Senior HR Manager (Employer of Record (EOR) Experience Required)

Penbrothers is an HR & remote talent management partner and one of the fastest-growing companies in the Philippines. We provide talented Filipinos with global opportunities in high-growth startups and dynamic companies, from the comfort of their own homes.

About the Role

The Senior HR Manager serves as the deputy to the Head of HR and owns HR Operations end to end, leading the function through four direct reports: the HR Business Partner Lead, HR Operations Manager, HR Employee Experience Lead, and HR SMEs. This role translates the Head of HR's strategic direction into day-to-day execution, owns the organization's statutory and regulatory compliance posture in full (DOLE, BIR, SSS, PhilHealth, Pag-IBIG, and visa/immigration compliance for foreign employees), deputizes for the Head of HR in their absence on operational matters, and escalates matters requiring executive-level, board-level, or organization-wide strategic decisions. 

What you’ll do

Team Leadership & Departmental Operations

• Directly lead and manage the HR Business Partner Lead, HR Operations Manager, HR Employee Experience Lead, and HR SMEs, ensuring alignment, coordination, and consistent service delivery across all four pillars.

• Own day-to-day HR operations end to end, ensuring service-level commitments to internal teams and client accounts are met.

• Set performance expectations, coach, and build capability across direct reports and their teams; manage performance management cycles (e.g., PIPs, evaluations, calibration) at the operational level.

• Deputy for the Head of HR in internal and client-facing meetings when required.

HR Business Partnering & Client Advisory (via HR Business Partner Lead)

• Serve as the escalation point, through the HR Business Partner Lead, for complex employee relations, labor relations, and client advisory matters, in coordination with Legal as needed.

• Build and maintain productive relationships with client stakeholders on day-to-day HR service delivery, escalating account-level risks to the Head of HR where needed.

• Ensure consistent, compliant execution of HR policies and procedures across client accounts and internal teams.

Statutory & Regulatory Compliance (via HR Operations Manager)

• Own end-to-end DOLE compliance, including labor standards adherence (hours of work, overtime, holiday and rest day pay, service incentive leave, 13th month pay) and wage order implementation across all client accounts.

• Ensure timely and accurate filing of all required DOLE reports, including but not limited to the Establishment Employment Report, Establishment Termination Report, and other DOLE reportorial requirements.

• Own visa and work permit compliance for foreign national employees and clients' foreign staff, including Alien Employment Permit (AEP) applications and renewals with DOLE, and coordination on 9(g) working visas, Special Work Permits, and related Bureau of Immigration requirements.

• Oversee statutory contribution and reporting compliance with SSS, PhilHealth, Pag-IBIG, and BIR, including timely remittances and required submissions.

• Serve as the primary point of contact for DOLE labor inspections and compliance audits, leading root-cause analysis and remediation of any findings.

• Maintain a compliance tracker/calendar spanning DOLE, BIR, SSS, PhilHealth, Pag-IBIG, and Bureau of Immigration deadlines, and report compliance status and risk flags to the Head of HR.

• Monitor the effectiveness of existing compensation and benefits programs and prepare data-backed recommendations for the Head of HR's review.

People Experience, Engagement & Organizational Development (via HR Employee Experience Lead)

• Lead execution of engagement, wellness, and recognition programs (e.g., pulse surveys, culture initiatives), reporting outcomes and risk flags to the Head of HR.

• Drive implementation of training, learning & development, and succession planning programs aligned to org-wide goals set by the Head of HR.

Specialized HR Support (via HR SMEs)

• Direct HR SMEs in delivering specialized expertise (e.g., compensation benchmarking, job evaluation) in support of the broader HR function.

• Ensure SME output (data, analysis, and recommendations) is integrated into HR Operations and HR Business Partnering decision-making.

HR Technology & AI Enablement

• Champion the adoption of AI-enabled HR tools (e.g., HR chatbots/self-service, engagement and attrition analytics, HR data dashboards) to improve the efficiency and responsiveness of HR operations.

• Ensure AI-assisted HR tools are used responsibly and in compliance with data privacy requirements (Data Privacy Act / NPC), escalating tool adoption decisions with organization-wide impact to the Head of HR

What You Bring

Minimum Competencies

• Strong interpersonal, conflict resolution, and stakeholder management skills.

• Excellent organizational skills and attention to detail.

• Strong analytical and problem-solving skills, including comfort with HR data and reporting.

• Proven people-management and team supervisory skills.

• Strong project management skills; ability to execute against a strategic plan set by senior leadership.

• Working familiarity with AI-enabled HR tools and a willingness to champion their adoption.

Minimum Qualifications

• Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field.

• At least 8 to 10 years of progressive HR experience, including at least 3 to 5 years in a managerial/supervisory capacity, within the outsourcing/offshoring or EOR industry.

• Strong working knowledge of Philippine employment-related laws and regulations, including hands-on experience managing DOLE compliance and DOLE reportorial requirements.

• Experience handling visa and work permit compliance for foreign national employees (e.g., Alien Employment Permit, 9(g) working visas, Special Work Permits) is strongly preferred.

• Experience administering compensation and benefits programs across departments and seniority levels.

• Working knowledge of job evaluation and job analysis systems.

• Experience with performance management, engagement survey administration, and L&D program execution.

• Exposure to HR information systems and/or AI-enabled HR tools (e.g., ATS with AI screening, HR chatbots, analytics dashboards) is an advantage.

 Our Hiring Process

We utilize AI tools to enhance hiring efficiency and ensure a fair evaluation. Consequently, candidates will engage with an AI Interviewer, supervised by Human Talent Acquisition Experts who will support your entire application journey.

Our AI Expectations: While we encourage you to use AI for CV refinement and research, we require that all interviews and assessments be completed through your own authentic effort. The use of real-time AI assistance during interviews or to complete skills tests is strictly prohibited to ensure a fair and genuine evaluation of your capabilities.

What You’ll Get

At Penbrothers, we are obsessed with creating positive employee experiences. Here you’ll find an environment that nurtures learning and provides opportunities for growth. You’ll have the opportunity to make an impact on fast-growing startups and dynamic companies. 

·   Meaningful work & Growth: We take every opportunity to stretch ourselves and deliver an excellent client experience. 

·   Employee as our biggest asset: We are genuinely invested in our people’s career and welfare.

·   Global reach & local impact: Get to work with high-growth startups and dynamic companies from the comfort of your own home. 

·   Powering global startups: We’ve created 1,400 Filipino jobs that empower global start-ups to focus on growth.