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Open nowFirst seen 5 days ago

Chief Human Resource Officer (Real Estate)

PM Consulting1,482 open roles

Where
Metro Manila, Philippines
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Your applicationOpen nowChief Human Resource Officer (Real Estate)PM Consulting · Metro Manila, Philippines

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on PM Consulting's own form.

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The clock on this job

Early applications get read.

12.3% of postings close within 7 days. Measured by our own scanner across the market. PM Consulting postings stay open a median of 1 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.5%3 days
  3. 12.3%7 days
  4. 19.3%14 days
  5. 35.6%30 days
  6. 58.1%60 days
This job: first seen 5 days ago

PM Consulting median: 1 days open

The posting

The Chief Human Resources Officer (CHRO) is a key member of the executive leadership team, responsible for defining and driving the overall people strategy of a large-scale real estate development organization. The role ensures that human capital capabilities are aligned with business growth, project delivery, and long-term organizational sustainability.

The CHRO leads all aspects of HR including talent acquisition, organizational development, compensation and benefits, employee relations, leadership development, culture transformation, and workforce planning across corporate, construction, and project-based operations.

Key Responsibilities

People Strategy & Organizational Leadership

  • Develop and execute a comprehensive HR strategy aligned with business expansion, project pipelines, and corporate objectives.
  • Partner with the CEO and executive committee in shaping organizational structure and workforce planning.
  • Drive long-term talent strategy to support land development, construction, sales, property management, and corporate functions.

Talent Acquisition & Workforce Planning

  • Lead strategic hiring initiatives for both corporate and site-based roles including engineers, project managers, sales teams, and operational staff.
  • Develop workforce planning models aligned with project timelines and development cycles.
  • Ensure strong talent pipelines for critical and leadership roles.

Organizational Development & Capability Building

  • Design and implement leadership development and succession planning programs.
  • Strengthen managerial capability across project execution, construction management, and commercial operations.
  • Drive learning and development initiatives aligned with business needs and technical competencies.

Culture, Engagement & Employee Experience

  • Define and promote organizational culture aligned with performance, safety, accountability, and collaboration.
  • Lead employee engagement programs across corporate offices and project sites.
  • Implement initiatives to improve retention, morale, and productivity across diverse workforce groups.

Compensation, Benefits & Performance Management

  • Design competitive compensation and benefits structures aligned with industry benchmarks.
  • Oversee performance management systems ensuring alignment with business and project KPIs.
  • Drive pay-for-performance culture across all levels of the organization.

HR Operations & Compliance

  • Ensure compliance with labor laws, safety regulations, and employment standards across all project sites and offices.
  • Oversee HR operations including HRIS, payroll, employee relations, and policy governance.
  • Manage labor relations and resolve complex employee issues when necessary.

Stakeholder & Executive Partnership

  • Act as strategic advisor to senior leadership on all people-related matters.
  • Collaborate with operations, construction, engineering, and commercial teams to align workforce capabilities with project demands.
  • Partner with external stakeholders including regulators, consultants, and industry bodies when needed.

Change Management & Transformation

  • Lead organizational change initiatives including restructuring, expansion, and digital HR transformation.
  • Drive adoption of HR technologies and data-driven people analytics.
  • Support mergers, acquisitions, or new business integrations if applicable.

Qualifications

Education

  • Bachelor’s degree in Human Resources, Psychology, Business Administration, or related field.
  • MBA or Master’s degree is highly preferred.

Experience

  • 15+ years of progressive HR experience with at least 5–8 years in a senior leadership or CHRO-level role.
  • Strong background in construction, real estate development, infrastructure, or project-based industries is highly preferred.
  • Experience managing large, multi-site, and diverse workforce environments.
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