HR Business Partner, Non-Creatives

HR Business Partner, Non-Creatives

We are looking for an experienced, pro-active and results-driven HR Business Partner for Non-Creatives who understands Frost's business context and implements approved people priorities under the direction of the Head of HR Services.

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

By continuing, you agree to our Data Privacy Agreement.

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.
‍
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.
‍
You'll report directly with our Chief Creative.
‍
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.
‍
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

We are looking for an experienced, proactive, and results-driven HR Business Partner for Non-Creatives who understands Frost's business context and implements approved people priorities under the direction of the Head of HR Services. In this role, you will manage ongoing employee services following Talent Acquisition's onboarding handoff and coordinate workforce administration, employee relations, performance reviews, development, engagement, wellness, and retention activities.

You will work closely with Business/Practice Heads, who assess job competencies and work performance, while you coordinate review schedules, documentation, and follow-through on agreed actions. You will own assigned OKRs, maintain accurate and updated dashboards, meet approved service standards, and resolve or escalate issues within your authority.

We expect you to anticipate requirements, exercise sound judgment, recommend practical improvements, and take ownership of commitments while consistently upholding Frost's values.

About the Job

We are looking for an experienced, proactive, and results-driven HR Business Partner for Non-Creatives who understands Frost's business context and implements approved people priorities under the direction of the Head of HR Services. In this role, you will manage ongoing employee services following Talent Acquisition's onboarding handoff and coordinate workforce administration, employee relations, performance reviews, development, engagement, wellness, and retention activities.

You will work closely with Business/Practice Heads, who assess job competencies and work performance, while you coordinate review schedules, documentation, and follow-through on agreed actions. You will own assigned OKRs, maintain accurate and updated dashboards, meet approved service standards, and resolve or escalate issues within your authority.

We expect you to anticipate requirements, exercise sound judgment, recommend practical improvements, and take ownership of commitments while consistently upholding Frost's values.

JOB DESCRIPTION
Key Accountabilities

  1. Business Alignment and Implementation: Understand Frost's operating context and translate approved priorities into portfolio work plans, milestones and proposed OKRs for the Head's approval. Execute agreed actions and raise policy, resource or structural decisions to the proper owner.

  2. Employee Service Delivery: Own ongoing employee support following Talent Acquisition's onboarding handoff. Manage inquiries, employment certifications, employee movements and separation documentation. Coordinate contracts, IDs, equipment, access and bank-account requests with the responsible teams; track each request through closure.

  3. Onboarding Handoff: Receive and validate onboarding records from the Talent Acquisition Partner, confirm ongoing service ownership, and escalate gaps to the responsible owner. Support assigned orientation inputs; the Partner owns pre-employment completion and onboarding readiness.

  4. Workforce and Role Coordination: Monitor approved staffing needs, allocations, utilization, capacity gaps and role clarity with Business Development, Business/Practice Heads and PMO. Maintain job descriptions and workforce records using validated inputs; route proposed changes for approval. Business leaders retain work-allocation and staffing decisions.

  5. Performance and Competency Cycles: Administer probationary and quarterly reviews, role expectations, KPI/OKR records, evidence, review schedules and follow-up. Obtain competency and work-performance assessments from Business/Practice Heads; coordinate development and improvement plans and track agreed actions to completion.

  6. Attendance and Total-Rewards Inputs: Validate attendance, leave, overtime, movements and other approved inputs for payroll, benefits and final pay. Resolve missing or inconsistent records with employees and approvers; the Compensation, Benefits and Payroll Officer retains computations and total-rewards administration.

  7. Employee Relations and Compliance: Acknowledge concerns, document grievances and incidents, gather facts, and coordinate investigations and disciplinary documentation within approved authority. Apply policies consistently, protect confidentiality, and coordinate with the Head and designated legal adviser on sensitive cases and procedural requirements.

  8. Career, Engagement and Retention Programs: Implement approved career-development, leadership-development, engagement, wellness, recognition and retention activities. Coordinate development needs identified by Business/Practice Heads, participation and follow-up; recommend improvements without independently changing programs, rewards or policy.

  9. Communications and Records: Prepare clear, approved employee communications and memoranda; explain applicable processes and maintain accurate employee, movement, case and program records. Preserve approvals, acknowledgments, access controls and audit evidence.

  10. Dashboards and Corrective Action: Update service and case dashboards daily and OKR progress weekly. Analyze aging, recurring issues and service performance; agree recovery actions with owners and deadlines, report risks, and escalate unresolved dependencies promptly.

  11. Continuous Improvement: Simplify recurring work through approved templates, FAQs, batching, tools and automation. Validate the problem and cross-functional impact before changes, obtain required approval, and measure whether the change improves speed, quality or control.

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

Required Outputs and Service Standards

  1. Approved portfolio implementation plan and OKR scorecard with priorities, targets, owners, milestones and evidence. Maintain period-specific numeric targets in the approved scorecard.

  2. Daily service and case dashboard showing category, owner, status, due date, aging and next action; weekly OKR, risk and recovery updates before reviews. Validate source data and limit sensitive case details to authorized users.

  3. Resolve routine inquiries within one business day; target three to five business days for controllable coordination requests unless a different approved service standard applies. Track complex cases against an approved case plan with documented dependencies and extensions.

  4. Acknowledge grievances within one business day and escalate urgent concerns immediately. Complete investigations and disciplinary steps under approved case plans and applicable procedural requirements.

  5. Complete review administration before probationary and performance decision deadlines. Maintain complete records for employee movements, cases, separation, workforce requests and onboarding handoffs.

  6. Monthly portfolio report covering SLA, workforce movements, cases, development and program progress, exceptions and recommendations. Deliver approved initiatives to their project plans and participation targets.

Key Accountabilities

  1. Business Alignment and Implementation: Understand Frost's operating context and translate approved priorities into portfolio work plans, milestones and proposed OKRs for the Head's approval. Execute agreed actions and raise policy, resource or structural decisions to the proper owner.

  2. Employee Service Delivery: Own ongoing employee support following Talent Acquisition's onboarding handoff. Manage inquiries, employment certifications, employee movements and separation documentation. Coordinate contracts, IDs, equipment, access and bank-account requests with the responsible teams; track each request through closure.

  3. Onboarding Handoff: Receive and validate onboarding records from the Talent Acquisition Partner, confirm ongoing service ownership, and escalate gaps to the responsible owner. Support assigned orientation inputs; the Partner owns pre-employment completion and onboarding readiness.

  4. Workforce and Role Coordination: Monitor approved staffing needs, allocations, utilization, capacity gaps and role clarity with Business Development, Business/Practice Heads and PMO. Maintain job descriptions and workforce records using validated inputs; route proposed changes for approval. Business leaders retain work-allocation and staffing decisions.

  5. Performance and Competency Cycles: Administer probationary and quarterly reviews, role expectations, KPI/OKR records, evidence, review schedules and follow-up. Obtain competency and work-performance assessments from Business/Practice Heads; coordinate development and improvement plans and track agreed actions to completion.

  6. Attendance and Total-Rewards Inputs: Validate attendance, leave, overtime, movements and other approved inputs for payroll, benefits and final pay. Resolve missing or inconsistent records with employees and approvers; the Compensation, Benefits and Payroll Officer retains computations and total-rewards administration.

  7. Employee Relations and Compliance: Acknowledge concerns, document grievances and incidents, gather facts, and coordinate investigations and disciplinary documentation within approved authority. Apply policies consistently, protect confidentiality, and coordinate with the Head and designated legal adviser on sensitive cases and procedural requirements.

  8. Career, Engagement and Retention Programs: Implement approved career-development, leadership-development, engagement, wellness, recognition and retention activities. Coordinate development needs identified by Business/Practice Heads, participation and follow-up; recommend improvements without independently changing programs, rewards or policy.

  9. Communications and Records: Prepare clear, approved employee communications and memoranda; explain applicable processes and maintain accurate employee, movement, case and program records. Preserve approvals, acknowledgments, access controls and audit evidence.

  10. Dashboards and Corrective Action: Update service and case dashboards daily and OKR progress weekly. Analyze aging, recurring issues and service performance; agree recovery actions with owners and deadlines, report risks, and escalate unresolved dependencies promptly.

  11. Continuous Improvement: Simplify recurring work through approved templates, FAQs, batching, tools and automation. Validate the problem and cross-functional impact before changes, obtain required approval, and measure whether the change improves speed, quality or control.

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

Required Outputs and Service Standards

  1. Approved portfolio implementation plan and OKR scorecard with priorities, targets, owners, milestones and evidence. Maintain period-specific numeric targets in the approved scorecard.

  2. Daily service and case dashboard showing category, owner, status, due date, aging and next action; weekly OKR, risk and recovery updates before reviews. Validate source data and limit sensitive case details to authorized users.

  3. Resolve routine inquiries within one business day; target three to five business days for controllable coordination requests unless a different approved service standard applies. Track complex cases against an approved case plan with documented dependencies and extensions.

  4. Acknowledge grievances within one business day and escalate urgent concerns immediately. Complete investigations and disciplinary steps under approved case plans and applicable procedural requirements.

  5. Complete review administration before probationary and performance decision deadlines. Maintain complete records for employee movements, cases, separation, workforce requests and onboarding handoffs.

  6. Monthly portfolio report covering SLA, workforce movements, cases, development and program progress, exceptions and recommendations. Deliver approved initiatives to their project plans and participation targets.

Frost Culture

Qualifications
CORE COMPETENCIES

  1. Project execution and attention to detail: Delivers complete, accurate scope, schedule and budget outputs against approved project standards.

  2. Customer management and stakeholder confidence: Maintains client relationships, manages expectations, handles sensitive account information responsibly and escalates matters within the correct authority.

  3. Methodology application: Selects and applies waterfall or agile approaches appropriately, and keeps project artifacts and governance consistent with the chosen method.

  4. Technical and design fluency: Applies a solid grasp of design and IT concepts, web standards and the application development life cycle when planning work and assessing risk.

  5. Communication and interpersonal effectiveness: Explains requirements clearly, facilitates project discussions and secures cross-functional follow-through.

  6. Strategy implementation and ownership: Turns approved direction into organized priorities and OKRs, anticipates requirements and follows through without repeated instructions.

  7. Data analysis and problem-solving: Maintains reliable dashboards, identifies delivery gaps and root causes, and recommends practical corrective actions.

  8. Program delivery and continuous improvement: Coordinates approved projects and adapts tools and processes to improve execution without weakening controls.

  9. Reduction in aged tasks, slipped milestones, recurring defects, rework and repeated follow-ups; corrective actions closed with evidence.

  10. Timely status reporting and stakeholder communications, reliable handoffs and completion of approved project deliverables and action commitments.

REQUIREMENTS

  1. At least eight years of relevant project management experience, including at least five years of hands-on customer management; experience supporting technology, PMO, web or application delivery teams is preferred.

  2. Degree in a business or management field, or in an IT-related field such as Computer Science, Computer Engineering, Information Technology or Information Systems.

  3. Certification in project management (PMP or Certified ScrumMaster) is an advantage but not required.

  4. Working knowledge of waterfall and agile methodologies, project management processes, workflows and terminology; practical ability to use project management software, trackers, dashboards and new workflow tools.

CORE COMPETENCIES

  1. Project execution and attention to detail: Delivers complete, accurate scope, schedule and budget outputs against approved project standards.

  2. Customer management and stakeholder confidence: Maintains client relationships, manages expectations, handles sensitive account information responsibly and escalates matters within the correct authority.

  3. Methodology application: Selects and applies waterfall or agile approaches appropriately, and keeps project artifacts and governance consistent with the chosen method.

  4. Technical and design fluency: Applies a solid grasp of design and IT concepts, web standards and the application development life cycle when planning work and assessing risk.

  5. Communication and interpersonal effectiveness: Explains requirements clearly, facilitates project discussions and secures cross-functional follow-through.

  6. Strategy implementation and ownership: Turns approved direction into organized priorities and OKRs, anticipates requirements and follows through without repeated instructions.

  7. Data analysis and problem-solving: Maintains reliable dashboards, identifies delivery gaps and root causes, and recommends practical corrective actions.

  8. Program delivery and continuous improvement: Coordinates approved projects and adapts tools and processes to improve execution without weakening controls.

  9. Reduction in aged tasks, slipped milestones, recurring defects, rework and repeated follow-ups; corrective actions closed with evidence.

  10. Timely status reporting and stakeholder communications, reliable handoffs and completion of approved project deliverables and action commitments.

REQUIREMENTS

  1. At least eight years of relevant project management experience, including at least five years of hands-on customer management; experience supporting technology, PMO, web or application delivery teams is preferred.

  2. Degree in a business or management field, or in an IT-related field such as Computer Science, Computer Engineering, Information Technology or Information Systems.

  3. Certification in project management (PMP or Certified ScrumMaster) is an advantage but not required.

  4. Working knowledge of waterfall and agile methodologies, project management processes, workflows and terminology; practical ability to use project management software, trackers, dashboards and new workflow tools.

Talent Acquisition Partner
talent-acquisition-partner
Head of HR Services
head-of-hr-services

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.

HR Business Partner, Non-Creatives

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

HR Business Partner, Non-Creatives

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