Supply Chain HR Business Partner

Magnum RFM Ice Cream Inc.; Pasig; On-site; PHP 900,000 - 1,300,000; Full time

Benefits offered by this job

Market-competitive pay

Flexible ways of working

Health and wellbeing support

Time off to rest

Learning and development opportunities

Job summary

Magnum RFM Ice Cream Inc. seeks an experienced IC PH Supply Chain Go-To-Market HR Business Partner to align people strategies with operations goals across customer experience, logistics, and planning teams.

You will lead talent development, workforce planning, employee relations, and governance for Philippine labor standards, driving engagement, safety culture, and continuous improvement in a fast-moving manufacturing environment.

Qualifications

• Has around 5-8 years of progressive HR experience, or at least 3-5 years in an HR Business Partner or HR Manager role and can operate confidently in manufacturing, FMCG, supply chain, or industrial environments.
• Brings strong experience in managing employee and labor relations.
• Has experience in supporting organizational change and transformation initiatives.
• Has technical knowhow in Philippine Labor code, employment legislation, workforce planning, and change management methodologies.
• Thinks end-to-end and takes ownership for results.
• Is comfortable working in a fast-moving, evolving organisation.
• Values collaboration, clarity and low-ego ways of working.

Responsibilities

• Strategic Business Partnering with SC GTM leadership to align people strategies with business objectives.
• Provide insights on workforce trends, productivity, engagement, and organizational effectiveness.
• Translate business priorities into actionable HR initiatives and support change programs.
• Coach leaders on performance, people management, and organizational issues.

Job description

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.

We\'re looking for someone who

Has around 5-8 years of progressive HR experience, or at least 3-5 years in an HR Business Partner or HR Manager roleand can operate confidently in manufacturing, FMCG, supply chain, or industrial environments

Brings strong experience in managing employee and labor relations

Has experience in supporting organizational change and transformation initiatives

Has technical knowhow in Philippine Labor code, employment legislation, workforce planning, and change management methodologies

Thinks end-to-end and takes ownerships for results

Is comfortable working in a fast-moving, evolving organisation

Values collaboration, clarity and low-ego ways of working

What you\'ll get

Alongside meaningful work and strong development, we offer a reward package that typically includes

• Market-competitive pay and performance related rewards
• Flexible ways of working
• Support for health, wellbeing and life outside of work
• Time off to rest and recharge
• Ongoing learning and development opportunities