Labor Relations Manager

The Labor Relations Manager is responsible for developing and maintaining productive relationships between management and employees or labor unions. The role includes advising line managers and employees on labor relations matters for the improvement of the work environment by institutionalizing collaboration and teamwork across all levels through labor-management mechanisms such as open communication, objectivity, and due process in employee investigations/conflict resolution.

The role is preventive in nature, utilizing available mechanisms for management and employees to communicate and discuss employee/ labor issues, addressing said issues before they are escalated to a higher body or institution. The role is key to providing strategies to further promote excellent employer-employee relationships, resulting in employee satisfaction.

Key Responsibles:

Labor Relations Strategy and Policy Implementation

• Develop, implement, and communicate labor relations policies, procedures, and frameworks aligned with business goals and legal requirements.

• Advise leadership on labor implications of company initiatives, organizational changes, and operational decisions.

• Align labor relations programs with overall HR and organizational strategies.

Employee Engagement and Workplace Issue Resolution

• Act as a trusted advisor to employees and managers in resolving workplace concerns, escalating sensitive issues when necessary.

• Promote open dialogue between employees and management to support early conflict resolution.

• Monitor employee sentiment and recommend interventions to mitigate morale or conduct-related issues.

Compliance and Labor Law Monitoring

• Ensure adherence to applicable labor laws, government regulations, and company policies related to employment practices.

• Keep leadership informed of labor-related legislation, regulatory updates, and industry developments.

• Support external audits and manage internal reviews related to labor compliance

Disciplinary and Grievance Management

• Lead or support investigations related to misconduct, complaints, or policy violations, ensuring due process and confidentiality.

• Recommend appropriate disciplinary actions aligned with company protocols and legal requirements.

• Track and document all labor cases and outcomes for governance and legal defense readiness

Stakeholder Collaboration and Reporting

• Collaborate with HR Business Partners, Legal, and Operations teams to manage labor-related matters consistently across the company.

• Provide regular reports and insights on labor risks, case trends, and resolutions to senior leadership.

• Conduct training sessions for managers and supervisors on employee relations policies and practices

Qualifications:

• Bachelor's degree in Law, Psychology, Human Resources, or Industrial Relations; legal background or labor law training is a strong advantage.

• At least 7–10 years of experience in labor or employee relations, preferably in industrial, plant based, or highly regulated sectors.

• Strong working knowledge of Philippine labor laws and dispute resolution practices.

• Demonstrated ability to manage labor cases, provide policy guidance, and influence positive employee behavior.

• Excellent written/verbal communication, mediation, and coaching skills

• This role requires excellent interpersonal judgment, legal awareness, and conflict-resolution skills to manage sensitive workplace issues effectively. The Labor Relations Manager must be diplomatic, analytical, and decisive, with the ability to handle high-pressure situations and maintain trust among both employees and leadership. Competencies include labor law knowledge, stakeholder engagement, policy enforcement, investigation and documentation, empathy, and discretion—all critical in supporting a safe, fair, and compliant environment within a power generation business