Job Description

The role is responsible for managing and overseeing employee relations programs, with a focus on promoting a positive workplace culture, ensuring compliance with labor laws, and fostering productive relationships between employees, management, and labor organizations. This role balances both labor relations including grievance handling, disciplinary actions, and union negotiations and employee engagement, by implementing programs that drive morale, retention, and a healthy work environment.

Key Responsibilities

Employee & Labor Relations

• Serve as the primary point of contact for employee relations matters, including grievance management, conflict resolution, and disciplinary cases.
• Support and advise management in handling employee issues in compliance with company policies, labor laws, and regulatory requirements.
• Coordinate and participate in labor-management meetings, union consultations, and collective bargaining negotiations.
• Maintain strong relationships with union representatives, employees, and management to ensure open communication and effective resolution of workplace concerns.
• Conduct investigations on employee complaints, misconduct, or workplace violations, ensuring fairness, consistency, and documentation.
• Monitor labor law updates and ensure company compliance with statutory requirements, including DOLE mandates.

Employee Engagement & Culture

• Develop and implement employee engagement programs that foster collaboration, recognition, and employee well-being.
• Conduct regular surveys and feedback mechanisms to assess employee morale and workplace satisfaction.
• Partner with HRBPs and the business leaders to design initiatives that promote diversity, inclusion, and a positive employee experience.
• Organize employee relations activities, team-building events, and wellness programs to strengthen organizational culture.
• Track and analyze engagement data to identify trends and recommend improvements in policies, programs, and leadership practices.

Reporting

• Prepare reports and provide insights to HR leadership on employee relations trends, grievances, attrition, and engagement outcomes.
• Recommend policy updates, process improvements, and preventive strategies to reduce workplace conflicts.



Qualifications

• Bachelor's degree in Human Resources, Psychology, Business Administration, Industrial Relations, or a related field.

• At least 5 years of progressive HR or employee relations experience, with exposure to labor relations and employee engagement functions.
• Strong knowledge of local labor laws, regulations, and union processes.
• Excellent communication, negotiation, and conflict resolution skills.
• Proven ability to handle sensitive matters with discretion and fairness.
• Strong organizational, analytical, and problem-solving abilities.

• Leadership or supervisory experience is an advantage.

Key Competencies

• Conflict Resolution & Negotiation

• Labor Law & Compliance Knowledge

• Stakeholder Management

• Employee Engagement Strategy

• Investigation & Case Management

• Communication & Influencing Skills

• Change Management