Recruitment Manager

Recruitment Manager

Real Estate Management Services (REMS) · Colliers Philippines

Makati · On-site · Full-time

About the role

The Recruitment Manager is responsible for managing end-to-end recruitment across all REMS project sites — ensuring timely, well-documented, and consistent hiring that supports a large and active property management portfolio. This role calls for someone who is process-driven, exercises sound judgment independently, and takes ownership of results.

What you'll be doing

Workforce Planning (Key Components)

• Workforce analysis – Review current site workforce (skills, capabilities, roles) to identify strengths and gaps across the REMS portfolio.

• Forecasting needs – Anticipate manpower requirements based on site priorities, operational direction, and workforce movement.

• Gap analysis – Compare current capacity versus upcoming needs to identify shortages or surpluses by site and role.

• Strategic solutions – Align sourcing approach and market rate inputs to close manpower gaps.

• Monitoring and adjustment – Track workforce plans against hiring progress and adjust based on site and labor market changes.

Recruitment operations

• Identify sourcing channels and maintain up-to-date market rate information for positions sourced.

• Manage end-to-end recruitment for all project site manpower requirements across the REMS portfolio.

  • Source candidates through online platforms, walk-in applicants, and referrals.

  • Screen, shortlist, and schedule qualified candidates for initial interviews.

  • Administer pre-employment assessments to all shortlisted applicants.

  • Maintain a centralized, up-to-date candidate database for all project sites.

• Prepare and submit the weekly REMS Centralized Recruitment Report to the Executive Director, Operations Head, and Senior Account Managers.

Account Management Coordination

• Coordinate with Senior Account Managers (Account Leads) and Property/Facility Managers to capture and align on manpower requirements.

• Endorse candidates for second and third-level interviews in line with the following process:

  • Support staff (Administrative Assistants, Property Accountants/Bookkeepers, Receptionists, Service Desk Officers) — endorsed directly to the Property/Facility Manager.

  • Technical roles (Chief Engineers, Building Engineers, Shift Engineers, Technicians) — first interviewed by the Technical Manager, then endorsed to the Property/Facility Manager.

• Follow up on interview evaluations and hiring decisions with the relevant Property Managers and Account Leads.

Documentation and compliance

• Prepare hiring memoranda and employment contracts for all selected candidates.

• Draft job descriptions for newly hired project site employees.

• Conduct background checking/investigations (own and third party), especially for managerial and accounting-related positions.

• Endorse complete pre-employment documentation packages for onboarding processing.

• Submit weekly resigned employee reports and onboarded employee reports per payroll cut-off to HR.

• Coordinate with HR on all project-related job openings and ensure HR is copied on all online postings.

Roles you'll commonly recruit for

• Site Management: Property Manager · Facility Manager · Chief Engineer

• Accounting: Bookkeeper, Accounting Assistant, Billing & Collection

• Administration: Administrative Assistant, Receptionist, Service Desk Officer

• Engineering: Building Engineer · Shift Engineer ·  Multi-skilled Technician: Mechanical, Electrical, & Civil

What's in it for you

• 14th month bonus

• HMO — processed from Day 1

• Life insurance — processed from Day 1

• Communication allowance

• Rice allowance

• Medicine allowance