Human Resources Manager— Philippines Site HR Leade
Confirmed on the employer's own hiring board on Nov 14, 2026. First seen by Alion on Oct 19, 2026.
Description
HR Manager - Philippines Site HR Leader
About Moatable
Moatable is a publicly traded, U.S.-based SaaS company (OTC Pink: MTBLY) that operates two industry-leading platforms: Lofty, an AI-powered real estate sales acceleration and client lifecycle management platform, and Trucker Path, North America's leading navigation, road intelligence, and fleet platform for truckers and carriers. Moatable's global team spans the U.S., Philippines, and China, supporting both brands' technology, operations, and people.
Role Overview
Moatable is hiring a dedicated HR Manager to serve as the Philippines site's HR leader. Today, high-stakes site-level HR work - complex employee relations, compliance, workforce planning - has no dedicated owner: it either stays with the HR Director, which doesn't scale across a multi-country APAC remit, or gets pushed down to the HR Team Lead and TA/HRA level, turning recruiting and admin support into ad hoc HRBP work it isn't resourced or positioned to own.
This is not an added layer of approval. The HR Manager is a dedicated site HR leader who catches high-stakes issues before they bounce between the HR Director, HR Team Lead, and TA/HRA level. The role owns local leadership partnership, complex employee relations, compliance, and workforce planning, and translates APAC strategy into day-to-day site execution - protecting the rest of the team's bandwidth so each level can focus on its real scope.
Key Responsibilities
Local Leadership Partnership & Site HR Ownership
- Serve as the primary HR partner to Philippines site leadership, translating APAC HR strategy into day-to-day site execution
- Own workforce planning for the Philippines site
- Coach and develop the HR Team Lead and HRBPs on complex people situations
Complex Employee Relations
- Own investigation and resolution of complex or high-risk ER cases, and site-level policy interpretation questions
- Serve as the escalation point when an ER case requires judgment beyond BU-level HRBP ownership
- Ensure ER cases involving cross-BU or precedent-setting decisions are handled consistently across the site
Compliance & Risk
- Own site-level HR compliance risk review, escalating regulatory issues as needed
- Partner with Legal and the HR Director on issues that carry compliance exposure beyond a single business unit
Recruitment, Onboarding & New Hire Program Oversight
- Step in on senior or critical hires and on offer approvals that fall beyond BU-level authority
- Conduct onboarding quality reviews and resolve cross-department onboarding issues
- Monitor site-wide completion of the New Hire Program (365-Day Journey) and flag gaps to the HR Director
Performance Management & Calibration
- Own cross-BU calibration consistency during performance review cycles
- Resolve calibration disputes between business units
Benefits Administration
- Own vendor-level escalations and policy exceptions for benefits administration (e.g., HMO)
Strategic Program Delivery (HR Director-Led)
- Support delivery of the bi-monthly leadership best-practice sharing session and related executive coaching initiatives
- Draft sections and provide site-level input on policy reviews and business playbooks ahead of HR Director sign-off
Team Leadership & Delegation
- Model the Own / Support / Develop delegation framework across the site HR team
- Ensure delegation transfers tasks, not accountability - remaining accountable for anything delegated downward that reaches this level
Requirements
Must Have
- 7+ years of progressive HR experience, including experience independently owning complex employee relations cases
- Experience operating in a multi-business-unit or matrixed HR structure
- Strong knowledge of Philippine labor law and HR compliance requirements
- Proven ability to coach and develop HRBPs or other HR team members
- Comfortable making high-stakes, judgment-based decisions and owning the outcome
- Strong stakeholder management skills; able to partner credibly with site leadership
- Excellent written and verbal communication skills
Nice to Have
- Experience in a global or regional matrixed organization, reporting to a remote or APAC-level HR Director
- Experience building or operating under a formal role-accountability or delegation framework
- SHRM or equivalent HR certification