Labor And Employee Relations Supervisor

Key Responsibilities 1. Employee & Labor Relations Management

• Manage employee cases and ensure strict adherence to due process.
• Guide Line Managers in drafting Notices to Explain in accordance with the Company Code of Conduct.
• Review and evaluate Incident Violation Reports (IVR) in collaboration with Line Managers.
• Prepare documentation for Disciplinary Panel Hearings.
• Collate data and prepare minutes of hearings for distribution to concerned parties.
• Respond to labor and employee relations inquiries from Line Managers.
• Participate in case reviews before the National Labor Relations Commission (NLRC), ensuring confidentiality.
  
  

• Monitor exit clearance of separated employees and ensure 30-day compliance.
• Maintain and update resignation/separation tracker.
• Ensure timely submission of the Insurance Commission Negative List Report to the Insurance Commission .
  
  

• Ensure compliance with company Code of Conduct, policies, procedures, and labor regulations.
• Review and recommend updates to the Code of Conduct and Employee Handbook.
• Assist in reviewing and updating HR policies and procedures.
• Ensure compliance with Department of Labor and Employment (DOLE) guidelines and site inspection requirements.
  
  

• Collate and analyze ER/LR data.
• Prepare accurate weekly and monthly ER/LR reports for submission to the Immediate Head.
• Coordinate and take minutes of Labor-Management Council (LMC) meetings.
• Maintain confidentiality of all ER/LR cases and documentation.
  
  

• Review, update, and facilitate ER/LR presentation materials for new hire orientation.
• Conduct Discipline Orientation for newly hired employees.
• Assist in disseminating HR announcements and policy updates via email.
• Assist the Assistant Manager and Line Managers in resolving workplace issues through consultation and counseling.
  
  

• Serve as a member of the Collective Bargaining Agreement (CBA) Negotiation Team.
• Support Labor-Management Council initiatives and meetings.
  
  

• Bachelor’s Degree in Human Resources, Psychology, Legal Management, Business Administration, or related field.
  
  

• At least 1–2 years of experience in Employee Relations and/or Labor Relations.
• With experience handling administrative cases, disciplinary hearings, and labor law compliance.
• Experience in CBA negotiations and NLRC case handling is an advantage.