HR Manager – Labor Relations & General HR

Advanced Outsourcing and Business Services Inc.; Quezon City; On-site; PHP 1,200,000 - 2,000,000; Full time

Job summary

Advanced Outsourcing and Business Services Inc. is seeking an HR Manager to lead nationwide HR transformation, focusing on governance, workforce planning, and labor relations.

This hands-on generalist role coordinates with the CFO, legal counsel, and finance to ensure compliant and cost-efficient people management. The ideal candidate will standardize HR policies, develop salary frameworks, and strengthen accountability across offices and plants, including QC, Bulacan, and Cebu.

Qualifications

• Experience leading HR audits and workforce planning.
• Proven ability to develop and implement HR policies and governance.
• Strong liaison with legal and finance for compliance.
• Experience managing labor relations in multi-site operations.

Responsibilities

• Lead HR audit, manpower planning, and organizational development across nationwide operations.
• Review contracts with manpower agencies, reconcile billing, and optimize costs.
• Develop standardized HR policies, governance, and salary frameworks.
• Oversee labor relations, grievance handling, and compliance with labor laws.
• Provide HR guidance to plant heads and leaders; ensure consistent policy implementation.
• Partner with CFO and internal counsel on workforce budgeting and governance.

Skills

Labor relations

HR governance

Manpower planning

Workforce cost management

Compliance

Job description

The HR Manager will lead the development, transformation, and professionalization of the company's human resources function across its nationwide operations. This is a hands‑on HR Generalist role with a strong emphasis on Labor Relations, HR governance, manpower planning, workforce cost management, and compliance.

The role will be responsible for conducting an internal review of the existing workforce structure, validating actual headcount, auditing manpower agency arrangements, and establishing a formal company plantilla and standardized HR policies. The successful candidate will help strengthen organizational accountability, ensure fair and consistent people management practices, and improve transparency in workforce deployment, agency billing, and labor‑related costs.

Working closely with the CFO, as well as the company's in‑house legal counsel and accounting/finance professionals, the HR Manager will drive HR transformation while ensuring compliance with applicable labor laws and maintaining productive employee and labor relations.

Key Responsibilities

1. HR Audit, Workforce Planning, and Organizational Development

• Conduct a comprehensive HR and manpower audit to validate actual headcount, workforce deployment, employment status, and organizational structure.

• Review the existing workforce composition, including approximately 200 direct employees and 3,000 outsourced personnel deployed through manpower agencies.

• Develop and establish the company's own manpower plantilla, organizational structure, and authorized staffing requirements.

• Identify discrepancies between approved headcount, actual deployment, agency‑reported manpower, and billed personnel.

• Establish standardized manpower planning and approval processes to support business requirements and operational efficiency.

• Recommend organizational improvements that strengthen accountability, productivity, and workforce governance.

2. Manpower Agency Management and Cost Control

• Review existing manpower agency contracts, service agreements, billing arrangements, and workforce deployment practices.

• Conduct a detailed assessment of long‑standing manpower agency relationships to identify discrepancies, inefficiencies, compliance gaps, and potential cost‑saving opportunities.

• Engage directly with manpower agencies to validate records, clarify contractual obligations, reconcile billing discrepancies, and address identified issues.

• Establish controls for manpower requisitions, attendance validation, billing verification, service‑level performance, and contract renewals.

• Partner with Finance and Accounting to evaluate outsourced manpower costs, agency charges, and workforce‑related expenses.

• Recommend improvements to agency governance, vendor accountability, and overall manpower cost management.

3. HR Policies, Systems, and Governance

• Review, revise, and develop HR policies, procedures, and employee guidelines aligned with business objectives and applicable labor regulations.

• Professionalize HR systems by establishing clear processes, approval matrices, documentation standards, and internal controls.

• Develop and implement standardized HR frameworks across the company's offices and plants.

• Establish transparent and consistent guidelines for compensation, salary structures, promotions, performance management, and employee discipline.

• Develop salary grids and compensation guidelines to promote internal equity, consistency, and merit‑based decision‑making.

• Strengthen HR documentation, reporting, audit readiness, and policy implementation across all locations.

4. Labor Relations and Employee Relations

• Lead labor relations initiatives, including employee grievance handling, disciplinary proceedings, conflict resolution, and labor‑related investigations.

• Provide guidance on labor relations matters, particularly in plant environments where union formation and employee organizing may be sensitive issues.

• Ensure that employee relations concerns are addressed fairly, consistently, and in accordance with labor laws and company policies.

• Work closely with legal counsel on labor disputes, compliance matters, employee cases, and the interpretation of labor regulations.

• Build constructive relationships with employees, plant management, and other stakeholders while maintaining appropriate management and legal safeguards.

• Guide plant leaders in handling sensitive employee concerns and maintaining stable labor relations.

5. HR Generalist and Operational Management

• Oversee the full spectrum of HR functions, including recruitment and selection, onboarding, employee engagement, compensation and benefits, performance management, learning and development, and employee records.

• Provide HR guidance and support to plant heads, department managers, and other business leaders.

• Ensure consistent implementation of HR policies and practices across geographically dispersed operations.

• Monitor workforce requirements and support staffing decisions in coordination with business and operations leaders.

• Establish HR metrics and management reports covering headcount, turnover, manpower costs, employee relations cases, and compliance.

• Drive continuous improvement in HR processes, service delivery, and organizational effectiveness.

6. Stakeholder Management and HR Transformation

• Partner closely with the CFO on manpower budgeting, organizational planning, workforce cost optimization, and HR governance.

• Collaborate with the company's legal counsel and accounting/finance professionals on labor compliance, agency contracts, billing audits, and employment‑related matters.

• Work with plant and operations leaders to implement standardized HR policies and workforce management practices.

• Lead change management initiatives to transition the company toward a more structured, transparent, and professionally managed HR organization.

• Provide management with data‑driven recommendations on workforce structure, manpower deployment, labor risks, and cost management.

Work Locations

The company maintains its main office in Quezon City, with plant operations in:

• Guiguinto, Bulacan

• Cebu

• Bacolod

• Palawan

The position requires flexibility to work from the Quezon City main office or the Bulacan site, with occasional travel to other plants and operational locations.