The posting
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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.
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