PEOPLE & CULTURE DEVELOPMENT MANAGER

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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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