1. MA. CLAUDETTE S. GUINGAB
HUMAN RESOURCE ASSISTANT
HR/ADMIN DEPARTMENT
MAIN RESPONSIBILITIES:
Maintainsand enhancesthe organization'shumanresourcesby planning,implementing,andevaluating
employeerelationsandhumanresourcespolicies,programs, andpractices. Supportscompanyoperations
by maintaining office systems and supervising staff
HUMAN RESOUCE JOB DUTIES:
 Maintains organization staff by establishing a recruiting and interviewing program; counseling
managers on candidate selection; conducting and analyzing exit interviews; recommending
changes.
 Supports site office on daily operations, man power, recruitment and all other HR facets.
 Support, train and supervise all administrative staff (Public and Private Company) on daily
operations.
 Prepares employees for assignments by establishing and conducting orientation.
 Maintains a pay plan by; scheduling and conducting job evaluations.
 Ensures planning, monitoring, coach and discipline employees; scheduling management
conferenceswithemployees;hearingandresolvingemployeegrievances;counselingemployees
and supervisors.
 Maintains employee benefits programs and informs employees of benefits by studying and
assessing benefit needs and trends; recommending benefit programs to management; directing
the processing of benefit claims.
 Ensureslegal compliance bymonitoringandimplementingapplicablehumanresource federaland
state requirements; conducting investigations; maintaining records; representing the
organization at hearings.
 Maintains historical human resource records by designing a filing and retrieval system; keeping
past and current records.
 Completes human resource operational requirements by scheduling and assigning employees;
following up on work results.
 Monitoring of Inter-Company transfer of the staff.
 Contributes to team effort by accomplishing related results as needed.
 Welcomes new employees to the organization by conducting orientation.
 Submits employee data reports by assembling, preparing, and analyzing data.

2.  Maintainsemployeeinformationbyenteringandupdatingemploymentandstatus-change data.
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 Provides secretarial support by entering, formatting,and printing information; organizing work;
answering the telephone; relaying messages.
 Maintainsemployeeconfidenceandprotectsoperationsbykeepinghumanresourceinformation
confidential.
 Ensuring compliance withlegal, contractual or statutory procedures on personnel management
such as recruiting, welfare benefits and work contract termination.
 Defining job positions for recruitment and managing the interview process
 Carrying out staff induction for new team members.
 Managing personnel’s individual and collective development, such as training, assessmentand
promotions.
 Overseeingthe smoothrunningof HR-relatedadministrativetasks,suchasholidaymanagement,
sick leave, replacement jobs and wage payments.
 Following up litigation and disputes involving company personnel.
 General office management issues.
ADMINISTRATIVE DUTIES:
 Resolves administrative problems by coordinating preparation of reports, analyzing data, and
identifying solutions.
 Provides information by answering questions and requests.
 Ensure and supervise office on daily operations.
 Maintains office services by organizing office operations and procedures; controlling
correspondence; designing filing systems; reviewing and assigning and monitoring clerical
functions.
 Provideshistorical reference bydefiningproceduresforretention,protection,retrieval,transfer,
and disposal of records.
 Maintains office efficiency by planning and implementing office systems.
 Designs and implements office policies by establishing standards and procedures; measuring
results against standards; making necessary adjustments.
 Completes operational requirements by scheduling and assigning employees; following up on
work results.
 Keeps management informed by reviewing and analyzing special reports; summarizing
information; identifying trends.

3.  Ensuring compliance withlegal, contractual or statutory procedures on personnel management
such as recruiting, welfare benefits and work contract termination.
 Defining job positions for recruitment and managing the interview process
 Carrying out staff induction for new team members.
 Managing personnel’s individual and collective development, such as training, assessmentand
promotions.
 Overseeingthe smoothrunningof HR-relatedadministrativetasks,suchasholidaymanagement,
sick leave, replacement jobs and wage payments.
 Following up litigation and disputes involving company personnel.
 General office management issues.