Senior Human Resource Supervisor

JOB ROLE SUMMARY

The Senior Human Resource Supervisor provides day-to-day leadership and oversight across all facets of Human Resources, with primary accountability for labor relations, employee relations, and employee engagement. The role ensures consistent implementation of HR policies, fair and legally compliant handling of employee cases, timely resolution of grievances and workplace concerns, and execution of initiatives that strengthen employee experience, culture, and retention.

The position supervises HR personnel and coordinates talent acquisition, learning and development, performance management, compensation and benefits, timekeeping, records management, occupational health support, HR compliance, analytics, and reporting in alignment with company objectives and Philippine labor requirements.

JOB RESPONSIBILITIES

• Supervise and coordinate the day-to-day operations of the Human Resources Department, including work allocation, priority setting, coaching, performance monitoring, and timely completion of HR deliverables.
• Lead labor and employee relations activities and provide sound guidance to management, supervisors, and employees on the consistent application of company policies, employment standards, and workplace rules.
• Manage procedural due process from incident reporting and fact-finding through the preparation and service of notices, administrative conferences when required, evaluation of evidence, issuance of resolution notices, and implementation and documentation of management decisions.
• Handle employee grievances, complaints, workplace conflicts, disciplinary matters, attendance and conduct concerns, and employee separation cases with fairness, impartiality, confidentiality, and appropriate documentation.
• Develop, review, update, communicate, and implement HR policies, procedures, the Code of Conduct, and employee relations guidelines in accordance with company objectives and applicable legal and regulatory requirements.
• Ensure compliance with Department of Labor and Employment (DOLE) requirements, labor-related reporting obligations, data protection standards, and other applicable government, internal, ISO, and client audit requirements.
• Develop and implement employee engagement strategies, including employee surveys, recognition activities, company events, communication programs, wellness initiatives, feedback channels, and culture-building programs; evaluate their effectiveness and recommend improvements.
• Serve as the primary escalation point for employee concerns and partner with department heads and supervisors to address workforce issues, improve communication, strengthen employee morale, and maintain a professional and positive work environment.
• Oversee talent acquisition and onboarding activities, including workforce planning, job posting, candidate assessment, reference checking, employer branding, hiring coordination, pre-employment documentation, and positive candidate and new-hire experience.
• Oversee learning and development and performance management initiatives, including training needs analysis, program design and delivery, performance evaluation cycles, development planning, and monitoring of training and performance outcomes.
• Oversee compensation, benefits, timekeeping, attendance, leave, payroll inputs, rewards, and recognition administration to ensure accuracy, timeliness, data integrity, policy compliance, and responsive employee support.
• Ensure accurate, complete, confidential, and audit-ready employee records in both digital and physical formats, including contracts, personnel files, HRIS data, case records, medical and compliance documents, and employee lifecycle transactions.
• Coordinate with the Company Occupational Health Nurse, Safety Officer, and relevant stakeholders on occupational health, employee wellness, medical documentation, workplace health compliance, and HR support during health- or safety-related incidents and audits.
• Prepare and review weekly, monthly, and management reports on workforce metrics, employee relations cases, engagement activities, recruitment, training, attendance, compensation and benefits, compliance status, and HR project progress; use data and trends to recommend corrective or preventive actions.
• Lead HR projects, process improvement initiatives, policy rollouts, organizational programs, and other related functions that may be assigned by the Human Resources Head or Management.

JOB QUALIFICATIONS

Required Education Background

• Bachelor's degree in Human Resource Management, Psychology, Business Administration, Legal Management, or a related field.
• Postgraduate studies or specialized education in Human Resources, labor relations, management, or a related discipline is an advantage.

Required Experience

• Minimum of five (5) years of progressive Human Resources experience covering multiple HR facets, with substantial experience in labor relations, employee relations, and HR compliance.
• At least two (2) years of experience in a supervisory, team lead, or equivalent role handling HR personnel, projects, or department-wide deliverables.
• Demonstrated experience in administrative case management, employee engagement, policy implementation, grievance and conflict resolution, and coordination with managers and employees.

Training

• Training in Philippine labor laws, administrative due process, employee discipline, grievance handling, conflict resolution, HR policies and procedures, and employee engagement.
• Leadership and supervisory training, data privacy, HR analytics, performance management, and audit or compliance training are preferred.

Skills

• Strong working knowledge of Philippine labor standards, DOLE requirements, employee relations practices, HR policies, and documentation requirements.
• Excellent investigation, case analysis, technical writing, mediation, negotiation, conflict management, and problem-solving skills.
• Strong leadership, coaching, decision-making, stakeholder management, and project management abilities.
• Broad operational knowledge of recruitment, learning and development, performance management, compensation and benefits, timekeeping, employee records, HRIS, and workforce reporting.
• Excellent verbal, written, presentation, and interpersonal communication skills, with the ability to communicate professionally with employees at all levels.
• Proficiency in Microsoft Office applications, HR information systems, spreadsheet analysis, and preparation of management reports.
• Ability to manage multiple priorities and deadlines while maintaining accuracy, confidentiality, and sound judgment.

Certifications/Credentials

• Professional certification in Human Resources, labor relations, or a related discipline is preferred but not required.

Traits / Character

• High ethical standards, integrity, fairness, and impartiality in decision-making.
• Professional, discreet, empathetic, and appropriately assertive when handling sensitive employee and management concerns.
• Proactive, organized, detail-oriented, accountable, and committed to continuous improvement.
• Calm and effective under pressure, adaptable to change, and able to work independently and collaboratively in a fast-paced environment.