XTN-3667716 | PEOPLE & CULTURE DEVELOPMENT MANAGER

. . Strategic Leadership & EOS Management • Act as the primary partner (2IC) to the PCD Director, translating big-picture goals into daily actions, KPIs, and departmental "Rocks." • Lead the EOS process: track department health, monitor L10 meeting scores and scorecard accuracy, and keep quarterly reviews and org/accountability charts current. • Use the Identify-Discuss-Solve (IDS) method to resolve bottlenecks and cross-functional issues. • Serve as the connective tissue between PCD sub-teams - aligning training with company structure, using benefits and culture to attract top talent, and using analytics to catch compliance "friction points" early. Training, Growth & Culture • Create and lead leadership-development workshops for current and future leaders. • Identify skill gaps and build training programs in partnership with department managers and directors. • Partner with the Success & Relations (HR) team and CARE on succession planning and growth paths for high-potential staff. • Actively steward Mountain Mover's mission, values, and culture as the company scales. Benefits, Pay & Engagement • Lead compensation benchmarking to keep pay competitive for VAs and support staff, and flag when current bands need adjustment. • Design new benefit structures (HMO, wellness perks, etc.) tailored to a remote workforce. • Oversee the accuracy of raises, promotions, and bonus distribution. • Plan a yearly engagement calendar (holiday parties, team building, wellness programs) that builds belonging across contractors and staff. • Audit and monitor benefit administration, including HMO enrollment and bonus accuracy. Operations, Compliance & Contractor Lifecycle • Manage onboarding and offboarding, including system access, final pay, and exit interviews. • Partner with leadership on workforce planning and hiring forecasts across departments. • Handle Independent Contractor relations: conflict resolution, policy investigations, and coaching managers through difficult conversations. • Maintain 100% timekeeping accuracy and "bulletproof" HR handbooks/contracts aligned to Philippine and US standards. • Apply Lean Six Sigma principles to remove waste from HR processes. Spot early warning signs of burnout or attrition and track retention/engagement trends Required Qualifications • 5+ years of progressive HR/People Operations experience, including substantial time in a leadership/management seat. • Hands-on Salesforce experience - non-negotiable. • Ability to interpret EOS scorecards to drive organizational discipline and accountability. • Thorough working knowledge of Philippine Labor Law and Independent Contractor (VA) regulations. • Exceptional negotiation and conflict-resolution skills, with a genuine team-player attitude. • Demonstrated ability to bridge departmental manpower needs with sourcing/screening led by the corporate recruitment team. Preferred Qualifications • Certified Lean Six Sigma Yellow Belt (or an equivalent continuous-improvement mindset). • Prior exposure to compensation benchmarking or total rewards design (even limited exposure is welcome). • Background in a startup or fast-scaling environment, comfortable with evolving tools and ambiguity. • Prior experience managing Independent Contractors or virtual teams. Technical & Soft Skills • Salesforce proficiency (required). • Comfort operating fully remote - confident navigating a range of digital collaboration and HRIS platforms. • EOS / scorecard fluency and data-driven decision making. • Strong written and verbal communication; able to coach managers through sensitive conversations. • High attention to detail balanced with big-picture awareness - able to complement a macro-level Director. • Dynamic, energizing presence that keeps team morale and momentum high. Experience Requirements • Minimum 5 years progressive HR/People Operations experience, with meaningful time in a management role (8-10 years welcome, but not required if leadership depth is strong). • Some exposure to compensation benchmarking/total rewards a plus, but not a blocker. Reporting Structure Reports directly to the People & Culture Development (PCD) Director. Leads a team of six: 1 Onboarding Specialist, 2 HR Associates, and 3 Workforce/Timekeeping Associates. Role-Specific Expectations & Business Context • This is a "plug-and-play" seat - the team needs someone who can step in and run without a long ramp-up period. • You'll act as second-in-command to the PCD Director, who operates at a macro level; your value is in being the detail-oriented executor who keeps the department's engine running. • Beyond competence, the hiring team is explicitly looking for energy - someone who keeps the team's morale and momentum going, not just someone who manages tasks. .