Labor and Employee Relations & Factory HR Business Partner Manager

Unilever; General Trias; On-site; PHP 1,200,000 - 1,800,000; Full time

Job summary

Unilever Philippines is seeking an Industrial Relations and Employee Relations HR Business Partner Manager to support manufacturing operations nationwide from General Trias, Cavite. The role focuses on ER/IR strategy, CBA negotiations, and ensuring legal compliance while balancing business and workforce needs.

The ideal candidate will drive employee engagement, policy modernization, and organizational development, collaborating with factory leadership, HR, and external labor bodies.

Qualifications

• 8+ years HR experience with ER/IR focus.
• Experience in manufacturing environments preferred.
• Proven track record negotiating CBAs and engaging unions.
• Strong knowledge of labor laws and regulatory compliance.
• Exceptional stakeholder management with internal and external partners.
• Experience leading policy modernization and workforce design initiatives.
• Ability to drive HR transformations and change initiatives.

Responsibilities

• Provide expert guidance on labor and employee relations strategies to ensure a harmonious and productive workplace.
• Lead negotiations for CBAs and manage labor disputes.
• Ensure compliance with local labor laws and company policies while mitigating ER/IR risks.
• Address grievances and dispute resolutions in alignment with legal standards.
• Collaborate with factory leadership, legal teams, and unions to support engagement and site initiatives.
• Design and implement national employee engagement initiatives across sites.
• Lead HR policy modernization and standardization to match business needs.

Skills

Union relations

CBA negotiations

Labor laws

Stakeholder mgmt

Policy modernization

HR transformation

Change management

Job description

Role Title: Industrial Relations and Employee Relations HR Business Partner Manager

Location: General Trias, Cavite (Gateway Business Park)

Unilever Philippines is looking for an Industrial Relations and Employee Relations HR Business Partner who has expertise in Employee/Industrial Relations (ER/IR) to support our manufacturing operations across the Philippines.

This role requires an HR professional with a strong track record in managing union relationships, negotiating collective bargaining agreements (CBA), and ensuring compliance with labor laws and regulations. The ideal candidate will play a critical role in fostering a positive workplace culture while balancing business and workforce needs.

In addition to national ER/IR responsibilities, this role will have company-wide responsibilities related to employee engagement and HR policy modernization, ensuring alignment with best practices and evolving workforce needs. The ideal candidate will play a critical role in fostering a positive workplace culture while balancing business and workforce needs.

WHAT WILL YOUR MAIN RESPONSIBILITIES BE?

• Strategic HR Partnering: Provide expert guidance on labor and employee relations strategies to ensure a harmonious and productive workplace.
• Union and CBA Management: Lead negotiations for Collective Bargaining Agreements (CBA), manage labor disputes, and proactively engage with union representatives.
• Compliance & Risk Management: Ensure compliance with local labor laws, government regulations, and company policies while mitigating risks related to employee relations.
• Employee & Labor Relations: Address grievances, disciplinary actions, and dispute resolutions in alignment with legal and ethical standards.
• Stakeholder Engagement: Work closely with internal stakeholders, including the factory leadership and legal teams, as well as external partners such as the Department of Labor and union representatives.
• National Employee Engagement Initiatives: Design and implement employee engagement strategies across all sites, fostering a positive and productive work environment.
• HR Policies & Process Improvement: Lead the revamping and standardization of HR policies to align with business needs, legal compliance, and evolving workforce expectations.
• Workforce Transformation & Organization Design: Support organization design (OD) and development initiatives, including restructuring, workforce planning, and cultural transformation.
• Capability & Learning Development: Partner with leadership teams to identify capability gaps and implement learning and development programs to strengthen workforce skills.
• Performance & Rewards: Work closely with the Rewards team to align performance management systems and ensure fair and competitive compensation practices.
• Project & Change Management: Drive HR projects and change management initiatives, ensuring smooth execution of workforce transitions and organizational improvements.
• Communication & Leadership Development: Provide training and guidance to managers on labor laws, dispute resolution, and best practices for managing a unionized workforce.

SKILLS THE IDEAL CANDIDATE WOULD HAVE:

• Strong negotiation and influencing skills, especially in high-stakes labor negotiations.
• Deep knowledge of labor laws, industrial relations frameworks, and employee relations best practices.
• Proven ability to handle complex union matters and manage sensitive employee relations cases with discretion.
• Excellent stakeholder management, with the ability to build strong relationships with unions, government agencies, and internal leaders.
• Strategic thinking with the ability to drive employee engagement and policy modernization at a national level.
• Problem-solving and crisis management skills to navigate difficult labor and employee situations effectively.
• Strong analytical and decision-making abilities to assess risks, trends, and HR metrics.
• Adaptability and resilience, especially in fast-paced manufacturing environments with evolving labor dynamics.
• Expertise in Organization Development (OD) and Organization Design to drive workforce transformation.
• Experience in Learning & Capability Development to enhance employee skills and leadership growth.
• Knowledge of Performance & Reward systems to align employee performance with business outcomes.
• Strong communication skills, both verbal and written, to engage with multiple stakeholders.
• Project Management and Change Management experience to lead HR transformation initiatives effectively.

EXPERIENCES THE IDEAL CANDIDATE WOULD HAVE:

• At least 8 years of HR experience, with a focus on Employee Relations, Industrial Relations, and Labor Relations.
• Experience working in a factory/manufacturing environment, preferably in well-known and established companies.
• Proven track record of successfully negotiating and implementing Collective Bargaining Agreements (CBA).
• Extensive experience working with unions, including handling disputes, grievances, and engagement initiatives.
• Strong background in compliance and labor law applications, with hands‑on experience collaborating with the Department of Labor or similar regulatory bodies.
• Leadership experience in HR Business Partnering, ideally with exposure to other HR domains such as Rewards or HR Services (People Experience).
• Experience in designing and implementing employee engagement programs at a national or multi‑site level.
• Proven ability to drive policy changes and ensure HR frameworks align with business and workforce needs.
• Background in Organization Development & Design to support structural and cultural transformations.
• Experience in Learning & Capability Development to build leadership and workforce competencies.
• Involvement in Performance & Reward programs, ensuring alignment with company goals.
• Strong track record in Project & Change Management, leading successful HR initiatives.

CANDIDATE WILL BE WORKING WITH:

• This role reports to the B&W Greater Asia HR Lead & Philippines Head of HR
• This role will work very closely with the Sourcing Unit Directors, Supply Chain Leads across Business Units and Factory Leadership Teams.
• This role will also collaborate with all roles in the HR operating framework: e.g. HRBPs

We highly encourage applicants to exclude information on age, gender, and school/s in view of Equity, Diversity, and Inclusion. Unilever assesses candidates based on skills, performance, experience and leadership.

Unilever embraces diversity and encourages applicates from all walks of life! This means giving full and fair consideration to all applicants and continuing development of all employees regardless of age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, and pregnancy and maternity.

We are committed to making reasonable adjustments to provide a positive, barrier-free recruitment journey.

Unilever is an organisation committed to equity, inclusion and diversity to drive our business results and create a better future, every day, for our diverse employees, global consumers, partners, and communities. We believe a diverse workforce allows us to match our growth ambitions and drive inclusion across the business. At Unilever we are interested in every individual bring their ‘Whole Self’ to work and this includes you! Thus if you require any support or access requirements, we encourage you to advise us at the time of your application so that we can support you through your recruitment journey.

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