Head of People and Culture

The Head of People and Culture is the enterprise owner of ODVI's people capability. You will make sure the organization has the leadership, workforce, culture, and institutional systems required to execute its strategy and sustain long term growth. You will also lead how ODVI uses HR technology, analytics, and AI to raise workforce productivity and the quality of people decisions. This is not a day to day HR operations role. You will set enterprise standards, build organizational capability, and step in directly where people related risks or opportunities need enterprise leadership. You report to the Chief Operating Officer and lead the HR and Admin function. What You Will Own Enterprise people strategy and governance. Build the people strategy, workforce planning methodology, job architecture, organization design, and compensation philosophy that apply across all Business Units. Organizational capability and talent. Lead executive recruitment and succession planning, build leadership pipelines, and make sure new ventures and strategic initiatives have the talent to move at speed. Culture and change leadership. Champion ODVI's values, strengthen engagement and organizational health, and lead change and transformation across a growing multi business group. People analytics and digital HR. Define enterprise people metrics and dashboards, apply HR technology, automation, and AI to improve productivity and employee experience, and bring workforce insights to Execom. Function leadership. Lead the HR and Admin team and ensure operational HR services are delivered effectively through your HR and Admin Manager. Qualifications Bachelor's degree in Human Resources, Psychology, Behavioral Science, Business Administration, Organizational Development, or a related field. A master's degree or MBA is an advantage. At least 12 years of progressive HR leadership experience, including a minimum of 5 years leading the full HR function. Proven track record designing and rolling out enterprise-wide HR strategies, organizational structures, governance frameworks, and talent management systems. Experience in a holding company, conglomerate, or matrix organization is highly preferred. Competencies We Will Assess Functional Business acumen and workforce planning. Reads business models, financial performance, and growth plans, then translates them into people strategy. Organization design and development. Structures, governance models, job architecture, and operating models that scale. Talent management and succession. Enterprise pipelines, succession plans, leadership development, and high-potential programs. Performance and rewards. Performance management systems, compensation philosophy, salary structures, and total rewards. HR governance and intelligence. Enterprise policy, labor law compliance, people analytics, and digital or AI-enabled HR. Behavioral Strategic and systems thinking. Anticipates future needs and understands how structure, process, people, and governance interact. Business partnership. A trusted advisor to executive leaders who gives business-oriented advice, not purely HR perspectives. Change leadership. Leads transformation, manages resistance, and builds commitment across Business Units. Decision quality and execution discipline. Sound and timely decisions, converted into plans that are actually followed through. Integrity and professional judgment. Ethical leadership, confidentiality, and fairness in all people-related decisions. Details Full onsite at Icon Plaza, 26th Street, Bonifacio Global City, Taguig Monday to Friday, 9:00 am to 6:00 pm Full time, probationary to regular Occasional travel