Supply Chain HR Business Partner

Magnum Icc Sweden Supply Ab; Mangahan; Sur place; PHP 1 800 000 - 2 400 000; Plein temps

Résumé du poste

Magnum Icc Sweden Supply Ab in the Philippines seeks a strategic HR Business Partner for Supply Chain GTM. You will align people strategies with business goals, manage employee relations, and drive talent development to support operational excellence.

You will lead workforce planning, recruitment, learning programs, and engagement initiatives, partnering closely with SC GTM leaders to enhance organizational capability while upholding local labor law compliance.

Qualifications

• Ensure compliance with Philippine labor laws and company policies.
• Lead workforce planning and talent development aligned to SC GTM priorities.
• Coach leaders on people management, performance, and organizational issues.
• Partner with leaders to strengthen organizational capability and leadership effectiveness.
• Drive engagement and culture initiatives across the function.

Responsabilités

• Strategic partnering with SC GTM Director to align people strategies with business objectives.
• Oversee employee relations, investigations, grievances, and policy compliance.
• Lead talent review, succession planning and capability-building initiatives.
• Collaborate on workforce forecasting, recruitment, onboarding, and retention initiatives.
• Drive learning programs and leadership development to close capability gaps.
• Analyze HR data and present insights to leadership for improvement.

Connaissances

Strategic HR Partnering

Employee Relations

Talent Management

Workforce Planning

Learning & Capability Building

Employee Engagement

Compensation & Rewards

Governance & Compliance

Data Analytics

Description du poste

Life tastes better with ice cream

With 19.000 expert ice cream colleagues and iconic brands like Wall's, Cornetto and Ben & Jerry's, loved in 76 countries, we are the world's largest Ice Cream company leading the industry.

We create iconic ice cream brands that are part of everyday life, bringing moments of joy to millions of people around the world. Everybody loves ice cream. And as the world's biggest pure-play ice cream company, we have the scale and ambition to make a real difference.

What truly sets us apart is how we work.

We move fast and keep things simple. We turn ideas into action, trust people to take ownership, and work as one team to win together with integrity. Our culture is high-performance, collaborative and focused on getting things done.

We're curious and ready for what's next. We embrace digital, use data to make better decisions, and keep learning, including how AI can help us work smarter and serve consumers better.

The role

The IC PH Supply Chain Go-To-Market HR Business Partner serves as the strategic HR partner to the Supply Chain Go-To-Market Leadership Team, enabling the achievement of business goals through effective people strategies, organizational development, workforce planning, employee relations, and talent management.

The role acts as the primary HR advisor for the customer experience, logistics, and planning team, ensuring a productive, engaged, and compliant workforce while supporting operational excellence, safety culture, continuous improvement, and organizational transformation. The SC GTM HRBP partners closely with SC GTM leaders to drive business performance through people and culture interventions.

What you'll be responsible for

1. Strategic Business Partnering

• Partner with SC GTM Director and leadership team to align people strategies with business objectives.
• Provide insights and recommendations on workforce trends, organizational effectiveness, productivity, and engagement.
• Translate business priorities into actionable HR initiatives.
• Support change management, restructuring, and transformation programs.
• Coach leaders on people management, performance, and organizational issues.

2. Employee & Industrial Relations

• Serve as the primary HR contact for employee relations matters within the function.
• Manage investigations, disciplinary processes, grievances, and conflict resolution.
• Ensure consistent application of company policies and labor regulations.

3. Talent Management & Organization Development

• Lead talent review and succession planning processes for the function.
• Identify critical capability gaps and develop talent strategies to address them.
• Partner with leaders to strengthen organizational capability and leadership effectiveness.
• Facilitate performance management processes and calibration discussions.
• Support career development and employee growth initiatives.

4. Workforce Planning & Talent Acquisition

• Collaborate with SC GTM Leaders and Finance team to forecast workforce requirements and to ensure overheads targets are met
• Support recruitment activities for critical supply chain GTM and technical positions.
• Ensure timely hiring, onboarding, and integration of new employees by collaborating with the Recruitment team.
• Drive initiatives to improve workforce retention and reduce turnover.

5. Learning & Capability Building

• Assess organizational and functional capability requirements.
• Partner with Learning teams to implement development programs aligned with SC GTM priorities.
• Promote continuous learning and skill development.
• Support leadership development and frontline capability building initiatives.

6. Employee Engagement & Culture

• Drive employee engagement initiatives and action planning.
• Analyze engagement survey results and partner with leaders on improvement plans.
• Champion company values, culture, diversity, equity, and inclusion initiatives.
• Support recognition and well-being programs.
• Enhance employee experience across the employee lifecycle.

7. Compensation & Rewards

• Partner with Rewards and HR Centers of Excellence on compensation reviews and salary recommendations.
• Ensure fair, equitable, and market-competitive reward practices.
• Support annual performance and reward cycles.
• Provide guidance to managers on compensation-related decisions.

8. HR Governance & Compliance

• Ensure compliance with Philippine labor laws and company policies.
• Support audits and regulatory inspections related to people processes.
• Maintain HR governance standards and documentation requirements.
• Manage HR risks and recommend mitigations.
• Monitor compliance with labor standards, occupational safety, health, and workplace regulations.

9. Data Analytics & Reporting

• Analyze workforce data and provide actionable insights.
• Monitor key HR metrics including headcount, attrition, absenteeism, overtime, employee engagement, recruitment effectiveness, training completion and labor productivity
• Present people analytics to leadership teams and recommend interventions.

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