Head of HR Services

Head of HR Services

We are looking for a Head of HR Services to lead end-to-end HR service delivery — employee servicing, recruitment, payroll, performance, and employee relations — while ensuring accurate reporting and strong controls.

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

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Read our policy here

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?
‍
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!
‍
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.
‍
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.
‍
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.
‍
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.
‍
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.
‍
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.
‍
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 Head of HR Services leads the implementation of Execom-approved people strategy and is accountable for reliable, timely HR service delivery across Frost.

The role translates approved direction into operating plans and team OKRs, leads and develops the TMG team, and coordinates employee services, recruitment, employer branding, compensation, benefits, payroll, and employee relations.

The Head of HR Services ensures dashboards remain accurate and current, reviews performance against commitments, and addresses delivery gaps through coaching, process improvements, and corrective action. The role exercises delegated operational authority, escalates material decisions to Execom, and ensures competency and work-performance assessments are completed by the responsible Practice/Business Heads.

About the Job

The Head of HR Services leads the implementation of Execom-approved people strategy and is accountable for reliable, timely HR service delivery across Frost.

The role translates approved direction into operating plans and team OKRs, leads and develops the TMG team, and coordinates employee services, recruitment, employer branding, compensation, benefits, payroll, and employee relations.

The Head of HR Services ensures dashboards remain accurate and current, reviews performance against commitments, and addresses delivery gaps through coaching, process improvements, and corrective action. The role exercises delegated operational authority, escalates material decisions to Execom, and ensures competency and work-performance assessments are completed by the responsible Practice/Business Heads.

JOB DESCRIPTION
Leadership and People Management

  1. Set clear role expectations, individual OKRs, service standards and decision limits. Delegate with an accountable owner, expected outcome and deadline; retain responsibility for team delivery.

  2. Hold regular one-on-ones and provide timely, evidence-based feedback. Recognize effective work, coach judgment and skills, and address performance gaps through documented improvement actions and follow-up.

  3. Review TMG team delivery against approved commitments and coordinate formal competency assessment with the relevant Practice/Business Head. Separate individual performance gaps from unclear instructions, capacity limits and blocked dependencies.

  4. Maintain team development and backup-coverage plans through cross-training and documented handoffs. Build independent execution within delegated authority and manage workload sustainably.

  5. Model confidentiality, respectful communication and consistent accountability. Encourage early reporting of risks and errors, resolve team conflict promptly, and coordinate cross-functional commitments without taking over Business/Practice Heads' employee-management responsibilities.

Required Outputs and Service Standards

  1. Approved quarterly TMG implementation plan and OKR scorecard, with measurable targets, accountable owners, milestones, dependencies and evidence sources. Keep period-specific targets in the scorecard rather than the JD.

  2. Operational dashboards updated daily by assigned owners; OKR progress refreshed at least weekly and before management reviews. Show last update, targets versus actuals, status, aging, risks, next actions and due dates.

  3. Weekly review and action log, plus a monthly consolidated workforce, recruitment, employer-brand, total-rewards-control, case and capacity report. Show shared dependencies separately and restrict sensitive employee details to authorized users.

  4. Every active item has an owner, status, deadline and next action. Every delayed item has a reason and recovery date; every material case has facts, options, recommendation, decision owner and closure evidence.

  5. Maintain critical payroll, filing, contract and onboarding calendars. Escalate threatened deadlines promptly; record actual missed deadlines separately even when previously escalated.

Core Competencies

  1. Strategy Implementation: Turns approved direction into realistic, sequenced work and measurable outcomes.

  2. Results Ownership: Aligns team OKRs, follows through and addresses missed commitments.

  3. Operational Leadership: Prioritizes, delegates, coaches and maintains reliable service coverage.

  4. Data and Dashboard Management: Validates sources, interprets variances and uses evidence to guide action.

  5. Judgment and Controls: Resolves issues within authority and escalates material risks promptly.

  6. Coordination and Improvement: Secures cross-functional follow-through and simplifies work without weakening controls.

Key Accountabilities

  1. Strategy Implementation: Convert Execom-approved direction into practical quarterly plans with priorities, milestones, owners, dependencies, resources and expected results, grounded in Frost's actual workflows.

  2. Team OKRs: Propose TMG OKRs for Execom approval and align individual commitments with approved outcomes. Define baselines, targets, evidence and due dates; own functional results and ensure each team member understands their contribution.

  3. Integrated Service Delivery: Run coordinated employee-lifecycle services through HRBPs, Talent Acquisition, and Compensation, Benefits and Payroll. Establish clear ownership, service levels, handoffs, approvals and escalation rules.

  4. Dashboard Ownership: Own the completeness, accuracy and timeliness of TMG dashboards. Assign data owners, sources, definitions and update schedules; validate reported progress and retain accountability for the consolidated management view.

  5. Performance Reviews and Recovery: Lead weekly reviews of OKRs, service results, aging work and risks. Address root causes, assign corrective actions and verify closure. Escalate blocked decisions with options, a recommendation and the decision date needed.

  6. Capacity Management: Rebalance approved capacity and recommend staffing changes supported by workload and service evidence. Lead the TMG team through the leadership responsibilities below.

  7. Recruitment and Employer Branding: Oversee the Talent Acquisition Partner's delivery against approved hiring and employer-brand plans, including approved Great Place to Work activities. Coordinate resources and approvals; the Partner owns day-to-day execution and Execom retains strategy and positioning.

  8. Total Rewards Controls: Oversee timely payroll, benefits, final-pay and consultant-compensation administration, including TMG computation responsibilities, documented review and complete handoffs to corporate and business operations group. Resolve operational discrepancies and track critical deadlines.

  9. Employee Relations and Performance Cycles: Resolve service and employee-relations matters within delegated authority. Ensure complete evidence, confidentiality and timely follow-through. Administer assessment cycles; Practice/Business Heads assess job competencies and work performance.

  10. Process Improvement and Safeguards: Simplify recurring work using approved templates, workflows and automation. Validate Frost-specific needs and cross-functional impacts before changes; maintain policy implementation, data protection, records, vendor controls and audit readiness.

  11. Executive Reporting: Present concise results against plan, delivery risks, resource trade-offs and decisions required. Implement approved decisions and track them through completion.

  12. Other Assigned Duties: Perform other related duties assigned by Management from time to time, consistent with the role's purpose, level and approved authority.

Leadership and People Management

  1. Set clear role expectations, individual OKRs, service standards and decision limits. Delegate with an accountable owner, expected outcome and deadline; retain responsibility for team delivery.

  2. Hold regular one-on-ones and provide timely, evidence-based feedback. Recognize effective work, coach judgment and skills, and address performance gaps through documented improvement actions and follow-up.

  3. Review TMG team delivery against approved commitments and coordinate formal competency assessment with the relevant Practice/Business Head. Separate individual performance gaps from unclear instructions, capacity limits and blocked dependencies.

  4. Maintain team development and backup-coverage plans through cross-training and documented handoffs. Build independent execution within delegated authority and manage workload sustainably.

  5. Model confidentiality, respectful communication and consistent accountability. Encourage early reporting of risks and errors, resolve team conflict promptly, and coordinate cross-functional commitments without taking over Business/Practice Heads' employee-management responsibilities.

Required Outputs and Service Standards

  1. Approved quarterly TMG implementation plan and OKR scorecard, with measurable targets, accountable owners, milestones, dependencies and evidence sources. Keep period-specific targets in the scorecard rather than the JD.

  2. Operational dashboards updated daily by assigned owners; OKR progress refreshed at least weekly and before management reviews. Show last update, targets versus actuals, status, aging, risks, next actions and due dates.

  3. Weekly review and action log, plus a monthly consolidated workforce, recruitment, employer-brand, total-rewards-control, case and capacity report. Show shared dependencies separately and restrict sensitive employee details to authorized users.

  4. Every active item has an owner, status, deadline and next action. Every delayed item has a reason and recovery date; every material case has facts, options, recommendation, decision owner and closure evidence.

  5. Maintain critical payroll, filing, contract and onboarding calendars. Escalate threatened deadlines promptly; record actual missed deadlines separately even when previously escalated.

Core Competencies

  1. Strategy Implementation: Turns approved direction into realistic, sequenced work and measurable outcomes.

  2. Results Ownership: Aligns team OKRs, follows through and addresses missed commitments.

  3. Operational Leadership: Prioritizes, delegates, coaches and maintains reliable service coverage.

  4. Data and Dashboard Management: Validates sources, interprets variances and uses evidence to guide action.

  5. Judgment and Controls: Resolves issues within authority and escalates material risks promptly.

  6. Coordination and Improvement: Secures cross-functional follow-through and simplifies work without weakening controls.

Key Accountabilities

  1. Strategy Implementation: Convert Execom-approved direction into practical quarterly plans with priorities, milestones, owners, dependencies, resources and expected results, grounded in Frost's actual workflows.

  2. Team OKRs: Propose TMG OKRs for Execom approval and align individual commitments with approved outcomes. Define baselines, targets, evidence and due dates; own functional results and ensure each team member understands their contribution.

  3. Integrated Service Delivery: Run coordinated employee-lifecycle services through HRBPs, Talent Acquisition, and Compensation, Benefits and Payroll. Establish clear ownership, service levels, handoffs, approvals and escalation rules.

  4. Dashboard Ownership: Own the completeness, accuracy and timeliness of TMG dashboards. Assign data owners, sources, definitions and update schedules; validate reported progress and retain accountability for the consolidated management view.

  5. Performance Reviews and Recovery: Lead weekly reviews of OKRs, service results, aging work and risks. Address root causes, assign corrective actions and verify closure. Escalate blocked decisions with options, a recommendation and the decision date needed.

  6. Capacity Management: Rebalance approved capacity and recommend staffing changes supported by workload and service evidence. Lead the TMG team through the leadership responsibilities below.

  7. Recruitment and Employer Branding: Oversee the Talent Acquisition Partner's delivery against approved hiring and employer-brand plans, including approved Great Place to Work activities. Coordinate resources and approvals; the Partner owns day-to-day execution and Execom retains strategy and positioning.

  8. Total Rewards Controls: Oversee timely payroll, benefits, final-pay and consultant-compensation administration, including TMG computation responsibilities, documented review and complete handoffs to corporate and business operations group. Resolve operational discrepancies and track critical deadlines.

  9. Employee Relations and Performance Cycles: Resolve service and employee-relations matters within delegated authority. Ensure complete evidence, confidentiality and timely follow-through. Administer assessment cycles; Practice/Business Heads assess job competencies and work performance.

  10. Process Improvement and Safeguards: Simplify recurring work using approved templates, workflows and automation. Validate Frost-specific needs and cross-functional impacts before changes; maintain policy implementation, data protection, records, vendor controls and audit readiness.

  11. Executive Reporting: Present concise results against plan, delivery risks, resource trade-offs and decisions required. Implement approved decisions and track them through completion.

  12. Other Assigned Duties: Perform other related duties assigned by Management from time to time, consistent with the role's purpose, level and approved authority.

Frost Culture

Qualifications

Qualifications

  1. 8+ years of progressive HR experience, including hands-on employee relations, HR operations, recruitment delivery and team leadership.

  2. Demonstrated command of Philippine labor standards, due process, payroll/benefits controls and data privacy.

  3. Evidence of implementing approved strategy through team OKRs, operational plans, accurate dashboards and measurable service improvements.

  4. Ability to stabilize an HR service function, coach an execution team, coordinate business leaders and present concise, evidence-based executive recommendations.

Qualifications

  1. 8+ years of progressive HR experience, including hands-on employee relations, HR operations, recruitment delivery and team leadership.

  2. Demonstrated command of Philippine labor standards, due process, payroll/benefits controls and data privacy.

  3. Evidence of implementing approved strategy through team OKRs, operational plans, accurate dashboards and measurable service improvements.

  4. Ability to stabilize an HR service function, coach an execution team, coordinate business leaders and present concise, evidence-based executive recommendations.

HR Business Partner, Non-Creatives
hr-business-partner-non-creatives
Compensation, Benefits and Payroll Officer
compensation-benefits-and-payroll-officer

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.

Head of HR Services

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

Head of HR Services

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