People
Human Resources
Hiring, roles, behaviours, and what "good" looks like day-to-day.
Family-first employment model. Paid roles for all workers including family. This is not corporate HR — this is operational people structure for a provincial Philippine family enterprise.
Employment Model
- Family-first employment — paid roles for all workers including family
- Early multipurpose roles required during startup
- Teacher role: homeschool + admin + early accounting support
- Transition to professional HR and accounting as scaling occurs
Management Philosophy
- One-minute manager philosophy incorporated
- Recognition systems: public praise, private correction
- All staff roles cross-trained to prevent single-point failure
- Priority hiring for young adults needing opportunity
- Apprenticeship and training embedded into growth
Hiring Priority
| Priority | Who |
|---|---|
| 1 | Family members (paid, structured roles) |
| 2 | Young adults needing opportunity |
| 3 | Individuals without formal pathways willing to learn |
| 4 | Vulnerable youth/orphans under safe frameworks |
Key Roles — Stage 1
| Role | Scope | Reports to |
|---|---|---|
| Operations Manager (Kuya Jim) | Day-to-day execution on the ground | Wife / Aidan |
| Logistics Head (Kuya Jim) | Fleet, cold chain, deliveries | Aidan / Wife |
| Education & Slow Food Training Coordinator | Grade 3 homeschool (Brighde), Slow Food spoke oversight, event coordination | Aileen / Aidan |
| Farm Hands | Multipurpose — animals, soil, maintenance | Ops Manager |
| Café Staff | Food prep, service, cleaning | Wife |
Staff Housing
Housing owned by organisation. Linked to employment. Not sold, not inherited privately, not leveraged. Returns to organisation when employment ends.
HR System — Master Structure
This is not corporate HR. This is operational people structure for a provincial Philippine family enterprise scaling into a multi-unit agri-food system. Built around: delegation, clear authority, employment creation, system health.
Employment Model — Detailed Notes
- Pay everyone.
- Family included.
- No "helping out".
- No free labour.
- Defined roles.
- Defined expectations.
- Defined accountability.
Role Structure — Detailed Notes
- Wife: operations oversight, staff direction, community face, HR oversight early, finance with accountant, final operational decisions.
- Ops Manager (Kuya Jim potential): logistics, labour coordination, permits, security, local issues, delivery coordination.
- You: strategy, infrastructure planning, logistics systems, feed system, long-term expansion.
- Raff + Grace: poultry Agrupacion.
- Rojan + Anna: engineering review, structural validation, design approval.
- Teacher role early: home school daughter, basic accounting, admin support, HR support, transitional until scale allows professional hire.
Recognition System
- Public praise / private correction.
- One-minute manager principle adopted.
- Employee of month.
- Branch awards.
- Vouchers.
- Raises privately.
One Minute Manager Model (Adopted)
- Immediate feedback.
- Short correction.
- Recognition publicly.
- Corrections privately.
- Promotion earned through reliability.
Discipline Rule
- Immediate correction.
- No shouting.
- No humiliation.
- Persistent negligence → removal.
- Trust broken → permanent.
Long Term HR
- Scale into: department heads, professional HR, formal training programs, apprenticeships, community employment pipeline.
Key Documents
| Document | Description | Open |
|---|---|---|
| HR Starter Pack | Contracts, roles, onboarding, compliance | Open |
Professional Briefs — Legal & Finance
| Document | Type | Actions |
|---|---|---|
| Legal Services Brief | Lawyer Brief | View · ⬇ DOCX |
| Agricultural Tax Accountant Brief | CPA Brief | View · ⬇ DOCX |
| Local Accountant (Grace) — Job Description | JD | View · ⬇ DOCX |
All Job Descriptions
Complete register of all position descriptions across the enterprise.
| Role | Spoke / Department | Actions |
|---|---|---|
| Feeds & Supply Manager | Feeds & Supply | View · ⬇ |
| Logistics Coordinator | Feeds & Supply / Hub Office | View · ⬇ |
| Logistics Manager | Deliveries | View · ⬇ |
| Baker | Panaderia | View · ⬇ |
| Head Baker | Panaderia | View · ⬇ |
| Assistant Baker / Pizza Chef | Panaderia | View · ⬇ |
| FOH Morning | Alejandro's Cafe | View · ⬇ |
| FOH Afternoon | Alejandro's Cafe | View · ⬇ |
| Farm Technician | Regen Gardening | View · ⬇ |
| Local Accountant (Grace) | Finance / Admin | View · ⬇ |
| Front Office Assistant | Hub Office / Aileen | View · ⬇ |
| Education & Slow Food Training Coordinator | Slow Food & Training | View |
| Maître d' / Café Hostess | Alejandro's Café | View |
| Market Manager | Market | Master DOCX |
| Head Butcher | Market Butcher | Master DOCX |
| Livestock Manager & Farm Gate Buyer | Livestock | Master DOCX |
| Seafood Coordinator | Marine & Seafood | Master DOCX |
| Executive Chef | Alejandro's Cafe / Panaderia | Master DOCX |
| Nursery & Soil Manager | Nursery, Soil & Compost | Master DOCX |
| Produce & Regen Gardening Lead | Regen Gardening | Master DOCX |
| CEO — Aileen Mulkerrins | Enterprise | View · ⬇ |
Staff Uniforms — Bicol Native Professional
One consistent look across all spokes. Local, native professional, useful, comfortable, hard-wearing. No gimmicks.
Core Base (All Spokes)
| Piece | Description |
|---|---|
| Top | Barong-style blouse (short/3/4 sleeve), piña or abaca blend, off-white/cream. Deer + pili leaf embroidery on left chest. |
| Bottom | A-line skirt or culottes, dark brown/forest green cotton-linen. Side pockets. |
| Apron | Half-waist apron, natural canvas/abaca, deep pockets, “Nana Bambi's” embroidered. |
| Footwear | Closed-toe espadrille flats or low wedges, tan/brown. No heels. |
| Name Tag | Wooden/woven tag — name + spoke role (hand-carved, Bicol script style). |
Spoke Variations
| Spoke | Changes from Base |
|---|---|
| Café / Maître d' | White canvas apron, light yellow/orange scarf, flower pin (pako fern/sampaguita) |
| Dirty Kitchen / Training | Darker canvas apron (brown/green), arm sleeves/gloves for hot pots |
| Garden / Poultry | Drawstring pants instead of skirt, tool pockets on apron, salakot hat |
| Butcher / Processing | Long-sleeve option, heavy-duty canvas + waterproof apron, rubber boots |
| Feeds & Supply | Pants version, reinforced pockets, cap/bandana for dust |
Cost & Ordering
- ₱2,800–4,500 per full set (blouse + bottom + apron) — local tailor in Naga/Ragay
- 2–3 sets per person (rotate/wash)
- Total startup (5–10 staff): ₱50k–100k
- All natural fibers (abaca, piña, cotton-linen) — no polyester
Staffing Per Species — Farm Labour Roles
- Eggs: 1 person.
- Chicks + broilers: 2 people.
- Cows: 1 of goat handlers + owner oversight.
- High value assets: Owner oversees.
- Delegation required long term.
Initial Staff Structure
- Poultry: Egg production worker, Broiler handler.
- Livestock big farm: Goat team — 2, Cattle — 1, Buffalo — shared with goat handler.
- You — high value oversight.
- Logistics: Drivers, Route coordinator, Cold chain supervisor.
- Feed and forage: Operated by you. Supported labour.
- Construction: Engineering oversight. Local crew.
- Retail staff.
- Butcher staff (later).
Leadership Model — Detailed Notes
- Matriarch operational authority: Wife.
- Community anchor.
- Final day-to-day decision maker.
- Operations manager: Kuya Jim.
- Logistics lead.
- Community interface.
- Labour organisation.
- Infrastructure.
- Systems.
- Logistics scaling.
- Commercial direction.
Week 2 Integration Plan — Days 1–30
- 1) Family alignment meeting — Led by wife + operations manager.
- Agree: roles, decision structure, pay expectations, timeline, priorities.
- Outcome: everyone understands structure.
- 2) Meet key local people — Wife + ops manager lead this.
- Municipal agriculture office, BFAR office.
- Message: "Family regenerative farm, livestock, fish, and food delivery — employing locals."
- This builds protection + support.
- 3) Legal setup — Start immediately.
- Corporation formation, accountant engaged, barangay registration, business permit groundwork.
- 4) Land walk & zoning — You guide this strategically.
- Mark areas for: house, ponds, crops, future commercial zone.
- No building yet — just planning.
Days 60–90 — First Cashflow
- 8) Weekly pre-order system launch — Facebook page, local contacts, egg trays, native chicken, veg bundles. Keep simple.
- 9) Staff structure begins — farm labour assigned, operations manager oversight, wife co-leading, systems + planning.
- 10) Monthly board meeting begins — Members: ops manager. Review: costs, next steps. This keeps business structured.
Live Network — Always Connected
Starlink-powered network: hub + 3 satellites + 2 trucks, live 24/7 with real-time sync.
| Component | Details | Cost |
|---|---|---|
| Starlink Standard Business × 4 | Hub + Sipocot + Daet + Tagkawayan (fixed mount) | ₱420k–480k one-time |
| Starlink Mini Roam × 2 | Trucks (in-motion, 12V cab mount) | |
| Monthly (all sites) | Starlink Local Priority plan | ₱18k–25k/mo |
| Qashier POS | Cloud sync all sites + trucks, GCash, credit loop | ₱1.5k–3k/mo |
| WhatsApp Business | Live Ops group: drivers, hub, satellites, Aileen/Aidan | Free |
| GPS Trackers × 2 | Truck position live, route alerts | ₱3k–5k each |
Capex vs Opex Philosophy
- Observed failure in fuel industry: Opex reliance, underinvestment in Capex.
- Old broken assets cost more long term.
- You do not want to starve assets.
- Preventative maintenance culture.
- Asset health before expansion.
- Question when asset fails: Does this impact cooling? Does this impact delivery time? Does this impact livestock health? Does this impact customer directly?
- If yes → repair or replace.
- When in doubt throw it out.
- Applies to: tools, machinery, consumables, food.
- Compost if safe.
- Feed livestock if safe.
- No landfill thinking.
- Buy quality once rather than cheap repeatedly.
- But asset price weighed against value.
- Power drill example.
- Staff negligence possible.
- Plan for asset damage.
- Maintenance schedules built in.