Role Purpose
The HR Manager – Compensation & Benefits, Digitalization and HR Processes is responsible for implementing, and continuously improving compensation and benefits programs, HR operational processes, HR data governance, and digital HR solutions. The role ensures that HR systems, payroll processes, employee re-wards, reporting frameworks, and organizational budgets are effectively man-aged to support business objectives while maintaining compliance with legal, corporate, and governance requirements.
The position serves as the focal point for Compensation & Benefits, HR digital transformation, process standardization, HR analytics, budget planning, and management reporting to drive efficiency, accuracy, data integrity, and employee experience across the HR function. This aligns with the HR framework covering Compensation & Benefits, HR Reporting & Analytics, payroll coordination, HR systems, and process optimization.
Key Activities
Compensation & Benefits Management
- Lead the design, implementation, and review of compensation and ben-efits programs to ensure market competitiveness and internal equity.
- Manage annual salary review, merit increases, bonus planning, and in-centive programs.
- Oversee job evaluation, salary benchmarking, and compensation struc-ture management.
- Administer employee benefits programs, including insurance, retire-ment, wellness, and government-mandated benefits.
- Provide compensation recommendations for recruitment, promotions, transfers, and retention initiatives.
- Ensure compliance with labor laws, tax regulations, and DHL compensa-tion governance.
- Partner with Finance and business leaders on compensation-related decisions and workforce cost planning.
Payroll Governance and HR Operations
- Oversee end-to-end payroll governance, ensuring accuracy, compliance, and timely processing.
- Manage payroll vendors and ensure service level agreements are met.
- Review payroll reports, statutory remittances, reconciliations, and com-pliance requirements.
- Ensure proper administration of employee movements impacting pay-roll, including promotions, transfers, salary adjustments, and organiza-tional changes.
- Lead payroll audits and implement controls to mitigate operational risks.
- Drive standardization and continuous improvement of HR operational processes.
Budget Planning and Financial Management
- Lead the annual HR budget planning process, including:
- Headcount forecasts
- Salary budgets
- Benefits costing
- Learning and development budgets
- Employee engagement expenditures
- HR systems and technology investments
- Monitor monthly HR expenses against budget.
- Prepare financial forecasts and workforce cost projections.
- Conduct variance analyses and provide recommendations to manage-ment.
- Partner with Finance during budget reviews and annual planning cycles.
Ensure cost optimization while maintaining employee value propositions.
HR Reporting, Analytics and Monthly Reportorial
- Own and manage all HR dashboards, KPIs, and management reports.
- Prepare monthly, quarterly, and annual HR repertorial covering:
- Headcount movements
- Manpower utilization
- Attrition and turnover trends (close coordination with HR Man-ager – Talent Management)
- Payroll cost analysis
- Overtime monitoring
- Benefits utilization
- Diversity and workforce demographics
- Develop executive-level workforce analytics and presentations.
- Ensure accuracy, consistency, and governance of HR data across systems.
- Support business decision-making through predictive and trend analysis.
Lead HR data quality initiatives and reporting standardization.
HR Digitalization and Systems Management
- Act as HR Digitalization Lead for all HR technology initiatives.
- Serve as business owner and superuser for HR platforms and systems.
- Manage implementation, enhancement, testing, and rollout of HR tech-nologies.
- Lead process automation initiatives to improve employee and manager experience.
- Partner with IT, regional, and global teams on system upgrades and digi-tal transformation projects.
- Develop technology roadmaps that support HR strategy and operational efficiency.
- Promote adoption of digital HR tools through stakeholder engagement and training.
Typical Systems Ownership
- HRIS (CHRIS)
- Payroll System (ALLSEC)
- Timekeeping System
- HR Reporting and Analytics Tools
- Workflow and Process Automation Solutions
- Compconnect (PF360, Executive, MyShares, Merit)
- DHL Payroll Sharepoint
- Government Portals (SSS, PHILHEALTH, PAG-IBIG)
HR Process Excellence and Governance
- Lead the design, documentation, review, and optimization of HR pro-cesses.
- Ensure alignment with DHL HR operating models, governance standards, and compliance requirements.
- Create and maintain process maps, standard operating procedures, and policy documentation.
- Drive operational excellence initiatives through lean and automation ap-proaches.
- Monitor process effectiveness through KPIs and service level metrics.
- Identify process risks and implement mitigation controls.
Compliance, Risk and Audit Management
- Ensure compliance with labor laws, tax requirements, social legislation, and corporate governance standards.
- Lead HR-related internal and external audits.
- Implement controls to safeguard payroll, benefits, and HR data.
- Support business continuity planning for HR operations and systems.
- Maintain confidentiality and data privacy standards in compliance with company requirements.
Stakeholder
- Influence others outside of own job area regarding policies, practices and procedures
- Develop strong, trusting relationships with business leaders across DPDHL
- Cooperate with and coordinate 3rd parties e.g. external service provid-ers
- Advise customers and key stakeholders on processes, systems and tools
Skills / Qualifications
Key capabilities/ Competencies/ Expected years of experience
Experience Level
- Minimum 8-10 years of progressive HR experience.
- At least 3-5 years in a managerial role covering Compensation & Benefits and HR Operations.
- Strong experience in: Payroll administration
- Budget planning and workforce costing
- HRIS management
- HR analytics and reporting
- Process improvement
- Digital transformation projects
- Vendor management
- Stakeholder management
Technical Competencies
- Compensation and Benefits Design
- Payroll Governance
- Workforce Planning
- Budget Management
- HR Analytics
- HRIS Administration
- Process Mapping and Optimization
- Digital Transformation
- Data Governance
- Project Management
- Labor Law Compliance (Gov’t Mandated SSS, PAGIBIG, Philhealth)
Leadership Competencies
- Strategic Thinking
- Business Acumen
- Change Management
- Influencing and Stakeholder Management
- Problem Solving
- Decision Making
- Continuous Improvement Mindset
- Customer Focus
- Collaboration and Team Leadership
Success Measures (KPIs)
- Payroll accuracy rate
- HR budget adherence
- HRIS data accuracy
- Timeliness of monthly repertorial submissions
- Employee benefits utilization and governance
- Digital adoption rate
- Process automation improvements
- Audit findings closure rate
- HR service delivery performance
- Compliance and regulatory adherence
Expected Educational Qualifications
Education Level
- Bachelor's Degree in Human Resources, Business Administration, Finance, Accounting, Industrial Engineering, Information Systems, or related disci-pline.
- Master's Degree is an advantage.
Professional Certifications (Preferred but not required)
- Certified Compensation Professional (CCP)
- Certified Human Resources Professional
- HR Analytics Certification
- Project Management Certification
- Lean Six Sigma Certification