Senior HR Manager

Position Overview
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

• Bachelors degree in Human Resources Psychology Business Administration Industrial Relations or a related field.

• At least 15 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

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