HR Supervisor-Employee and Labor Relations
About your role
The HR Supervisor for Employee and Labor Relations is responsible for assisting the proper implementation of all labor disputes of employees based on acceptable company standards, and employee engagements.
Key Responsibilities
DISCIPLINE MANAGEMENT
- Process 100% employee infractions within 7 days.
- Achieve/resolve 100% labor dispute (DOLE) cases every month.
- Provides technical support in regard to employee discipline process, assists HR Head in formulating company policies and procedures, and ensures strict implementation, compliance, and monitoring.
- Conducts thorough investigation and advise Department Managers in managing administrative hearing.
- Collates facts and ensure proper documentation of employee discipline process.
- Provides, recommends, and presents to HR Head appropriate decision, ensures that the 2 notices rule (NTE, NDA) has been observed when dealing with the due process.
- Conducts visit all branches to ensure that employees are compliant with the company rules and regulations.
- Conducts a regular orientation to all employees with regard to the company’s code of conduct.
- Coordinates with government agencies, and 3rd parties in compliance with the health and safety standards (DOLE/DTI).
EMPLOYEE MANAGEMENT, TRAINING & DEVELOPMENT
- Develops training modules to enhance employees’ knowledge, attitude, and skills.
- Coordinates with Department Heads in crafting training programs based on identified needs and organizational requirements.
- Develops organizational development programs to enhance organizational culture and communications, performance management systems, succession planning, and employee engagement.
What we’re looking for
- Graduate of BS Psychology, Behavioral Science, Industrial Psychology, Human Resource Management, or any related course.
- Minimum of 1 to 3 years relevant work experience handling discipline and employee engagement.
- With above-average written and verbal communication skills.
- Understands Phil. Labor Law with regards to the discipline process.
- Good customer service orientation and demonstrated effectiveness in interaction with others and in dealing with complaints and conflict.
- Requires tact and courtesy in dealing with other
HR Supervisor-Compensation and Benefits
About your role
The HR Supervisor for Compensation & Benefits is tasked to ensure provision of both statutory and company initiated benefits are in place. This includes clockwork facilitation of benefit provision, salary review and enhancements.
Key Responsibilities
- Develop and implement competitive compensation and benefits processes, policies and programs that are in line with company goals and industry standards
- Design compensation packages, plans and bonus programs that align with the company’s strategic goals.
- Ensure that compensation and benefits processes and transactions are executed properly and comply with regulations
- Evaluate employee benefits policies to assess whether they are current, competitive, and legal
TECHNICAL FUNCTION
- Monitor compensation and benefits policies and plans
- Ensure compensation and benefits plans are cost-effective and competitive
- Benchmark compensation and benefits trends
- Compare benefits and compensation plans, job leveling, and salaries through data and cost analysis
COMPENSATION
- Assess the organization’s pay structure
- Benchmark compensation trends and review compensation surveys
- Evaluate compensation policies
- Ensure that the pay practices comply with state and federal laws and regulations
BENEFITS
- Administer the organization’s benefits programs (e.g., leave policies, wellness programs, insurance policies, etc.)
- Research and analyze benefits plans, programs, and policies
- Make necessary recommendations based on data analyses
JOB ANALYSIS
- Write and revise job descriptions
- Determine position classifications/levelling
- Prepare and update salary scale
What we’re looking for
- Bachelor’s degree in Human Resources Management, Business Administration, or related fields
- At least 5 years solid core experience in Compensation Management and/or Total Rewards.
- Experience in the Retail industry, is preferred.
- Extensive knowledge of benefits and compensation programs, policies, procedures, and applicable legislation.