HR Manager (FMCG Industry)

Work location: Calamba, Laguna (Full Onsite) Work Schedule: Monday to Friday, Dayshift Overview: The HR Manager will lead the full spectrum of Human Resources, covering strategic HR planning, talent management, employee relations, compensation and benefits, learning and development, compliance, and labor relations. This role requires a strong strategic leader with proven experience managing HR in a large-scale organization , partnering closely with executives and senior management, and driving HR initiatives that support business objectives. The ideal candidate must have a strong background in labor relations and unionized environments , including CBA negotiations and dispute resolution. Qualifications Bachelor's Degree in Psychology, Human Resources, Business Administration, or a related field. At least 8–10 years of progressive experience in Human Resources , with extensive experience across the full spectrum of HR functions . Strong background in labor relations management , preferably with substantial experience handling unionized organizations, labor disputes, grievance procedures, collective bargaining, and CBA negotiations. Must have experience working in a large-scale organization , preferably with a significant employee population and complex HR operations. Must have experience working within large-scale FMCG organizations , particularly those with experience supporting manufacturing, distribution, sales, and/or multi-site operations. Proven experience partnering with and providing HR counsel to executives, senior leaders, and top management on workforce strategy, employee relations, organizational matters, and labor concerns. Strong knowledge and practical application of Philippine labor laws, DOLE regulations, and other relevant employment legislation . Demonstrated experience in developing and implementing HR policies, programs, and strategies aligned with business objectives. Strong leadership capability with experience managing and developing HR teams and overseeing HR operations in complex organizations. Excellent negotiation, communication, stakeholder management, conflict resolution, and decision-making skills. Key Responsibilities Lead the overall HR function, providing strategic and operational direction across recruitment and talent acquisition, compensation and benefits, employee relations, learning and development, performance management, organizational development, HR policies, and compliance. Develop and execute HR strategies and people programs aligned with the organization's business objectives, workforce requirements, and long-term growth plans. Serve as a strategic HR partner to the executive team and senior management, providing insights and recommendations on workforce planning, organizational effectiveness, employee relations, leadership development, and other people-related matters. Oversee labor relations management, maintaining constructive relationships with labor unions and employee representatives while ensuring alignment between business requirements, employee interests, and applicable labor regulations. Lead and manage collective bargaining negotiations (CBA), including preparation of negotiation strategies, engagement with union representatives, documentation, and implementation of agreed terms. Handle and provide strategic direction on labor disputes, grievances, disciplinary cases, employee complaints, and other complex employee relations matters, ensuring fair, consistent, and legally compliant resolutions. Represent the organization in labor-related proceedings, conferences, inspections, and consultations with government agencies such as DOLE, NLRC, and other relevant authorities. Ensure consistent implementation and compliance with Philippine labor laws, company policies, employment standards, and internal HR controls across the organization. Establish and continuously improve HR policies, systems, and processes covering the entire employee lifecycle, ensuring they remain aligned with business requirements and regulatory standards. Oversee workforce planning, organizational structure, manpower requirements, succession planning, and talent management initiatives to support business continuity and organizational growth. Drive employee engagement, organizational culture, leadership development, and retention programs, particularly across a large and diverse workforce. Provide guidance to managers and business leaders on employee relations, performance management, disciplinary actions, workplace conduct, and other people-related concerns. Monitor and analyze HR metrics, workforce trends, employee data, and organizational indicators, translating insights into actionable recommendations for management. Lead, coach, and develop the HR team, establishing clear objectives and ensuring effective delivery of HR services across the organization. Promote a culture of accountability, professionalism, employee engagement, and continuous improvement while balancing business priorities, employee needs, and labor relations considerations.