Compensation, Benefits and Payroll Officer

Compensation, Benefits and Payroll Officer

We are looking for a Compensation, Benefits and Payroll Officer (Payroll Accounting) to manage accurate and timely payroll, benefits administration, and statutory reporting. This role oversees payroll computations, ensures records are audit-ready, and coordinates with internal teams and external partners for compliance and reconciliation.

To apply to this career, send us an email at
jobs@frostdesigngroup.com

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Qualifications

CRAFT

  1. Most Front-end Technical Leads require in-depth knowledge of enterprise solutions. We don't need that. That's a bit too much for us–this is a narrower, in-depth practice. This is a unique position at Frost. We expect you to have in-depth experience in front-end development practice – both the design and engineering sides.

  2. We expect you to know what it means to be a technical person. We expect that you know your SDLC, CSS/HTML/JS, CSS preprocessors, build and bundlers, code generators, and the like, project management life lifecycle, design patterns and architecture.

  3. You have at least 8 years of hardcore experience in developing digital products across the board. We expect you to know your way around front-end technologies. Whether it's vanilla or whatever hotshot tech stack that's available now. But one thing is clear – you know your fundamentals (box models, DOM, rendering pipelines, etc.).

  4. You have an acute attention to detail. You're not any other developer. You care about the little things – spacing, code format, git commit, comments, and the like. You appreciate what good design is and how to make it happen.

  5. You know a lot about API, middleware integration, CORS, server-side rendering, and other functional back-end integration.

  6. You have experience building fully functional applications from scratch or any existing frameworks. You've worked with cross-functional teams such as designers, business owners, product managers, co-developers, project managers, and executive stakeholders.

  7. It would be great to know about back-end stuff – database, server-side architecture, caching, and the like. There are cases that we might need that kind of experience along the way.

LEADERSHIP AND MANAGEMENT

  1. You need to have some leadership experience. You've hired, grown, and managed at least 6 - 8 people in your team.

  2. You have some operational experience on how to manage and grow a team.

  3. You know how to design processes or approach how to solve complex problems. On top of that, we expect that you know how to implement and execute them.

HERE'S A CURVEBALL

  1. We expect you to have some projects you've done in the past, not for a client but for yourself. Something open source? Or something you've worked on for the fun of it. Maybe your own framework, toolset, or something like that?

COMMUNICATION

  1. You can clearly articulate your work's process, approach, and impact in verbal, written, and visual presentations. You are comfortable with communicating in English.

  2. You have strong client-facing and internal presentation skills – You'll be talking to many people helping them solve their problems.

WHAT DOES A FROST FRONT-END TECHNICAL LEAD DO?

WHERE WE ARE NOW

Frost is growing up! And growing up comes with its own unique set of challenges and opportunities. For more than 12 years, we've operated more like a startup. We tried a lot of stuff, from designing a typical mom-and-pop shop static website to creating really complex digital products for large organizations. And after a bit of thought, we finally found where we are really good at–so we decided to become a full-fledged Interaction Design organization. And oh, boy! We are serious about it.
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Ok, we know we are good with design–but that's half the picture. Pretty pictures are great, but we want to make them useful for the people we designed them for. We want to enrich our current front-end development practices to tackle digital transformation's unique and ever-evolving landscape. From a development standpoint, we felt we needed a bit of a push forward. Not in a nudge kind of way. We want to go fast! Quantum leap fast. We really get excited about reinventing the face of this industry.
We work with large enterprises with really demanding requirements (and a short timeline, for that matter). And the thing about working with Frost is that our clients expect nothing but excellence in everything we do – every single time. That's a tall order for such a small company, right?
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So after so many years, we believe it's time to find someone who can build, transform, and lead our technical pillar to complement our strong design practice. We are adamant about finding someone with forward-thinking technical leadership, a knack for innovation, a strong design sensibility, someone who can roll up their sleeves and get things done, and a passion for growing the best freaking technical team in the country!
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If that doesn't get you pumped up, I don't know what will.

A Quantum

LEAP FORWARD

Frost is on the verge of a creative breakthrough – Automation. Our goal is to push towards automation to put our minds on solving complex and pressing problems rather than worry about the finer details. We want to move fast and deliver at a breakneck speed unparalleled to any in the industry. And we are looking for someone who has an appetite for change who's not afraid to push the envelope with us. This is a quantum leap forward.
‍
We envision a strong and effective technical team that's up for any challenges ahead with you onboard. You'll help us develop the practice, nurture the team, and pave the way for aspiring practitioners to be good at what they do. We should feel stronger and complete with you onboard. You complete the picture of what it means to deliver a compelling digital experience in and out. This is a big responsibility, and we are here to support you, push you further and cheer you in every way to make all it happen! Just keep in mind, this role is 12 years in the making.

IS THIS THE RIGHT JOB FOR YOU?

So how do you know if you are the one we are looking for? For starters, reading this job description makes you feel something. Getting here means you really want to know. So that's great! More than that, we also need someone who can solve problems and has a strong sense of initiative. We need someone passionate, and you know you are good at it. And you want to share that passion with others.
‍
Next, you are looking for an organization that will challenge and push you outside your comfort zone.
‍
Finally, you are looking for an opportunity where you get to grow and nurture an organization.

qualifications

CRAFT

  1. As head of interaction design, we expect that you've worked with digital products – from interactive websites, web applications, and mobile apps.

  2. You need to have at least 10 years of experience with a strong portfolio in designing user interfaces, mobile interfaces, large-scale, enterprise-wide websites, and applications.

  3. As head of interaction design, we expect that you've mastered the fundamental areas of the craft – typography, structure, color, spacing. You have excellent attention to detail.

  4. We expect you to know the principles of designing flows, creating prototypes and mockups, communicating with other designers, and handing off designs to developers.

  5. We expect that you know a thing or two about web technologies – fundamentally HTML and CSS.

LEADERSHIP AND MANAGEMENT

  1. This is a position that leads people by doing rather than talking. A self-propelled individual with a knack for getting things done. You will be part of the production, willing to get your hands dirty and not just doing oversight.

  2. You have operational and leadership experience in building, managing, and mentoring designers. You've hired, grown, and worked with at least 6 - 8 people in your team.

  3. We expect that you are passionate about design and want to impact our organization and our clients.

COMMUNICATION

  1. You can clearly articulate your work's process, approach, and impact in verbal, written, and visual presentations. You are comfortable with communicating in English.

  2. You have strong client-facing and internal presentation skills – You'll be talking to many people helping them solve their problems.

WHAT DOES A FROSTHEAD OF INTERACTION DESIGN DO?

You'll be part of Frost's management team–a group of leaders who'll shape the future of Frost. Your role is to translate broad executive strategies into operational and tactical initiatives that your team can work on. Though this is a management position, we are not looking for someone who leads from an ivory tower. At Frost, we roll up our sleeves, get our hands dirty and do what needs to get done– regardless of role or position. And we expect that from you.
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As head of interaction design, you'll oversee several clients across our portfolio, engage with them on projects, meetings, and discussions. You will be at the forefront of transforming ideas and turning them into reality. You have to grapple, ideate, sketch, push, prototype, test, iterate, learn, and ship to do this well. This role requires a hybrid of creativity, systems and strategic thinking, ability to analyze and synthesize information to untangle those complexities.
‍
Frost is an operationally-minded organization. We want to deliver quality work fast. And we heavily invest in initiatives to help us solve problems at scale. As a head of interaction design, you'll develop, enrich our design practices and discipline.
Our goal is to push towards automation. We do this to put our minds on solving complex and pressing problems rather than worry about the finer details. This is our quantum leap forward. We want to move fast and deliver at a breakneck speed unparalleled to anyone out there. And you'll be a big part of that.
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With such a tall order, you need a great team! You'll lead, train, coach, and mentor a small group of designers and transform them into world-class talents. You'll collaborate alongside our content team, project managers, and developers to ship great work.
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You'll report directly with our Chief Creative.
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With you onboard, you get to explore diverse broad areas of our practice–from production, management, operations, research, and experience. You're here to elevate our design practice to world-class standards. This is a big responsibility, don't worry. We are here to support you, push you further, and cheer you on in every way to make all it happen!

THE STATE OF DESIGN AT FROST

It's been a year since we decided to fully pivot from just a Digital agency to a full-fledged Interaction design organization. Though this was 2 - 3 years in the making, this entails more than just being "more creative." We are growing fast. As exciting as it is, there are challenges and opportunities ahead. For the past 12 years, our Chief Creative has headed our design team. But this time, we need someone bold to join us to navigate this uncharted territory.
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Organizations are heavily investing in digital transformation initiatives. This pandemic has accelerated these programs from a typical 3 - 5 years horizon to a 6 - 12 months window. This opens a lot of opportunities for organizations like Frost to reimagine digital touchpoints at a massive scale.
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We work with top companies with demanding requirements (and a short timeline, for that matter). But we are in a unique position. Our teams are deeply embedded into our client's internal processes, giving us unparalleled access to practice the design discipline unlike any other agency out there.
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In the next 3 - 5 years, we want to be the best interaction design company in the Philippines. And we are looking for someone to lead our creative team forward and work beside our Chief Creative to transform this industry.
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Feeling excited? Sounds like the kind of challenge you are looking for?

ARE YOU THE ONE WE
ARE LOOKING FOR?

So how do you know if you have what it takes? For starters, we need someone creative– with good design taste and a sharp eye for details. But we also need someone who can solve problems and has a strong sense of initiative. We need someone passionate about design, and you know you are good at it. And you want to share that passion.
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More than that, you want to be a part of the growth of our organization. We also want you to want this job, to have that hunger to excel and do great work.

A Quantum

LEAP FORWARD

Frost is on the verge of a creative breakthrough – Automation. Our goal is to push towards automation to put our minds on solving complex and pressing problems rather than worry about the finer details. We want to move fast and deliver at a breakneck speed unparalleled to any in the industry. And we are looking for someone who has an appetite for change who's not afraid to push the envelope with us. This is a quantum leap forward.
‍
We envision a strong and effective technical team that's up for any challenges ahead with you onboard. You'll help us develop the practice, nurture the team, and pave the way for aspiring practitioners to be good at what they do. We should feel stronger and complete with you onboard. You complete the picture of what it means to deliver a compelling digital experience in and out. This is a big responsibility, and we are here to support you, push you further and cheer you in every way to make all it happen! Just keep in mind, this role is 12 years in the making.

IS THIS THE RIGHT JOB FOR YOU?

So how do you know if you are the one we are looking for? For starters, reading this job description makes you feel something. Getting here means you really want to know. So that's great! More than that, we also need someone who can solve problems and has a strong sense of initiative. We need someone passionate, and you know you are good at it. And you want to share that passion with others.
‍
Next, you are looking for an organization that will challenge and push you outside your comfort zone.
‍
Finally, you are looking for an opportunity where you get to grow and nurture an organization.

WHAT DOES A FROST HR BUSINESS PARTNER DO?

ADMINISTRATIVE RESPONSIBILITIES

Leads the HR team to ensure daily smooth operation.

*Other tasks may be assigned by the management team from time to time.

HR BUSINESS PARTER RESPONSIBILITIES

  1. Develop the HR agenda and overall HR strategy calibrated on changing business needs.

  2. Develop and implement effective HR strategies, policies, procedures and practices that is consistent with the business and competitive strategy of the organization.

  3. Drives optimization of HR processes for all facets of human resource function covering recruitment, onboarding, talent performance evaluation and management, training and development, talent relations and productivity, and organizational development.

  1. Development, design, analysis and administration of competitive total rewards strategy and structure to continue to attract, retain and motivate high performing and contributing employees.

    • Structuring compensation and benefit packages

  2. Carry out migration to HRIS or improvement in the processes and procedures in the spirit of digitalization and automation for accuracy, efficiency and optimization.

  3. Generates and provides HR monthly dashboard and report to senior management to provide decision support through HR metrics.

  4. Provides leadership to the HR team to provide support and programs that will manage overall talent wellness and initiatives.

  5. Develops and calibrates job descriptions of all positions in coordination with the management team.

  6. Evaluate staffing needs and engage with the management team.

  7. Performance management of the HR and Admin team.

JOB DESCRIPTION

As FROST HR business partner, your role involves working closely with Execom for strategy formulation and Mancom for strategy execution, in particular designing HR systems and processes that address strategic business needs, issues, and operational improvements. Your role is to constantly review and drive optimization of HR processes based on needs, trends, and strategy and to ensure HR Processes are efficient, effective and equitable. Overall, your role is to ensure that the Frost HR team, HR strategy executions, and HR programs will support and add value to Frost’s overall business goals and objectives through HR dashboards and HR metrics.
Therefore, it is crucial that you understand our business context. As our HR business partner, you seek opportunities to improve the business. And we are looking for a proactive and enthusiastic colleague who can work in a fast-changing business environment and likes to take up challenges while staying true to our Frost values

A QUANTUM
LEAP FORWARD

Frost is on the verge of a creative breakthrough – Automation. Our goal is to push towards automation to put our minds on solving complex and pressing problems rather than worry about the finer details. We want to move fast and deliver at a breakneck speed unparalleled to any in the industry. And we are looking for someone who has an appetite for change who's not afraid to push the envelope with us. This is a quantum leap forward.
‍
We envision a strong and effective technical team that's up for any challenges ahead with you onboard. You'll help us develop the practice, nurture the team, and pave the way for aspiring practitioners to be good at what they do. We should feel stronger and complete with you onboard. You complete the picture of what it means to deliver a compelling digital experience in and out. This is a big responsibility, and we are here to support you, push you further and cheer you in every way to make all it happen! Just keep in mind, this role is 12 years in the making.

ARE YOU THE ONE
WE ARE LOOKING FOR?

  1. At least 8-10 years experience in HR

  2. Degree in human resources management

  3. Strong leadership skills

  4. Excellent communication skills

  5. Analytical skills

  6. Problem-solving skills

  7. Proactive in nature

  8. Excellent interpersonal skills

  9. Meticulous attention to details

  10. Highly organized

  11. Good people skills

IS THIS THE RIGHT JOB FOR YOU?

So how do you know if you are the one we are looking for? For starters, reading this job description makes you feel something. Getting here means you really want to know. So that's great! More than that, we also need someone who can solve problems and has a strong sense of initiative. We need someone passionate, and you know you are good at it. And you want to share that passion with others.
‍
Next, you are looking for an organization that will challenge and push you outside your comfort zone.
‍
Finally, you are looking for an opportunity where you get to grow and nurture an organization.
About the job

About the Job

The Compensation, Benefits and Payroll Officer is responsible for the accurate and timely administration of employee compensation, payroll, final pay, consultant compensation computations, statutory contributions, company-sponsored benefits, salary movements, deductions, and related records.

The role converts approved employment, attendance, compensation, and benefits information into complete payroll and total rewards outputs for review, approval, payment, employee communication, and compliance reporting.

The officer does not independently determine salary levels, compensation structures, benefit design, tax treatment, or accounting classification. The role implements approved decisions and escalates unsupported, unclear, or exceptional instructions.

About the Job

The Compensation, Benefits and Payroll Officer is responsible for the accurate and timely administration of employee compensation, payroll, final pay, consultant compensation computations, statutory contributions, company-sponsored benefits, salary movements, deductions, and related records.

The role converts approved employment, attendance, compensation, and benefits information into complete payroll and total rewards outputs for review, approval, payment, employee communication, and compliance reporting.

The officer does not independently determine salary levels, compensation structures, benefit design, tax treatment, or accounting classification. The role implements approved decisions and escalates unsupported, unclear, or exceptional instructions.

JOB DESCRIPTION
Payroll Input Control and Readiness

  1. Maintain the payroll calendar, cut-off checklist, required-input register, and approval requirements for every payroll cycle.

  2. Validate employment status, approved compensation, Daily Time Records (DTRs), leave, overtime, undertime, absences, allowances, deductions, and one-time adjustments against authorized source documents.

  3. Implement salary adjustments, bonuses, allowances, and benefit changes only when the authorized approval, amount or rule, and effective date are documented.

  4. Return incomplete or unsupported inputs to the responsible owner and escalate unresolved discrepancies before they place payroll timing or accuracy at risk.

  5. Do not make unsupported assumptions or carry forward prior-period data without validating that it remains applicable.

End-to-End Payroll Computation and Approval

  1. Compute gross-to-net payroll accurately and on schedule for regular, project-based, and fixed-term employees, including overtime, undertime, absences, leave without pay, allowances, benefits, bonuses, deductions, withholding tax, and statutory contributions.

  2. Prepare the complete payroll approval documents, including the payroll register, employee-level computation support, payroll variance analysis, payslips, bank crediting or payment file, and management summary.

  3. Investigate unusual movements and reconcile all material variances against the prior period, approved changes, contracts, and attendance records before routing for approval.

  4. Correct confirmed errors promptly, document the root cause, and put a preventive control in place when the issue can recur.

Final Pay Computation and Offboarding Support

  1. Compute final pay accurately and on schedule based on the approved separation date and documents, compensation records, attendance, unused leave where applicable, prorated benefits, statutory requirements, accountabilities, deductions, loans, advances, tax adjustments, and other applicable pay items.

  2. Validate the employee's final working date, compensation history, attendance, benefit coverage, outstanding obligations, and approved deductions with the responsible TMG and business owners before completing the computation.

  3. Prepare the final-pay register, employee-level computation support, reconciliation, payslip or final-pay statement, payment instructions, and management summary for review and approval.

  4. Coordinate with the responsible HRBP or TMG owner regarding clearance status, employee communication, benefit termination, required documents, and other compensation-related offboarding requirements.

  5. Submit the approved final-pay computation and supporting documents to Finance for accounting processing and payment release. Reconcile the approved amount against the payment instruction and proof of payment.

  6. Escalate incomplete records, disputed deductions, unresolved accountabilities, or other exceptions that may affect the accuracy or timely release of final pay.

Consultant Compensation Administration

  1. Compute consultant compensation accurately and on schedule based on approved contracts, service agreements, compensation rates, attendance records, approved adjustments, or documented deliverable milestones, as applicable.

  2. Validate the applicable engagement period, approved rate, attendance or deliverable completion, deductions, adjustments, and supporting documents before routing the computation for approval. Prepare the consultant compensation register, individual computation support, variance analysis, payment instructions, and management summary required for approval and payment processing.

  3. Maintain a consultant compensation tracker covering contract terms, computation period, approved compensation, adjustments, withholding-tax information, approval status, payment status, and identified exceptions.

  4. Apply withholding-tax treatment based on guidance validated by Finance or the authorized external accounting or tax partner. Escalate unclear or non-standard tax treatment before completing the computation.

  5. Submit the approved consultant compensation register and supporting documents to Finance for accounting processing and payment release.

  6. Reconcile approved consultant compensation against the payment instruction and proof of payment and resolve or document discrepancies through completion.

  7. TMG retains accountability for the accuracy and completeness of consultant compensation computations. Finance or the authorized external accounting partner retains accountability for accounting classification, general-ledger posting, tax filing and remittance, and payment release.

Payroll and Total Rewards Reconciliation

  1. Perform a consolidated reconciliation of employee payroll, salary movements, deductions, employer contributions, benefit billings, final pay, and consultant compensation against the approved registers and supporting source records.

  2. Encode or upload approved payroll, benefits, final-pay, and consultant-payment data into the authorized payroll system and, where authorized, Xero for review and processing by Finance or the authorized external accounting partner.

  3. Prepare and submit complete payroll and compensation schedules, including payment details, payslips, statutory and benefit schedules, cost-center or project allocations, and supporting information required by Finance or the authorized external accounting partner for accruals, reversals, adjustments, and payroll-related journal entries.

  4. Maintain monthly and annual payroll and total rewards control schedules showing approved compensation movements, payroll amounts, deductions, payments, adjustments, and outstanding items.

  5. Resolve or document discrepancies before submission for accounting processing. Unresolved items must indicate the difference, responsible owner, required action, and target resolution date. General-ledger posting, accounting classification, and financial-statement treatment remain with Finance or the authorized external accounting partner.

Employee Service, Records, and Controls

  1. Respond to employee questions on payslips, deductions, benefit coverage, and final pay with clear computation support; refer employee-relations or policy matters to the appropriate TMG owner.

  2. Maintain complete, organized, confidential, and audit-ready payroll, compensation, benefits, consultant-payment, and statutory records.

  3. Restrict access to payroll and personal data, follow approved records-retention and data-handling procedures, and immediately report suspected confidentiality or control breaches.

  4. Maintain operating procedures, checklists, templates, and backup files so recurring payroll activities can be completed consistently and reviewed independently.

Government-Mandated Contributions and Benefits Administration

  1. Compute and validate employee and employer contributions for SSS, PhilHealth, and HDMF (Pag-IBIG) for every payroll cycle using the applicable approved contribution tables, compensation bases, employee status, and effective dates.

  2. Maintain complete employer and employee master data for each agency, including employer account details, authorized portal users, employee membership numbers, dates of coverage, employment status, compensation basis, and supporting documents.

  3. Register or report newly hired employees and process documented member-information, employment-status, compensation-basis, and separation updates within the applicable agency timelines.

  4. Prepare and submit agency contribution or premium lists, remittance files, payment references, schedules, reports, and other required employer records through SSS Employer portal, PhilHealth EPRS, HDMF eSRS, eGov or the applicable approved channel.

  5. Reconcile employee deductions and employer contributions against the payroll register, remittance file, payment instruction, proof of payment, agency posting, and the corresponding accounting records provided by Finance or the authorized external accounting partner.

  6. Coordinate approved payment release with Finance, secure official proof of payment, verify that contributions are posted to the correct employee and applicable period, and maintain a complete remittance calendar and completion tracker.

  7. Administer SSS and HDMF employee loan certification, payroll deduction, remittance, posting, and separation-balance requirements using official agency billing or validated instructions; maintain an employee-level loan ledger.

  8. Prepare employer certifications and supporting documents for applicable SSS benefit claims, PhilHealth membership or employer requirements, and HDMF loan, membership, or provident-benefit requests; track each case to documented completion without deciding employee eligibility.

  9. Respond to employee inquiries and resolve unposted or incorrect contributions, member-data errors, loan-posting discrepancies, remittance variances, and other employer-account issues directly with the agency, employee, Finance, or external partner; maintain a case log through closure.

  10. Maintain confidential and audit-ready registrations, contribution schedules, remittance reports, loan records, claims-support files, correspondence, payment proofs, agency acknowledgements, and correction records for the required retention period.

  11. Apply confirmed regulatory changes based on official requirements and guidance validated by Finance or the authorized legal, tax, or compliance adviser. Escalate material cost, policy, process, disputed-balance, penalty, or missed-deadline implications to the Head of HR Services and Execom before implementation or further processing.

Payroll Tax Administration and Coordination

  1. Prepare employee and consultant withholding-tax computations, annualization support, tax schedules, employee certificates, and payroll-related BIR information using tax treatment validated by Finance or the authorized external accounting or tax partner. Finance or the authorized external accounting partner retains responsibility for final tax validation, return preparation, filing, remittance, and accounting treatment.

  2. Reconcile employee and consultant withholding-tax schedules against payroll and consultant-compensation records, remittance schedules, filed returns, tax certificates, and proof of payment; coordinate the resolution of differences with Finance or the authorized external accounting or tax partner.

  3. Coordinate validation, filing, and remittance with the external accounting or payroll partner and track every deliverable, approval, filing confirmation, payment proof, and correction to completion.

  4. Escalate unclear or non-standard tax treatment, missing documentation, filing risk, or penalty exposure to the Head of HR Services and Finance before processing. Material policy, financial, or compliance exceptions must be elevated to the CEO or Execom.

Company-Sponsored Benefits Administration

  1. Administer only Execom-approved benefit programs and process employee enrollments, status changes, deductions, and terminations using complete and approved employee information.

  2. Reconcile provider billings, employee and employer shares, payroll deductions, coverage lists, and payment schedules for HMO, group life insurance, and other approved benefits.

  3. Resolve billing, deduction, and coverage discrepancies with benefit providers and the responsible HRBP or TMG owner before payment or payroll approval.

  4. Prepare utilization, renewal-cost, and benefits-reconciliation reports for Execom review and decision; execute approved renewals or changes without independently selecting or redesigning benefits.

Compensation Records and Salary Journal

  1. Maintain a confidential and auditable employee salary journal recording, at minimum, approved base salary; recurring and non-recurring allowances; incentives, bonuses, and other compensation components; salary adjustments and promotion-related increases; effective date and reason for each movement; approval reference and approving authority; payroll period implemented; implementation status; and any identified variance.

  2. Validate every salary-journal entry against the approved employment contract, personnel action or compensation-change document, documented approval from Execom or another authorized approving authority, and the applicable payroll record.

  3. Reconcile the salary journal with the employee master file and payroll register before every payroll cut-off. Investigate and resolve any difference before payroll is submitted for approval.

  4. Do not implement any salary, allowance, incentive, or benefit change without complete documented approval. Immediately escalate unauthorized, incomplete, inconsistent, or retroactive instructions.

  5. Maintain the salary journal as Frost's official record of employee compensation history and implementation, subject to approved access, confidentiality, retention, and data-protection requirements.

Other Assigned Responsibilities

  1. Perform other related duties and operational assignments that Management may assign from time to time, consistent with the position's level, capabilities, and the requirements of Frost. Such assignments do not transfer Execom's decision authority or make the position accountable for functions formally assigned to FINANCE, Accounting, or another role.

Payroll Input Control and Readiness

  1. Maintain the payroll calendar, cut-off checklist, required-input register, and approval requirements for every payroll cycle.

  2. Validate employment status, approved compensation, Daily Time Records (DTRs), leave, overtime, undertime, absences, allowances, deductions, and one-time adjustments against authorized source documents.

  3. Implement salary adjustments, bonuses, allowances, and benefit changes only when the authorized approval, amount or rule, and effective date are documented.

  4. Return incomplete or unsupported inputs to the responsible owner and escalate unresolved discrepancies before they place payroll timing or accuracy at risk.

  5. Do not make unsupported assumptions or carry forward prior-period data without validating that it remains applicable.

End-to-End Payroll Computation and Approval

  1. Compute gross-to-net payroll accurately and on schedule for regular, project-based, and fixed-term employees, including overtime, undertime, absences, leave without pay, allowances, benefits, bonuses, deductions, withholding tax, and statutory contributions.

  2. Prepare the complete payroll approval documents, including the payroll register, employee-level computation support, payroll variance analysis, payslips, bank crediting or payment file, and management summary.

  3. Investigate unusual movements and reconcile all material variances against the prior period, approved changes, contracts, and attendance records before routing for approval.

  4. Correct confirmed errors promptly, document the root cause, and put a preventive control in place when the issue can recur.

Final Pay Computation and Offboarding Support

  1. Compute final pay accurately and on schedule based on the approved separation date and documents, compensation records, attendance, unused leave where applicable, prorated benefits, statutory requirements, accountabilities, deductions, loans, advances, tax adjustments, and other applicable pay items.

  2. Validate the employee's final working date, compensation history, attendance, benefit coverage, outstanding obligations, and approved deductions with the responsible TMG and business owners before completing the computation.

  3. Prepare the final-pay register, employee-level computation support, reconciliation, payslip or final-pay statement, payment instructions, and management summary for review and approval.

  4. Coordinate with the responsible HRBP or TMG owner regarding clearance status, employee communication, benefit termination, required documents, and other compensation-related offboarding requirements.

  5. Submit the approved final-pay computation and supporting documents to Finance for accounting processing and payment release. Reconcile the approved amount against the payment instruction and proof of payment.

  6. Escalate incomplete records, disputed deductions, unresolved accountabilities, or other exceptions that may affect the accuracy or timely release of final pay.

Consultant Compensation Administration

  1. Compute consultant compensation accurately and on schedule based on approved contracts, service agreements, compensation rates, attendance records, approved adjustments, or documented deliverable milestones, as applicable.

  2. Validate the applicable engagement period, approved rate, attendance or deliverable completion, deductions, adjustments, and supporting documents before routing the computation for approval. Prepare the consultant compensation register, individual computation support, variance analysis, payment instructions, and management summary required for approval and payment processing.

  3. Maintain a consultant compensation tracker covering contract terms, computation period, approved compensation, adjustments, withholding-tax information, approval status, payment status, and identified exceptions.

  4. Apply withholding-tax treatment based on guidance validated by Finance or the authorized external accounting or tax partner. Escalate unclear or non-standard tax treatment before completing the computation.

  5. Submit the approved consultant compensation register and supporting documents to Finance for accounting processing and payment release.

  6. Reconcile approved consultant compensation against the payment instruction and proof of payment and resolve or document discrepancies through completion.

  7. TMG retains accountability for the accuracy and completeness of consultant compensation computations. Finance or the authorized external accounting partner retains accountability for accounting classification, general-ledger posting, tax filing and remittance, and payment release.

Payroll and Total Rewards Reconciliation

  1. Perform a consolidated reconciliation of employee payroll, salary movements, deductions, employer contributions, benefit billings, final pay, and consultant compensation against the approved registers and supporting source records.

  2. Encode or upload approved payroll, benefits, final-pay, and consultant-payment data into the authorized payroll system and, where authorized, Xero for review and processing by Finance or the authorized external accounting partner.

  3. Prepare and submit complete payroll and compensation schedules, including payment details, payslips, statutory and benefit schedules, cost-center or project allocations, and supporting information required by Finance or the authorized external accounting partner for accruals, reversals, adjustments, and payroll-related journal entries.

  4. Maintain monthly and annual payroll and total rewards control schedules showing approved compensation movements, payroll amounts, deductions, payments, adjustments, and outstanding items.

  5. Resolve or document discrepancies before submission for accounting processing. Unresolved items must indicate the difference, responsible owner, required action, and target resolution date. General-ledger posting, accounting classification, and financial-statement treatment remain with Finance or the authorized external accounting partner.

Employee Service, Records, and Controls

  1. Respond to employee questions on payslips, deductions, benefit coverage, and final pay with clear computation support; refer employee-relations or policy matters to the appropriate TMG owner.

  2. Maintain complete, organized, confidential, and audit-ready payroll, compensation, benefits, consultant-payment, and statutory records.

  3. Restrict access to payroll and personal data, follow approved records-retention and data-handling procedures, and immediately report suspected confidentiality or control breaches.

  4. Maintain operating procedures, checklists, templates, and backup files so recurring payroll activities can be completed consistently and reviewed independently.

Government-Mandated Contributions and Benefits Administration

  1. Compute and validate employee and employer contributions for SSS, PhilHealth, and HDMF (Pag-IBIG) for every payroll cycle using the applicable approved contribution tables, compensation bases, employee status, and effective dates.

  2. Maintain complete employer and employee master data for each agency, including employer account details, authorized portal users, employee membership numbers, dates of coverage, employment status, compensation basis, and supporting documents.

  3. Register or report newly hired employees and process documented member-information, employment-status, compensation-basis, and separation updates within the applicable agency timelines.

  4. Prepare and submit agency contribution or premium lists, remittance files, payment references, schedules, reports, and other required employer records through SSS Employer portal, PhilHealth EPRS, HDMF eSRS, eGov or the applicable approved channel.

  5. Reconcile employee deductions and employer contributions against the payroll register, remittance file, payment instruction, proof of payment, agency posting, and the corresponding accounting records provided by Finance or the authorized external accounting partner.

  6. Coordinate approved payment release with Finance, secure official proof of payment, verify that contributions are posted to the correct employee and applicable period, and maintain a complete remittance calendar and completion tracker.

  7. Administer SSS and HDMF employee loan certification, payroll deduction, remittance, posting, and separation-balance requirements using official agency billing or validated instructions; maintain an employee-level loan ledger.

  8. Prepare employer certifications and supporting documents for applicable SSS benefit claims, PhilHealth membership or employer requirements, and HDMF loan, membership, or provident-benefit requests; track each case to documented completion without deciding employee eligibility.

  9. Respond to employee inquiries and resolve unposted or incorrect contributions, member-data errors, loan-posting discrepancies, remittance variances, and other employer-account issues directly with the agency, employee, Finance, or external partner; maintain a case log through closure.

  10. Maintain confidential and audit-ready registrations, contribution schedules, remittance reports, loan records, claims-support files, correspondence, payment proofs, agency acknowledgements, and correction records for the required retention period.

  11. Apply confirmed regulatory changes based on official requirements and guidance validated by Finance or the authorized legal, tax, or compliance adviser. Escalate material cost, policy, process, disputed-balance, penalty, or missed-deadline implications to the Head of HR Services and Execom before implementation or further processing.

Payroll Tax Administration and Coordination

  1. Prepare employee and consultant withholding-tax computations, annualization support, tax schedules, employee certificates, and payroll-related BIR information using tax treatment validated by Finance or the authorized external accounting or tax partner. Finance or the authorized external accounting partner retains responsibility for final tax validation, return preparation, filing, remittance, and accounting treatment.

  2. Reconcile employee and consultant withholding-tax schedules against payroll and consultant-compensation records, remittance schedules, filed returns, tax certificates, and proof of payment; coordinate the resolution of differences with Finance or the authorized external accounting or tax partner.

  3. Coordinate validation, filing, and remittance with the external accounting or payroll partner and track every deliverable, approval, filing confirmation, payment proof, and correction to completion.

  4. Escalate unclear or non-standard tax treatment, missing documentation, filing risk, or penalty exposure to the Head of HR Services and Finance before processing. Material policy, financial, or compliance exceptions must be elevated to the CEO or Execom.

Company-Sponsored Benefits Administration

  1. Administer only Execom-approved benefit programs and process employee enrollments, status changes, deductions, and terminations using complete and approved employee information.

  2. Reconcile provider billings, employee and employer shares, payroll deductions, coverage lists, and payment schedules for HMO, group life insurance, and other approved benefits.

  3. Resolve billing, deduction, and coverage discrepancies with benefit providers and the responsible HRBP or TMG owner before payment or payroll approval.

  4. Prepare utilization, renewal-cost, and benefits-reconciliation reports for Execom review and decision; execute approved renewals or changes without independently selecting or redesigning benefits.

Compensation Records and Salary Journal

  1. Maintain a confidential and auditable employee salary journal recording, at minimum, approved base salary; recurring and non-recurring allowances; incentives, bonuses, and other compensation components; salary adjustments and promotion-related increases; effective date and reason for each movement; approval reference and approving authority; payroll period implemented; implementation status; and any identified variance.

  2. Validate every salary-journal entry against the approved employment contract, personnel action or compensation-change document, documented approval from Execom or another authorized approving authority, and the applicable payroll record.

  3. Reconcile the salary journal with the employee master file and payroll register before every payroll cut-off. Investigate and resolve any difference before payroll is submitted for approval.

  4. Do not implement any salary, allowance, incentive, or benefit change without complete documented approval. Immediately escalate unauthorized, incomplete, inconsistent, or retroactive instructions.

  5. Maintain the salary journal as Frost's official record of employee compensation history and implementation, subject to approved access, confidentiality, retention, and data-protection requirements.

Other Assigned Responsibilities

  1. Perform other related duties and operational assignments that Management may assign from time to time, consistent with the position's level, capabilities, and the requirements of Frost. Such assignments do not transfer Execom's decision authority or make the position accountable for functions formally assigned to FINANCE, Accounting, or another role.

Frost Culture

Qualifications
PREFERRED EXPERIENCE

  1. Compensation, benefits, and payroll administration for a workforce that includes regular, project-based, fixed-term, and consultant engagements.

  2. Coordination with external accounting, payroll, tax, benefits, legal, or compliance partners while retaining clear internal ownership.

  3. Preparation of payroll dashboards, management summaries, audit schedules, and process-control documentation.

  4. Implementation or improvement of payroll systems, automated templates, validation rules, or exception reporting.

CORE COMPETENCIES

  1. Total Rewards Administration. Accurately implements approved compensation, payroll, statutory-benefit, and company-benefit decisions. Maintains complete records and does not independently change compensation or benefit policies.

  2. Payroll Administration, Accuracy, and Reconciliation. Converts approved compensation, attendance, allowance, deduction, incentive, and benefit inputs into accurate and timely payroll outputs. Validates and reconciles outputs against approved source records and resolves discrepancies before payroll approval and release.

  3. Compensation Records and Salary Journal Control. Maintains an accurate, confidential, and auditable record of employee salaries, allowances, incentives, deductions, approved benefit entitlements, and approved compensation movements.

  4. Benefits Administration. Administers employee enrollment, changes, deductions, claims support, billing validation, and separation from government-mandated and company-sponsored benefit programs.

  5. Total Rewards Governance and Exception Management. Recognizes unsupported compensation changes, unusual payroll movements, benefit discrepancies, and non-standard cases. Escalates matters requiring policy interpretation, management judgment, or exception approval.

  6. Employee Service, Communication, and Confidentiality. Explains payroll computations, salary movements, deductions, and benefit coverage clearly and respectfully while exercising integrity and discretion in handling confidential employee and consultant information.

  7. Process Discipline and Continuous Improvement. Maintains reliable calendars, checklists, templates, trackers, and documented procedures. Identifies opportunities to reduce manual work, prevent recurring errors, and improve turnaround time.

REQUIREMENTS

  1. Bachelor's degree in Finance, Accountancy, Human Resources, Business Administration, Management, or a related field, supported by substantial hands-on experience in compensation, benefits, and Philippine payroll administration.

  2. At least five years of end-to-end Philippine compensation, benefits, and payroll administration experience, including gross-to-net computation, final pay, statutory deductions, compensation-related withholding tax, reconciliation, and compliance documentation.

  3. Hands-on employer-side administration of SSS, PhilHealth, and HDMF (Pag-IBIG), including employee reporting and updates, contribution remittance, employee loans, claims support, posting verification, contribution reconciliation, eGov uploads, and correction of discrepancies.

  4. Demonstrated ability to compute and validate payroll independently, including manual recomputation when needed to verify system-generated results.

  5. Working knowledge of compensation administration, salary movements, payroll controls, statutory contributions, benefits reconciliation, cost-center or project allocation, and the preparation of payroll schedules for FINANCE review.

  6. Advanced Google Sheets or Excel capability, including lookups, conditional formulas, pivot tables, variance analysis, formula auditing, and reconciliation.

  7. Experience with PayDay or an equivalent HRIS or payroll platform. Exposure to Xero is an advantage. Demonstrates disciplined control over system uploads, payroll data, validation records, and supporting documentation.

  8. Current working knowledge of Philippine payroll, SSS, PhilHealth, HDMF (Pag-IBIG), and BIR requirements affecting employee and consultant compensation.

  9. Strong written and verbal communication, particularly when explaining computations, resolving exceptions, and escalating deadline or control risks.

  10. Proven integrity, discretion, and sound judgment in handling confidential employee, payroll, tax, and financial information.

PREFERRED EXPERIENCE

  1. Compensation, benefits, and payroll administration for a workforce that includes regular, project-based, fixed-term, and consultant engagements.

  2. Coordination with external accounting, payroll, tax, benefits, legal, or compliance partners while retaining clear internal ownership.

  3. Preparation of payroll dashboards, management summaries, audit schedules, and process-control documentation.

  4. Implementation or improvement of payroll systems, automated templates, validation rules, or exception reporting.

CORE COMPETENCIES

  1. Total Rewards Administration. Accurately implements approved compensation, payroll, statutory-benefit, and company-benefit decisions. Maintains complete records and does not independently change compensation or benefit policies.

  2. Payroll Administration, Accuracy, and Reconciliation. Converts approved compensation, attendance, allowance, deduction, incentive, and benefit inputs into accurate and timely payroll outputs. Validates and reconciles outputs against approved source records and resolves discrepancies before payroll approval and release.

  3. Compensation Records and Salary Journal Control. Maintains an accurate, confidential, and auditable record of employee salaries, allowances, incentives, deductions, approved benefit entitlements, and approved compensation movements.

  4. Benefits Administration. Administers employee enrollment, changes, deductions, claims support, billing validation, and separation from government-mandated and company-sponsored benefit programs.

  5. Total Rewards Governance and Exception Management. Recognizes unsupported compensation changes, unusual payroll movements, benefit discrepancies, and non-standard cases. Escalates matters requiring policy interpretation, management judgment, or exception approval.

  6. Employee Service, Communication, and Confidentiality. Explains payroll computations, salary movements, deductions, and benefit coverage clearly and respectfully while exercising integrity and discretion in handling confidential employee and consultant information.

  7. Process Discipline and Continuous Improvement. Maintains reliable calendars, checklists, templates, trackers, and documented procedures. Identifies opportunities to reduce manual work, prevent recurring errors, and improve turnaround time.

REQUIREMENTS

  1. Bachelor's degree in Finance, Accountancy, Human Resources, Business Administration, Management, or a related field, supported by substantial hands-on experience in compensation, benefits, and Philippine payroll administration.

  2. At least five years of end-to-end Philippine compensation, benefits, and payroll administration experience, including gross-to-net computation, final pay, statutory deductions, compensation-related withholding tax, reconciliation, and compliance documentation.

  3. Hands-on employer-side administration of SSS, PhilHealth, and HDMF (Pag-IBIG), including employee reporting and updates, contribution remittance, employee loans, claims support, posting verification, contribution reconciliation, eGov uploads, and correction of discrepancies.

  4. Demonstrated ability to compute and validate payroll independently, including manual recomputation when needed to verify system-generated results.

  5. Working knowledge of compensation administration, salary movements, payroll controls, statutory contributions, benefits reconciliation, cost-center or project allocation, and the preparation of payroll schedules for FINANCE review.

  6. Advanced Google Sheets or Excel capability, including lookups, conditional formulas, pivot tables, variance analysis, formula auditing, and reconciliation.

  7. Experience with PayDay or an equivalent HRIS or payroll platform. Exposure to Xero is an advantage. Demonstrates disciplined control over system uploads, payroll data, validation records, and supporting documentation.

  8. Current working knowledge of Philippine payroll, SSS, PhilHealth, HDMF (Pag-IBIG), and BIR requirements affecting employee and consultant compensation.

  9. Strong written and verbal communication, particularly when explaining computations, resolving exceptions, and escalating deadline or control risks.

  10. Proven integrity, discretion, and sound judgment in handling confidential employee, payroll, tax, and financial information.

Head of HR Services
head-of-hr-services
Content Designer
content-designer

FREQUENTLY ASKED 
QUESTIONS

Due to the current pandemic situation, this is a remote position until further notice.

When the time comes, and we decide to go back to our office, our headquarters is located at Unit 1516 City and Land Mega Plaza, Cor. Garnett rd. ADB Avenue, Ortigas Pasig City.

Leigh de Guzman is our CEO and leads the Project Management group and handles the overall operations of Frost. John Paul de Guzman, our Chief Creative and founder, leads the Creative team and handles production. Cathy Limsoc-Castillo handles strategy, finance and economics.

We have a collective experience of 45 years in business development, consulting, design, and project management, spanning our work to diverse industries locally and abroad.

As of this writing, Frost has around 25 people, and we’re continuously growing. Our search for talented individuals never stops!

Our design team uses a broad range of tools. But often, we use Figma for designing. Occasional Adobe Photoshop, Illustrator, and Maya for most of our 3d works. On top of that, we are investing a lot in developing our own custom tools like Figma plugins and other design automation initiatives. You are expected to cope, if not lead, in this new era of design automation.

Our Chief Creative writes about our culture, and other insights, and our prevailing mindset on his blog A View from the Inside.

Due to the current pandemic situation, this is a remote position until further notice.

When the time comes, and we decide to go back to our office, our headquarters is located at Unit 1516 City and Land Mega Plaza, Cor. Garnett rd. ADB Avenue, Ortigas Pasig City.

Leigh de Guzman is our CEO and leads the Project Management group and handles the overall operations of Frost. John Paul de Guzman, our Chief Creative and founder, leads the Creative team and handles production. Cathy Limsoc-Castillo handles strategy, finance and economics.

We have a collective experience of 45 years in business development, consulting, design, and project management, spanning our work to diverse industries locally and abroad.

As of this writing, Frost has around 25 people, and we’re continuously growing. Our search for talented individuals never stops!

Frost culture is built on our diverse experiences over the years. Our culture consists of practices that will empower the team to strive and meet their full potential. The stories of Frost and its culture can be found in Life At Frost.

Compensation, Benefits and Payroll Officer

To apply to this career, send us an email at jobs@frostdesigngroup.com

Compensation, Benefits and Payroll Officer

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