Center for People Operations

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:

  1. Performs job functions consistent with the KLD’s Vision and Mission, Core Values, and Goals;
  2. Connects individual employee performance with the College goals;
  3. 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;
  4. Creates and implements a reward system and recognition culture that helps employees feel appreciated for their efforts;
  5. 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;
  6. 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;
  7. 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.
  8. 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
  9. 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 QualificationThe 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
MAY-ANN S. VILLAPANDO
Head, Human Resource Management

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

MAURICE GLENN L. VILLENA
Officer, Wages and Benefits
MAYLYN T. EKIT
Officer, Talent Acquisition
CAREN R. CAMPANER
Officer, Records and Archives