Head of Human Resources (FMCG / Pharma Industry)

Location: Calamba, Laguna

Work setup: Full onsite

Schedule: Monday to Friday, Dayshift

Role Overview

The HR Head will provide strategic leadership across the full spectrum of Human Resources, driving people strategies that support business objectives, organizational growth, and long-term workforce effectiveness. The role requires a strategic and commercially minded HR leader with extensive experience partnering with executives and Top Management, complemented by a strong background in labor relations, union management, and employee relations within large-scale organizations.

Qualifications

• Bachelor's Degree in Psychology, Human Resources, Business Administration, or a related field; a Master's Degree is an advantage.
• With 15+ years of progressive HR experience, including significant experience in senior HR leadership or HR Head-level roles.
• Proven expertise in managing the full spectrum of HR, including talent acquisition, compensation and benefits, employee relations, performance management, learning and development, organizational development, workforce planning, HR operations, and compliance.
• Demonstrated track record as a strategic HR leader, with the ability to translate business objectives into effective people strategies, policies, and programs.
• Strong experience partnering with and advising C-suite executives, senior leaders, and Top Management on organizational, workforce, and people-related matters.
• Strong background in labor relations and unionized environments, including union engagement, collective bargaining negotiations, CBA administration, grievance handling, labor dispute resolution, and employee relations.
• Extensive experience managing HR within large-scale organizations, preferably with complex workforce structures and sizeable employee populations.
• Must have experience in large FMCG, pharmaceutical, manufacturing, or similarly labor-intensive industries, particularly established organizations with significant operational and workforce scale.
• Strong knowledge of Philippine labor laws and regulations, with experience handling labor-related matters involving DOLE, NLRC, NCMB, and other relevant government agencies.
• Proven ability to lead organizational transformation, change management, workforce planning, succession planning, and other strategic HR initiatives.
• Strong people leadership experience, with the ability to lead, develop, and influence HR teams and business stakeholders across different levels of the organization.

Key Responsibilities

• Lead the overall HR function and people strategy, ensuring alignment with the organization's business goals, operational requirements, and long-term direction.
• Provide strategic counsel to Top Management and Executive Leadership on workforce strategy, organizational effectiveness, talent, employee relations, labor matters, and other critical people decisions.
• Oversee the effective delivery of the full spectrum of HR functions, ensuring that HR policies, programs, and processes are aligned with business priorities and best practices.
• Lead the organization's labor relations and union management strategy, maintaining constructive relationships with unions and employee representatives.
• Oversee collective bargaining negotiations, CBA administration, grievance handling, labor disputes, disciplinary cases, and other employee relations matters, ensuring fair, consistent, and legally compliant resolutions.
• Provide guidance to management on labor law, employee relations, disciplinary actions, workforce changes, and other matters with potential legal or labor implications.
• Represent or oversee the company's representation in DOLE, NLRC, NCMB, and other labor-related proceedings, conferences, and negotiations.
• Develop proactive labor relations strategies to promote workplace stability, constructive management-union relationships, employee engagement, and effective conflict resolution.
• Drive strategic initiatives covering organizational development, workforce planning, talent management, succession planning, leadership development, employee engagement, and change management.
• Establish and monitor HR metrics, workforce analytics, and labor indicators to provide data-driven insights and recommendations to Top Management.
• Ensure compliance with applicable labor laws, HR policies, company regulations, and employment practices across the organization.
• Lead, mentor, and develop the HR leadership team, building a strong and high-performing HR organization capable of supporting a large and complex workforce.
• Act as a key business partner to senior leadership, balancing business requirements, employee needs, and labor considerations in making strategic people decisions.