Human Resource Manager – Talent Acquisition (Philippines)

United Chronic Care Management (UCCM)
Position Title
Human Resource Manager – Talent Acquisition (Philippines)

Employment Type
Full-Time

Department
Human Resources / People Operations

Reports To
Director of People Solutions & Executive Leadership Team

Company
United Chronic Care Management (UCCM)Attachment.png

Position Overview
United Chronic Care Management (UCCM) is seeking a highly organized, strategic, and people-focused Human Resource Manager – Talent Acquisition to lead and oversee all Philippines-based recruitment and workforce operations.

This individual will play a critical leadership role in identifying, recruiting, onboarding, developing, and retaining high-performing remote tea ---------- mbers that support UCCM’s healthcare operations across the United States.

The ideal candidate is proactive, detail-oriented, culturally aligned with UCCM’s mission, and experienced in building scalable remote teams within healthcare, customer service, telehealth, call center, or administrative environments.

This role is designed to become a cornerstone leadership position within the organization and will directly influence organizational growth, workforce quality, operational stability, and long-term expansion initiatives.

Core Mission of the Role
To build, strengthen, and sustain a world-class Philippines-based workforce that supports UCCM’s mission of helping seniors navigate healthcare with compassion, professionalism, and excellence.

Primary Responsibilities
Talent Acquisition & Recruitment
Lead full-cycle recruitment for all Philippines-based positions
Source top-tier candidates through job platforms, referrals, recruiting networks, and strategic outreach
Conduct candidate screening interviews and cultural alignment evaluations
Coordinate interview scheduling with department leaders
Maintain organized candidate pipelines and hiring trackers
Develop recruiting strategies for:
Patient Outreach Representatives
Patient Care Coordinators
Care Management Specialists
Administrative Support Staff
Quality Assurance Staff
Training Staff
Community Outreach Support
Reduce hiring turnaround times while maintaining quality standards
Identify high-potential candidates for leadership development
Workforce Development & Onboarding
Coordinate onboarding for all new hires
Ensure all tea ---------- mbers receive:
Standard Operating Procedures (SOPs)
Workflow training
Communication training
System access
Compliance education
Role-specific certifications
Monitor onboarding completion and training progression
Work closely with Operations Leadership to ensure workforce readiness
Performance Management & Accountability
Assist leadership in tracking employee performance metrics
Monitor attendance, punctuality, and productivity standards
Identify operational gaps and staffing concerns
Coordinate coaching conversations and improvement plans
Help develop recognition and employee engagement programs
Promote positive culture alignment throughout the organization
Human Resources Operations
Maintain organized employee records and documentation
Track schedules, staffing levels, and workforce coverage
Support payroll coordination and timesheet verification
Assist with workforce compliance and contractor agreements
Help standardize HR procedures and internal policies
Support conflict resolution and team communication initiatives
Leadership & Strategic Support
Assist executive leadership with workforce forecasting
Build staffing models to support future growth
Recommend organizational improvements and efficiencies
Support implementation of scalable hiring systems
Develop internal promotion pathways and succession planning
Help create a strong leadership culture within the workforce
Additional Strategic Responsibilities for UCCM Growth
The HR Manager can also significantly contribute beyond traditional recruitment functions by helping UCCM achieve the following:

1. Leadership Pipeline Development
Create internal pathways for:

Team Leads
Supervisors
Quality Assurance Leaders
Training Coordinators
Operations Managers
Department Leaders
This creates long-term organizational stability and reduces turnover.

2. Employee Retention Strategy
Develop retention initiatives such as:

Recognition programs
Performance incentives
Career growth plans
Employee wellness initiatives
Team culture engagement programs
Goal:
Reduce turnover and improve long-term workforce consistency.

3. Workforce Analytics & Reporting
Track and report:

Hiring conversion rates
Retention percentages
Productivity trends
Attendance trends
Time-to-hire metrics
Team performance benchmarks
This allows leadership to make data-driven operational decisions.

4. Training & Certification Infrastructure
Help create:

Employee certification programs
Training scorecards
Mock assessments
Continuing education pathways
Leadership readiness programs
This creates a more elite and standardized workforce.

5. Culture & Brand Representation
Serve as a culture ambassador for UCCM by:

Reinforcing mission alignment
Promoting professionalism
Encouraging compassionate patient engagement
Helping tea ---------- mbers understand the impact they make on seniors’ lives
6. International Workforce Expansion
Eventually help UCCM scale:

Additional Philippines departments
Specialized remote healthcare teams
Overnight operations
Quality assurance divisions
Training departments
Multi-country workforce expansion initiatives
Qualifications
Preferred Experience
3+ years of Human Resources or Talent Acquisition experience
Experience recruiting remote teams
Experience managing Philippines-based virtual staff
Healthcare, BPO, call center, or telehealth experience preferred
Leadership or supervisory experience strongly preferred
Skills & Competencies
Excellent English communication skills
Strong organizational and leadership abilities
High emotional intelligence
Strong interviewing and talent evaluation skills
Ability to multitask in a fast-paced environment
Strong understanding of workforce management
Professional and compassionate communication style
Ability to maintain confidentiality and professionalism
Technology & Systems Experience Preferred
RingCentral
Google Workspace
Microsoft Office
Applicant Tracking Systems (ATS)
Workforce scheduling systems
CRM or EHR familiarity preferred
AdvancedMD familiarity is a plus
Key Success Metrics
The HR Manager’s success may be measured by:

Hiring speed and quality
Employee retention improvement
Reduction in workforce gaps
Team engagement scores
Training completion rates
Leadership development outcomes
Operational staffing stability
Cultural alignment across teams
Compensation Structure
Compensation to be discussed based on:

Experience
Leadership background
Healthcare recruiting experience
Workforce management capabilities
Operational contribution potential
Performance bonuses and advancement opportunities may be available based on organizational growth and leadership impact.

Why Join UCCM?
At United Chronic Care Management (UCCM)Attachment.png, our mission is larger than healthcare operations — we are building a compassionate support system that helps seniors navigate chronic conditions, access resources, and improve quality of life.

This role offers an opportunity to directly help build the future workforce behind that mission while growing into a key leadership position within a rapidly expanding healthcare organization.

Executive Recommendation for UCCM
I would strongly recommend structuring this role as:

“HR & Workforce Development Manager”
This creates a broader operational leadership role that can eventually oversee:

Recruitment
Retention
Workforce analytics
Team culture
Leadership development
Training systems
Employee engagement
Organizational scaling
This approach creates a true operational growth leader instead of simply a recruiter.