Core Functional Skills
- Employee Relations: Handles disciplinary cases, investigations, grievance management
- HR Operations: Manages onboarding, movement, and employee lifecycle processes
- Business Partnering: Advises supervisors on performance, people issues, and policy application
- Workforce Management: Supports absenteeism, attendance, and retention initiatives
Supervisor Role Expectations
- Coaches and develops HR clerks / junior staff
- Drives process improvement and efficiency
- Ensures governance and accountability of HR processes
Key responsibilities include the following:
- Supports and participates in Six Sigma initiatives.
- Provide employee services except transactional processes.
- Coordinate labor relations.
- Maintains and update employee's employment record.
- Assist on the facilitation of community relations programs.
- Act as a primary point of contact for employee relations matters, including investigations, conflict resolution, and disciplinary actions.
- Develop, update, and implement HR policies and procedures in accordance with legal requirements and organizational needs.
- Ensure compliance with legal requirements.
- Implement initiatives to foster employee engagement, retention, and satisfaction, such as employee surveys, recognition programs, and team-building activities.
- Maintain accurate and up-to-date employee records and HRIS database and generate reports as needed for HR metrics and analysis.
- Facilitate effective communication between management and employees, including distributing HR-related information and responding to inquiries.
- Supervise HR projects and initiatives, such as diversity and inclusion efforts, organizational restructuring, or technology implementations.
- Provide guidance and support to employees on HR-related matters, including performance issues, policy interpretation, and career development.
- Identify opportunities for process improvement and recommend solutions to enhance the effectiveness and efficiency of HR operations.
- In all areas of responsibilities, the incumbent is responsible in assuring that appropriate safeguards are in place, which have direct impact on the Health and Safety of the associates and the Environment.
- In all areas of responsibilities, the incumbent is responsible in maintaining the highest level of integrity in its business dealings with associates, people, and organization whenever we operate to its highest ethical standards.
Qualifications:
Education & Experience
- Bachelor's degree in HR, Psychology, or related field
- 3–5+ years HR experience in manufacturing / high-volume workforce
- Strong background in employee relations, high volume ER cases and labor management
Behavioral Competencies
- Strong stakeholder management and influencing skills
- High integrity and sound judgment
- Problem-solving and decision-making capability
- Effective communication across all levels
Technical Capabilities
- Knowledge of Philippine labor laws and compliance
- Experience in HRIS (e.g., SuccessFactors)
- Basic HR analytics (turnover, absenteeism, ER trends)
