Talent Acquisition Partner

Talent Acquisition Partner

We are looking for an experienced, self-driven, results-driven HR leader to serve as Talent Acquisition Partner. This position owns the full recruitment cycle and develops and supports management initiatives that align Frost's talent strategies with evolving business needs.

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?
‍
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.
‍
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

We are looking for an experienced, self-driven, results-driven HR leader to serve as Talent Acquisition Partner. This position owns the full recruitment cycle and develops and supports management initiatives that align Frost's talent strategies with evolving business needs.

The Talent Acquisition Partner executes approved end-to-end recruitment strategy, owns the candidate journey through pre-employment completion and onboarding. The role upholds Frost's employer brand through accurate recruitment communications, professional candidate engagement, and a consistent new-hire experience.

The Talent Acquisition Partner requires working closely with the Business/Practice Heads, Head of HR Services and HR Business Partners in hiring assessments and calibration, directs approved sourcing support, and ensures new hires complete the required documentation, orientation, and onboarding activities. The role delivers assigned Objective Key Results, maintains accurate dashboards, and completes a documented handoff to the HRBP and receiving team after onboarding.

As the lead in talent acquisition, you will manage the entire talent journey—from recruiting, onboarding, and offboarding to programs that enhance performance and development. You will also be expected to improve Frost's recruitment systems by regularly engaging with Business/Practice Heads to refine job descriptions, collaborating with the Business/Practice Heads and Head of HR Services on headcount requirements and calibration, managing sourcing strategies, building recruitment dashboards, and strengthening relations with recruitment partners.

As the lead for talent development and organizational initiatives, you will run and improve talent orientation and onboarding processes.

This role is crucial in ensuring that Frost's talent strategies and services remain aligned with its business context. We are seeking a proactive and enthusiastic colleague who can thrive in a fast-changing business environment, embrace challenges, and stay true to Frost's values while building sustainable systems that strengthen both our talent pipeline and employee experience.

We are looking for an experienced, self-driven, results-driven HR leader to serve as Talent Acquisition Partner. This position owns the full recruitment cycle and develops and supports management initiatives that align Frost's talent strategies with evolving business needs.

The Talent Acquisition Partner executes approved end-to-end recruitment strategy, owns the candidate journey through pre-employment completion and onboarding. The role upholds Frost's employer brand through accurate recruitment communications, professional candidate engagement, and a consistent new-hire experience.

The Talent Acquisition Partner requires working closely with the Business/Practice Heads, Head of HR Services and HR Business Partners in hiring assessments and calibration, directs approved sourcing support, and ensures new hires complete the required documentation, orientation, and onboarding activities. The role delivers assigned Objective Key Results, maintains accurate dashboards, and completes a documented handoff to the HRBP and receiving team after onboarding.

As the lead in talent acquisition, you will manage the entire talent journey—from recruiting, onboarding, and offboarding to programs that enhance performance and development. You will also be expected to improve Frost's recruitment systems by regularly engaging with Business/Practice Heads to refine job descriptions, collaborating with the Business/Practice Heads and Head of HR Services on headcount requirements and calibration, managing sourcing strategies, building recruitment dashboards, and strengthening relations with recruitment partners.

As the lead for talent development and organizational initiatives, you will run and improve talent orientation and onboarding processes.

This role is crucial in ensuring that Frost's talent strategies and services remain aligned with its business context. We are seeking a proactive and enthusiastic colleague who can thrive in a fast-changing business environment, embrace challenges, and stay true to Frost's values while building sustainable systems that strengthen both our talent pipeline and employee experience.

JOB DESCRIPTION
Talent Acquisition Responsibilities

  1. Convert authorized recruitment goals into actionable vacancy roadmaps, defining specific competencies, outreach methods, and key stakeholders. Manage the full candidate funnel, from initial sourcing and screening through structured HR evaluations, while collaborating with Business/Practice Heads to facilitate calibrated hiring outcomes.

  2. Direct talent acquisition associates, recruitment partners, and external vendors to ensure alignment with project briefs and quality benchmarks. Oversee professional engagement throughout the talent journey, providing evidence-supported hiring advice and ensuring prompt follow-through on all selection processes.

  3. Keep an overview of staffing needs via regular meetings with management and practice heads.

  4. Drive optimization of HR processes for recruitment, onboarding, and offboarding to ensure efficiency, effectiveness, and equity.

  5. Generate and provide a weekly recruitment dashboard, reporting recruitment plans and status to senior management for decision-making.

  6. Design and improve job descriptions to reflect position requirements, in coordination with management and business/practice heads.

  7. Manage the full recruitment cycle, including sourcing talent through various online and offline channels, screening candidates, coordinating interviews with managers and practice heads, planning and conducting assessments, background checks, and hiring decision feedback sessions, and reporting recruitment dashboards with recommended sourcing improvements to HRBP and management.

    • Improve and align selection criteria and processes with Frost's values and business strategy.

    • Initiate and manage relationships with interim and recruitment partners.

    • Lead employer branding initiatives, both online and offline.

    • Organize and manage job fairs, recruitment events, and talent roadshows.

    • Conduct exit interviews and assessments for offboarding employees and coordinate feedback sessions.

    • Foster long-term relationships with past applicants and potential candidates.

OKRs, Dashboards and Improvement

  1. Translate approved direction into work plans and proposed OKRs for the Head of HR Services' approval. Own assigned results, maintain evidence, review progress weekly, and implement corrective actions; obtain approval for target or scope changes.

  2. Update vacancy, candidate, pre-employment and onboarding dashboards daily; refresh OKR and employer-brand progress at least weekly and before reviews. Validate source records and show targets versus actuals, aging, owners, risks, due dates, and next actions.

  3. Report funnel performance, source effectiveness, offer acceptance, onboarding readiness, and candidate feedback. Escalate stalled decisions and delivery risks with recommended actions and maintain confidential records with appropriate access.

Employer Branding and Candidate Experience

  1. Uphold Frost's approved employer-brand positioning across job advertisements, outreach, interviews, offers and onboarding. Ensure representations about roles, compensation, benefits, working arrangements and culture are accurate and approved.

  2. Execute approved recruitment content, careers-channel updates, events and employer-brand activities with the relevant teams. Support approved Great Place to Work requirements; use candidate and new-hire feedback to improve experience and escalate reputational concerns.

  3. Support initiatives that strengthen Frost's organizational culture and employer brand, including GPTW certification, candidate and employee engagement programs.

  4. Support change management, team-building, and cultural awareness initiatives.

  5. Drive projects that align organizational development with Frost's business strategy.

  6. Prepare and route offers and employment documents using approved terms and templates. Secure required approvals, signatures, and confirmed start dates; explain requirements and deadlines clearly to successful candidates.

  7. Issue the pre-employment checklist; collect, validate, and securely maintain required records, acknowledgments, and applicable clearances or checks. Track missing items, resolve discrepancies, and obtain authorized decisions on exceptions before the start date.

Onboarding and New-Hire Readiness

  1. Own the approved onboarding checklist and schedule. Conduct company orientation and coordinate role induction, bootcamp, or introductory training with the responsible Practice/Business Head and trainers; track attendance, acknowledgments, and completion.

  2. Coordinate equipment, access, workspace, reporting instructions, and first-day arrangements with CBO, IT, and the receiving team. Provide validated new-hire information to Compensation, Benefits and Payroll for the relevant setup.

  3. Follow through on onboarding requirements until the approved checklist is complete or outstanding exceptions have documented approval, an owner, and a due date. Confirm the receiving team's acknowledgment and hand over complete records to the assigned HRBP.

Leadership & Management

  1. Supervise and coach Talent Acquisition associates.

  2. Represent Talent Acquisition at the Operations Committee (Opscomm) level.

  3. Foster a culture of accountability, service excellence, and proactive problem-solving within the Talent Acquisition and HR Services.

  4. Perform other tasks as may be assigned by the management team.

Talent Acquisition Responsibilities

  1. Convert authorized recruitment goals into actionable vacancy roadmaps, defining specific competencies, outreach methods, and key stakeholders. Manage the full candidate funnel, from initial sourcing and screening through structured HR evaluations, while collaborating with Business/Practice Heads to facilitate calibrated hiring outcomes.

  2. Direct talent acquisition associates, recruitment partners, and external vendors to ensure alignment with project briefs and quality benchmarks. Oversee professional engagement throughout the talent journey, providing evidence-supported hiring advice and ensuring prompt follow-through on all selection processes.

  3. Keep an overview of staffing needs via regular meetings with management and practice heads.

  4. Drive optimization of HR processes for recruitment, onboarding, and offboarding to ensure efficiency, effectiveness, and equity.

  5. Generate and provide a weekly recruitment dashboard, reporting recruitment plans and status to senior management for decision-making.

  6. Design and improve job descriptions to reflect position requirements, in coordination with management and business/practice heads.

  7. Manage the full recruitment cycle, including sourcing talent through various online and offline channels, screening candidates, coordinating interviews with managers and practice heads, planning and conducting assessments, background checks, and hiring decision feedback sessions, and reporting recruitment dashboards with recommended sourcing improvements to HRBP and management.

    • Improve and align selection criteria and processes with Frost's values and business strategy.

    • Initiate and manage relationships with interim and recruitment partners.

    • Lead employer branding initiatives, both online and offline.

    • Organize and manage job fairs, recruitment events, and talent roadshows.

    • Conduct exit interviews and assessments for offboarding employees and coordinate feedback sessions.

    • Foster long-term relationships with past applicants and potential candidates.

OKRs, Dashboards and Improvement

  1. Translate approved direction into work plans and proposed OKRs for the Head of HR Services' approval. Own assigned results, maintain evidence, review progress weekly, and implement corrective actions; obtain approval for target or scope changes.

  2. Update vacancy, candidate, pre-employment and onboarding dashboards daily; refresh OKR and employer-brand progress at least weekly and before reviews. Validate source records and show targets versus actuals, aging, owners, risks, due dates, and next actions.

  3. Report funnel performance, source effectiveness, offer acceptance, onboarding readiness, and candidate feedback. Escalate stalled decisions and delivery risks with recommended actions and maintain confidential records with appropriate access.

Employer Branding and Candidate Experience

  1. Uphold Frost's approved employer-brand positioning across job advertisements, outreach, interviews, offers and onboarding. Ensure representations about roles, compensation, benefits, working arrangements and culture are accurate and approved.

  2. Execute approved recruitment content, careers-channel updates, events and employer-brand activities with the relevant teams. Support approved Great Place to Work requirements; use candidate and new-hire feedback to improve experience and escalate reputational concerns.

  3. Support initiatives that strengthen Frost's organizational culture and employer brand, including GPTW certification, candidate and employee engagement programs.

  4. Support change management, team-building, and cultural awareness initiatives.

  5. Drive projects that align organizational development with Frost's business strategy.

  6. Prepare and route offers and employment documents using approved terms and templates. Secure required approvals, signatures, and confirmed start dates; explain requirements and deadlines clearly to successful candidates.

  7. Issue the pre-employment checklist; collect, validate, and securely maintain required records, acknowledgments, and applicable clearances or checks. Track missing items, resolve discrepancies, and obtain authorized decisions on exceptions before the start date.

Onboarding and New-Hire Readiness

  1. Own the approved onboarding checklist and schedule. Conduct company orientation and coordinate role induction, bootcamp, or introductory training with the responsible Practice/Business Head and trainers; track attendance, acknowledgments, and completion.

  2. Coordinate equipment, access, workspace, reporting instructions, and first-day arrangements with CBO, IT, and the receiving team. Provide validated new-hire information to Compensation, Benefits and Payroll for the relevant setup.

  3. Follow through on onboarding requirements until the approved checklist is complete or outstanding exceptions have documented approval, an owner, and a due date. Confirm the receiving team's acknowledgment and hand over complete records to the assigned HRBP.

Leadership & Management

  1. Supervise and coach Talent Acquisition associates.

  2. Represent Talent Acquisition at the Operations Committee (Opscomm) level.

  3. Foster a culture of accountability, service excellence, and proactive problem-solving within the Talent Acquisition and HR Services.

  4. Perform other tasks as may be assigned by the management team.

Frost Culture

Qualifications
CORE COMPETENCIES

  1. Recruitment Execution and Evidence-based Screening: Applies approved criteria, conducts structured HR interviews, and prepares hiring recommendations supported by candidate evidence.

  2. Employer Branding and Communication: Upholds Frost's employer brand, communicates clearly, and manages candidate and stakeholder relationships professionally.

  3. Pre-employment and Onboarding Administration: Validates requirements, coordinates orientation and new-hire readiness, and ensures accurate, complete documentation and handoff.

  4. Strategy Implementation and Results Ownership: Translates approved direction into prioritized plans and OKRs, manages competing deadlines, and proactively follows through on commitments.

  5. Dashboard Management and Problem-Solving: Maintains accurate, current dashboards, analyzes recruitment performance, identifies bottlenecks, and implements practical corrective actions.

  6. Cross-Functional Coordination and Professional Judgment: Secures timely inputs and approvals, acts within delegated authority, escalates exceptions appropriately, and protects confidential information.

REQUIREMENTS

  1. Five (5) years of work experience in the domain of Talent Acquisition, with full-cycle recruitment experience, including specialist hiring, offer coordination, pre-employment, and onboarding.

  2. Demonstrated employer-branding, recruitment-marketing or candidate-experience work; strong interviewing, writing, and stakeholder-coordination skills.

  3. Practical proficiency in applicant tracking systems or recruitment trackers, dashboards, document controls, and workflow tools.

  4. Degree in human resources management or management equivalent.

CORE COMPETENCIES

  1. Recruitment Execution and Evidence-based Screening: Applies approved criteria, conducts structured HR interviews, and prepares hiring recommendations supported by candidate evidence.

  2. Employer Branding and Communication: Upholds Frost's employer brand, communicates clearly, and manages candidate and stakeholder relationships professionally.

  3. Pre-employment and Onboarding Administration: Validates requirements, coordinates orientation and new-hire readiness, and ensures accurate, complete documentation and handoff.

  4. Strategy Implementation and Results Ownership: Translates approved direction into prioritized plans and OKRs, manages competing deadlines, and proactively follows through on commitments.

  5. Dashboard Management and Problem-Solving: Maintains accurate, current dashboards, analyzes recruitment performance, identifies bottlenecks, and implements practical corrective actions.

  6. Cross-Functional Coordination and Professional Judgment: Secures timely inputs and approvals, acts within delegated authority, escalates exceptions appropriately, and protects confidential information.

REQUIREMENTS

  1. Five (5) years of work experience in the domain of Talent Acquisition, with full-cycle recruitment experience, including specialist hiring, offer coordination, pre-employment, and onboarding.

  2. Demonstrated employer-branding, recruitment-marketing or candidate-experience work; strong interviewing, writing, and stakeholder-coordination skills.

  3. Practical proficiency in applicant tracking systems or recruitment trackers, dashboards, document controls, and workflow tools.

  4. Degree in human resources management or management equivalent.

Project Coordinator
project-coordinator
HR Business Partner, Non-Creatives
hr-business-partner-non-creatives

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.

Talent Acquisition Partner

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

Talent Acquisition Partner

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