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HR Generalist (Dayshift)

Job Category:

Human Resource

Job Level:


Open Date:



CEBU CITY (Capital)

Close date:


Client Overview:

Our client provides in-depth knowledge, expertise and analysis on the different areas of our clients' businesses based in Australia, the UK and the US. They have their unique culture that fosters both critical thinking and belongingness.

Client Industry:


Job Description and Qualification:


  • Must be knowledgable in Australian payroll process
  • Must have proven experience as an HR Generalist
  • Must be knowledgable with employment/labor laws
  • Must know how to Understand the general human resources policies and procedures
  • Must be excellent with both Oral & Written Communication

Duties and Responsibilities:

Workforce Planning and Employment (Recruitment)

  • Plan, prepare & recommend an efficient and effective recruitment process: from sourcing, interviewing, background checking to onboarding;
  • Implementing the organization’s recruiting strategy to attract the best and most suitable applicants for the various positions available;
  • Conduct initial screening with applicants resumes;
  • Prepare and administer pre-employment tests/qualifications;
  • Conduct initial interview process with applicants;
  • Facilitate schedules and communications for clients interviews;
  • Provide thorough and detailed background investigations;
  • Conduct induction & introduction to company practices, policies and procedures;
  • Collects Pre-employment Requirements from new hires;
  • Responsible for record-keeping (201 folder management);
  • Responsible for conducting the probationary (1st - 5th month) & annual performance appraisal/evaluations of the employees and must ensure that the process supports and protects the company;
  • Processing transfers & promotions (Notice of Personnel Action Form);
  • Processes new hires/termination reports to various government offices (PHIC, BIR, SSS & HMDF)

Attendance & Timekeeping

  • Compile employee time, production, and payroll data from timesheets and other records;
  • Review timesheets, work charts, wage computation, and other information in order to detect and reconcile payroll discrepancies;
  • Verify attendance, hours worked, and pay adjustments, and post information onto designated records;
  • Record employee information, such as exemptions, transfers, and resignations, in order to maintain and update payroll records;
  • Issue and record adjustments to pay related to previous errors or retroactive increases.
  • Keep informed about changes in tax and deduction laws that apply to the payroll process.
  • Compile statistical reports, statements, and summaries related to pay and benefits accounts, and submit them to appropriate departments.

HR Development

  • Conducts training sessions on office general office programs;
  • Administer on-the-job training programs (if applicable);
  • Evaluating applicable training programs (if applicable);
  • Maintaining records of employee participation in all training and development programs
  • Analyzing job duties
  • Writing job descriptions
  • Plan and develop training and development programs that would support the employee’s existing and future needs

Compensation & Benefits (Compensation & Engagement)

  • Conducting and analyzing compensation surveys
  • Performing job evaluations and job analyses
  • Create a standardized salary structure and improved benefits package to attract and retain talents and at the same time rewards excellent performance
  • Designs, recommend and implement processes and systems of creative compensation schemes, and overall employee welfare programs and services to maintain an efficient and highly motivated and productive workforce.
  • Ensures that all the employees are well motivated and engaged in organizing different events and activities and by maintaining and creating benefits programs in line with the needs and wants of the employees

Employee and Labor Relations (general)

  • Create, circulate and enforce a handbook containing the company policies, rules, and regulations and the code of conduct;
  • Issue incident reports, notices and memorandum and impose proper sanctions for the enforcement of employee discipline;
  • Prepare acknowledgement forms for employees to sign - for every policy & memorandum released/updated;
  • Prepare & submit documentation for labour-related concerns (redundancy, retrenchment, etc.);
  • Coordinate with lawyers for updates in a labor code
  • Processing employee grievances
  • Overseeing engagement programs and other employee relations work

Risk Management

  • Developing and administering health and safety programs
  • Preparing back-up 
  • Conducting safety inspections
  • Maintaining accident records
  • Preparing government reports as to remain in compliance