Employee and Labor Relations Manager

Industrial & Employee Relations (Human Resources & Recruitment)

• The Employee Relations Manager serves as the subject matter expert (SME) for employee relations, employment law, policy creation and interpretation, case management, internal and external HR compliances, trainings and certifications. They will the support the organization by ensuring the policies, practices and processes are relevant, updated, fair and consistent. They will enable people leaders both in HR and Business Operations become effective people managers to increase engagement and prevent attrition. They will also address employee concerns and grievances as necessary or required.

Job duties include but not limited to:

Acts as the SME on employee relations matters to protect the general interest of the organization such as but not limited to:

• Grievance management
• Code of Conduct
• Internal conflicts/disputes, employee concerns and escalations

Acts as the SME on internal policies and procedures:

• Policy review, audit, update and/or creation
• Process alignments / address gaps and opportunities identified
• Exposure and risk review of internal HR programs (labor requirement standpoint)
• Review and evaluation of new HR initiatives and program
• Case Management
  Partners with the HR Business Partners Team and Operations for all internal cases most specially in handling termination cases.
• Conducts investigation and recommends appropriate corrective actions
• Provides guidance on case risks and exposures
• Ensures due process is strictly observed and both substantive and procedural aspects of the internal cases are done correctly to avoid cases escalating in DOLE/NLRC.

Ethics Point (EP) Cases

• Partners with concerned departments who requires action and resolution of EP cases
• Conducts investigation and recommends appropriate corrective actions as required
• Ensures due process or correct processes are strictly observed and done correctly, as required, to all EP cases to avoid escalation the cases, attrition and disengagement
• Trainings and Certification
  Conducts training and certification for people leaders on employee relations’ processes such as case management, labor case management, compliances, etc.
• Conducts training and certification for people leaders on sexual harassment, fraternization, respectful workplace, etc.
• Reviews and updates onboarding pack related to employee relations initiatives and activities.
• Review and update new leaders’ pack related to employee relations initiatives and activities.

Engagement and Talent Retention

 

• Develops employee initiatives and programs that creates and supports respectful and healthy work environment.
• Delivers key strategies that addresses common reasons for attrition and dissatisfaction of associates in partnership with other HR functions.
• Provides advice and counsel to associates and management in exploring alternatives for resolution of work-related problems affecting the employer-employee relationship and engagement.

Labor and Legal

• Creates strategies and programs that prevent internal cases from escalation in DOLE/NLRC
• Partners with the internal Legal Team for DOLE and/or NLRC cases as necessary
• Updates the organization and people leaders with relevant and timely labor updates, government advisories, and government compliance orders.
• Checks and evaluates external industry best practices that can be mirrored/developed for the organization.
• Represent the organization in labor courts (DOLE/NLRC) and/or proper courts as required or deemed necessary.

Reports and Compliance

• Creates and submits labor requirements/reports such as flexible work arrangements, authorized causes, labor surveys, etc.
• Ensures the organization is compliant with labor requirements, statutory benefits, DOLE general labor standards, Occupational Health & Safety, etc.
• Responsible for internal/external audit/reports related to employee relations’ activities and programs
• Reviews all separation request summaries due to authorized causes, provides initial approval and endorses to Legal and Finance for final approval and processing.
• Prepare reporting and analyze data for trends

Education:
Bachelor/College degree on Psychology, Human Resources Management, or related field. Law units/degree is an advantage.

Experience Target:
Minimum of five (5) years of previous/related experience in an Employee Relations, Labor Relations, HR Business Partner/Generalist role.

 

• Solid experience in conducting investigation of employee complaints/grievances with demonstrated success in root cause and evidence analysis
• Must have demonstrated knowledge, interpretation, and application of employment/labor laws.
• Call Center/BPO industry experience or similar work environment with high volme employee relations preferred.
  
   

Skills:

 

• Strong verbal communication skills (active listening, speaks with confidence, uses proper etiquette, uses appropriate grammar/tone/inflection, displays appropriate temperament in conversations, relays information in a concise and logical manner, encourages open exchange of ideas and opinions).
• Strong written communication skills (prepares appropriate documents, including reports on associate relations issues; creates and delivers correspondence suitable for a variety of audiences – associates, clients, management, external sources; presents information such as documentation of an event and/or corrective action in a logical sequence that is suitable for internal and external use).
• Strong interpersonal and collaborative skills, including presentation, facilitation and negotiation.
• Excellent customer service and engagement skills.
• Strong time management skills (multi-tasks, prioritizes work tasks, utilizes resources effectively/efficiently, adapts to changing work demands/priorities/environments).
• Basic knowledge and ability in MS Office (Word, Excel, Outlook).
• Knowledge and ability to navigate the Internet and corporate Intranet, including how to search and research using both.

Knowledge/Abilities:

 

• Demonstrated understanding of regulations and legal requirements in relation to employment.
• Solid working knowledge of the principles and practices of employee and labor relations.
• Knowledge of the BPO/Contact Center structures, processes, and practices.
• Deep experience in handling employee/internal cases and/or disputes
• Knowledge in other HR functions (Total Rewards, Benefits, Recruitment, OD, LD and BP)
• Ability to read, analyze and interpret a variety of policies, procedures, statistical data, regulations and professional publications in order to propose changes that increase management effectiveness
• Ability to solve practical problems and handle a variety of variables in situations where only limited guidelines exist
• Ability to recommend appropriate corrective actions and/or performance improvement steps
• Knowledge of writing effective and defensible disciplinary documents including corrective counseling and performance improvement plan and action plans.
• Ability to ensure legal and policy compliance.
• Ability to investigate issues thoroughly and objectively.
• Ability to serve as a change agent.
• Demonstrated ability to establish and maintain positive relationships.
• Ability to maintain a high level of professionalism and confidentiality.
• Ability to identify problems, evaluate facts and formulate sound solutions
• Ability to effective coach and provide guidance and expert advice to stakeholders and associates.
• Recommends solutions and follows up as needed.

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