HR Employee Relations Officer

Job Qualifications – HR Employee Relations Officer

• Bachelor's degree in Human Resource Management, Psychology, Behavioral Science, Business Administration, or a related field.
• At least 1–3 years of experience in Employee Relations, Human Resources, or Labor Relations.
• Strong knowledge of Philippine Labor Code, DOLE regulations, and HR policies.
• Experience handling employee disciplinary cases, investigations, Notices to Explain (NTE), administrative hearings, and Notice of Decisions.
• Knowledge of grievance handling, conflict resolution, and employee counseling.
• Familiarity with due process, documentation, and case management.
• Excellent communication, interpersonal, and negotiation skills.
• Strong analytical and problem-solving abilities with sound judgment.
• High level of integrity and ability to handle confidential information.
• Proficient in Microsoft Office applications (Excel, Word, PowerPoint) and HR information systems.
• Ability to work under pressure and manage multiple employee relations cases simultaneously.
• Willing to conduct site visits, investigations, and coordinate with different business units when necessary.

Preferred Qualifications

• Experience in a manpower agency, retail, logistics, manufacturing, or shared services environment is an advantage.
• Exposure to DOLE inspections, labor disputes, and compliance audits is preferred.
• Training or certification in Labor Relations, Employee Relations, or Conflict Management is an advantage.

Responsibilities

• Handling employee concerns and grievances: Investigating complaints such as workplace conflicts, harassment, discrimination, bullying, or unfair treatment, and recommending appropriate solutions.
• Resolving workplace disputes: Acting as a mediator between employees and managers to resolve conflicts before they escalate.
• Advising managers: Providing guidance on employment policies, disciplinary procedures, performance management, and best practices for managing staff.
• Ensuring legal compliance: Helping the organization comply with labor laws, employment regulations, and company policies.
• Managing disciplinary processes: Supporting investigations, conducting hearings, and ensuring disciplinary actions are fair and consistent.
• Developing workplace policies: Assisting in creating and updating HR policies related to employee conduct, attendance, leave, and workplace behavior.
• Promoting employee engagement: Organizing initiatives to improve morale, job satisfaction, and retention.
• Supporting change management: Helping employees and managers navigate organizational changes such as restructures, mergers, or new workplace policies.
• Maintaining records: Keeping accurate documentation of investigations, grievances, disciplinary actions, and employee relations cases.