PRIME Philippines is a dynamic, founder-driven, and leading full-service commercial real estate consultancy firm in the Philippines. Established in 2013, we have rapidly evolved from a bold startup into one of the country’s fastest-growing real estate service companies. We specialize in providing integrated, data-driven, and market-intelligence-based real estate solutions to a wide range of clients—including developers, investors, occupiers, and landowners.
At PRIME Philippines, growth is in our DNA. We offer a fast-paced, entrepreneurial environment where top talent can fast-track their careers, take ownership of major projects, and grow alongside the business.
We offer a comprehensive suite of tailored services designed to meet the evolving needs of businesses across various industries, including:
Headquartered in Quezon City with strategic regional offices in key growth cities like Cebu and Davao, PRIME Philippines serves both local and international clients. Having successfully handled thousands of real estate projects and transactions, we are actively expanding our footprint.
If you are a driven professional looking to make a tangible impact, challenge the status quo, and be part of a homegrown brand taking on the global stage, your next growth chapter starts here.
JOB SUMMARY
The Head of Human Resources is responsible for designing and executing the organization's people strategy to support business growth, leadership capability, organizational effectiveness, and workforce sustainability.
The role serves as a strategic business partner to the Executive Leadership Team and is accountable for building a high-performance culture through talent acquisition, succession planning, leadership development, organizational design, performance management, employee engagement, and change management initiatives.
The position will lead the transformation of Human Resources from a transactional function into a strategic business enabler by ensuring the organization has the right talent, leadership pipeline, organizational structure, and culture to achieve its longterm business objectives.
KEY RESPONSIBILITIES:
1. Organizational Development and Transformation
• Lead the development and implementation of the organization's Human Capital and Organizational Development strategy.
• Design and implement organizational structures that support business growth and operational efficiency.
• Conduct organizational assessments to identify capability gaps, workforce challenges, and improvement opportunities.
• Lead workforce planning initiatives aligned with business expansion and future talent requirements.
• Drive organizational effectiveness, productivity, and employee performance initiatives.
• Develop and implement change management programs for business
transformation projects.
• Establish and strengthen organizational culture, values, and leadership
behaviors.
2. Succession Planning and Leadership Pipeline Development
• Develop a company-wide succession planning framework for critical and leadership positions.
• Identify high-potential employees and create talent acceleration programs.
• Establish leadership competency frameworks and career progression pathways.
• Build and maintain talent inventories and succession slates for key positions.
• Partner with business leaders to assess leadership readiness and future talent requirements.
• Develop strategies to reduce leadership succession risks.
3. Talent Management and Development
• Design and implement an integrated talent management framework.
• Develop programs focused on: - Leadership Development - Management Development - Career Development - High-Potential Employee Programs - Mentorship Programs - Individual Development Plans (IDPs)
• Establish competency-based talent assessment processes.
• Develop learning and development strategies to enhance organizational capability.
• Evaluate training effectiveness and leadership readiness outcomes.
4. Talent Acquisition Strategy
• Lead strategic talent acquisition initiatives for critical and executive-level positions.
• Develop employer branding and talent attraction strategies.
• Build talent pipelines for key business functions.
• Establish workforce planning and manpower forecasting processes.
• Partner with executive search firms and industry networks for leadership hiring.
• Improve quality of hire and reduce time-to-fill for critical positions.
5. Employee Engagement and Culture
• Develop strategies to improve employee engagement and retention.
• Lead employee listening and engagement initiatives.
• Build programs that strengthen organizational culture and employee experience.
• Foster a high-performance, values-driven workplace environment.
6. HR Strategy and Governance
• Serve as strategic advisor to the CEO and Executive Leadership Team on people-related matters.
• Develop long-term workforce and talent strategies.
• Establish HR policies, frameworks, and governance standards.
• Monitor HR metrics and workforce analytics to support decision-making.
• Ensure compliance with labor laws and regulatory requirements.
QUALIFICATIONS
1. Bachelor's Degree in Human Resources, Psychology, Behavioral Science,Business Administration, Organizational Development, or related field.
2. Master's Degree in Human Resources, Organizational Development, Industrial Psychology, Business Administration, or related discipline preferred.
3. Minimum of 12–15 years of progressive Human Resources experience.
4. At least 5 years in a senior leadership role overseeing HR and Organizational Development functions.
5. Proven experience leading organization-wide transformation and talent management initiatives.
6. Strong background in succession planning, leadership development, and workforce planning.
7. Demonstrated success in building high-performance cultures and leadership pipelines.
8. Experience supporting fast-growing or multi-business organizations.