![Banner Image](http://s3-ap-southeast-1.amazonaws.com/kalibrr-static-assets/assets/shared/img/banners/Job-post--Default-Banner.png)
![Nayong Pilipino](https://s3-ap-southeast-1.amazonaws.com/kalibrr-company-assets/logos/ZWYUHNJHV2FPW65HGTQT-5877ebd9.jpg)
Deputy Executive Director I
Nayong Pilipino
- Manila, PhilippinesNayong Pilipino (formerly The Orchidarium), Maria Orosa St. cor Finance Rd., Ermita (next to the Lapu Lapu statue and National Museum of the Filipino People), Manila, Metro Manila, PhilippinesManilaMetro ManilaPhilippinesPhilippines
- Penuh waktuFULL_TIME
Berakhir 7 years ago
2017-05-27T16:00:00+00:00Ditutup.
Deskripsi Pekerjaan
Tasks
- Develops, manages, and implements HROD strategies, aligning these with the organization’s goals
- Communicates and ensures compliance and consistency with office practices and policies and compliance with government regulations
- Effectively interfaces with all levels of the organization to coordinate and oversee all of the people-related, finance, and office management activities
- Creates and implements processes to ensure that all administrative systems and processes are highly reliable, finely tuned and well delivered
- Keeps informed and up to date regarding industry standards and best practices related to HR, finance, and administrative management and recommends and implements necessary changes
- Takes the lead in regularly updating the employee manual and manuals of operation of the various departments
- Ensures the timely submission of departmental budgets
- Exercises oversight to ensure the accuracy and timely submission of financial reports to the Commission on Audit and other relevant agencies
- Monitors cash balances and projections and makes the necessary recommendations to the ED and the board for action.
- Coordinates with relevant government agencies to ensure NPF compliance with all government regulations.
- Manages the HR, Administrative, and Finance staff
Functional Competencies
- Conducts root cause analysis, identifies potential strategies in managing resistance and moves employees and other stakeholders forward in the change process within the organization, government and relevant sectors
- Identifies trends and developments on competency model and competency based job descriptions and recommends enhancement of current procedures
- Reviews strategic objectives and scorecards of the organization and recommends talent pool requirements of the Commission
- Formulates operational policies and guidelines on the benefits and welfare of employees
- Evaluates and analyzes implementation of current Learnings and Development Plan to extract inputs for succeeding plans. Identifies resource requirements to ensure proper implementation of priority training/learning interventions
- Identifies resource requirements to ensure proper implementation of the priority training/learning interventions
- Establishes and develops a comprehensive Performance Management program for the agency
- Reviews and recommends enhancements to existing policies, guidelines, procedure relative to the employee engagement programs
- Evaluates budget proposals against pre-defined criteria
- Monitors and evaluates budgets, forecasts and performance reports regularly to ensure sound support to decision-making.
- Applies an enquiring mind to ensure the activities being proposed in the budget actually meet policy objectives with predetermined outcomes based on appropriate cost-benefit analysis
- Takes corrective and restorative action swiftly where breaches of the law or procurement processes occur.
- Links procurement performance to overall organizational objectives
Change Management
- Negotiates the provision of resources within the organization and with relevant bodies by identifying and exploring potential sources of additional resources
- Sets conditions for engagement in all change processes, to facilitate buy-in, secure commitment and sense of ownership for the change agenda
Leadership
- Integrates the key principles supporting a performance-based culture into the organization-wide performance management system, aligned with relevant civil service laws and rules and regulations
- Enables teams (and self) to effectively and consistently apply the principles, processes and key practices of coaching (e.g. listening with respect and empathy, asking rich and high-gain questions, encouraging mutual respect and support, etc.)
Communications
- Uses appropriate and context-sensitive communication mechanisms, varying the language, tone, content and style to influence diverse stakeholders
- Sets guidelines, ethical standards, and direction to communicate zero-tolerance to gender biased, discriminatory and exclusionary behavior to build a collaborative and inclusive culture (e.g. there is space for growth and development of vulnerable and marginalized groups including women, persons with disabilities, senior citizens and indigenous peoples)
Team Work
- Sets the climate as well as standards, policies, and guidelines for collaboration with team, partners or other stakeholders to achieve strategic priorities and shared goals
- Creates a shared sense of purpose by explaining how each individual contributes to work team goals, the organizational mandate, and national priorities
- Shapes a high performing work team culture by mainstreaming behavioral norms and key processes which will ensure highly effective team performance
CORE COMPETENCIES
National Pride
- Articulates the role of Nayong Pilipino in promoting Philippine tourism to various audiences
- Provides adequate resources and support to develop a sense of national pride in NPF personnel
- Considers cultural nuances when creating plans and projects
Client Orientation
- Sets up conditions that embed a strong client service ethos in the organization to exceed client expectations
Creativity
- Provides resources for pursuing worthy and necessary innovations
Integrity
- Articulates and supports the vision, mission, values, objectives and purposes of Nayong Pilipino. Coaches other to adhere to NPF policies
- Articulates and applies a highest of ethical and moral principles at all times and promotes the values of trust and integrity throughout the organization. Easily admits and rectifies mistakes in self and others.
Kualifikasi Minimum
- Master’s Degree
- 5-years of Supervisory Experience
- 120 hours of Managerial Training
- Career Service Executive Eligibility (CSEE) / Career Executive Services
Fasilitas dan Tunjangan
Flexitime
Paid Holidays
Paid Vacation Leave
Paid Sick Leave
Maternity & Paternity Leave
Single Parent Leave
Special Leave Benefits for Women
Retirement Benefit Plans
Medical / Health Insurance
Transportation Allowances
Performance Bonus
Medical, Prescription, Dental, or Vision Plans
Keahlian yang diperlukan
- Organizing and Planning
- Judgement and Decision Making
- Operations Management
- Leadership skills
Lisensi dan Sertifikat
- Career Service Executive Eligibility
Ringkasan Perkerjaan
- Tingkat Posisi
- Direktur / Eksekutif
- Spesialisasi
- Administration and Coordination
- Persyaratan tingkat pendidikan
- Lulus program Magister (S2)
- Respon rekruter ke lamaran
- Once in a while
- Alamat Kantor
- Nayong Pilipino (formerly The Orchidarium), Maria Orosa St. cor Finance Rd., Ermita (next to the Lapu Lapu statue and National Museum of the Filipino People), Manila, Metro Manila, Philippines
Agar merasa aman saat melamar: carilah ikon verifikasi dan selalu lakukan riset terhadap Perusahaan yang Anda lamar. Hindari dan laporkan situasi dimana Perusahaan membutuhkan bayaran dalam proses rekrutmen mereka.
Tentang Nayong Pilipino
Nayong Pilipino is an organization that seeks to preserve and enhance Filipino culture by showcasing the Philippines’ culture, history and physical landmarks through park experiences.