Country Human Resources Officer (CHRO) Philippines, Director

At Citi, we get to connect millions of people across hundreds of cities and countries every day.  And we've been doing it for more than 200 years.  We do this through our unparalleled global network.  We provide a broad range of financial services and products to our clients – whether they be consumers, corporations, governments or institutions – to help them meet their biggest opportunities and face the world's toughest challenges.

The Country Human Resources Officer (CHRO), Philippines, serves as the most senior HR leader in the country and is responsible for leading the full spectrum of human resources strategy and operations across the Philippines organization. This role interacts with and influences multiple HR teams through senior managers and plays a critical role in shaping and executing the country people strategy in alignment with regional and global priorities.

The CHRO brings deep expertise across HR disciplines and a strong understanding of the Philippine labor market, regulatory environment, and cultural context. The role requires a solid grasp of how HR enables business performance, organizational resilience, and sustainable growth, as well as the ability to influence senior leaders and partner closely with country, regional, and global stakeholders.

The role carries full accountability for HR outcomes in the Philippines, including organization design, talent strategy, workforce planning, employee relations, compensation and benefits, compliance, and change management. The CHRO is a key member of the country leadership team and typically reports to a senior regional or global HR executive while acting as the principal HR advisor to the Country Head/CCOBH.

Strategic Leadership & Business Partnership

• Act as the principal HR advisor to the Philippines country leadership team, providing strategic counsel on people, leadership, culture, and organizational effectiveness.

• Translate global and regional HR strategies into country‑specific plans that reflect local business priorities, regulatory requirements, and market conditions.

• Contribute to country and regional business strategy by aligning workforce capabilities, organization structure, and leadership pipelines with growth and transformation objectives.

Talent & Organization Management

• Partner with relevant HR teams to execute country‑wide talent strategies covering senior leadership appointments, succession planning, leadership development, performance management, and critical skills development.

• Oversee workforce planning to ensure the organization has the right talent, skills, and capacity to meet short‑ and long‑term business needs.

• Champion organization design, change management, and cultural initiatives to support transformation and business performance.

Employee Relations & Engagement

• Provide oversight and strategic direction for employee relations across the Philippines, including engagement with employees, unions, works councils, or labor representatives where applicable.

• Ensure effective management of complex employee relations matters, including dispute resolution, disciplinary actions, grievances, and separations, in line with Philippine labor laws and best practices.

• Drive employee engagement and inclusion initiatives that strengthen retention, productivity, and employer brand in the local market.

Compensation, Benefits & Rewards

• Provide advice to relevant total rewards partners on compensation, benefits, and rewards programs to ensure market competitiveness, internal equity, and compliance with Philippine statutory requirements.

• Partner with regional and global teams on compensation frameworks while ensuring local relevance and cost discipline.

Compliance, Risk & Governance

• Ensure full compliance with Philippine labor laws, DOLE regulations, statutory benefits, and reporting requirements.

• Appropriately assess and manage people‑related risk, safeguarding the organization’s reputation and assets through strong governance, policies, and controls.

• Promote ethical conduct, accountability, and transparency in all HR practices, escalating and managing issues as required.

Operational & People Leadership

• Ensure the efficient and effective delivery of HR services through strong processes, capable teams, and continuous improvement.

• Partner with regional HR leaders to leverage shared services, technology, and best practices.

• 15+ years of progressive HR experience, with 8–10+ years in senior HR leadership or people management roles, preferably in complex, highly regulated, or multi‑site environments.

• Proven experience operating at a country leadership level, partnering with executive teams and influencing senior stakeholders.

• Strong knowledge of Philippine labor laws, employment practices, and regulatory requirements; experience managing employee relations in a tripartite environment is highly desirable.

• Demonstrated capability in leading large, diverse teams and managing significant HR budgets and initiatives.

• Experience working within a regional or global matrix organization is strongly preferred.

• Excellent communication, negotiation, and stakeholder‑management skills, with the ability to influence at senior levels.

• Bachelor’s degree required

• Master’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred