that may be substituted for the specified qualificationsThe Institution will provide the training at entry level to equip the incumbent for the position. |
The Human Resource Management Unit

Head, Human Resource Management
The Human Resource Management Officer is responsible for managing all aspects of employee life cycle within an organization. This includes recruitment, training and development, payroll, and record keeping. Each of these functions requires a specific set of skills and expertise.
The Administrative Office
- Managing employee onboarding and offboarding process.
- Maintaining employee records and ensuring data accuracy.
- Assisting with employee relations and conflict resolution.
- Managing performance appraisal processes.
- Implementing HR policies and procedures.
- Handling employee benefits and compensation administration.
- Assisting with HR reporting and analysis.
- Ensuring compliance with labor laws and regulations.
The HRM Officers

Officer, Wages and Benefits

Officer, Talent Acquisition

Officer, Records and Archives