study, and recommend for approval policies, programs, systems, and procedures
designed for employee and labor relations.
strategic and responsive labor relations programs that address various needs of
employees at all sites that meets the legal requirements of law.
with both internal and external counsel and give advise on legal issues and
consequences confronting the company on concerns with employees, actions,
policies, etc. and suggest actions that will minimize the impact of adverse
as an adviser to managers, supervisors, and other company officials on possible
actions to take to avoid or minimize legal problems.
in the resolution of specific disciplinary or grievances cases, including
acting as arbiter between employee and the company.
and maintain good employee-employer relationship.
and interpret legislations that could affect company operations.
the company on the proper procedures to carry out specific legislation or
regulation related to employment and salary matters.
- Conduct research and consult the Country Head for HR
and internal counsel first before retained lawyers into specific industrial
relations issues confronting the company.
- Come up with relevant training needed to improve
labor relations and positive employee employer relations of the site.
- Ensure AWOL, TERMINATION and NON-COMPETE clause
documents are tracked and properly sent and duly received by the respondents.
It is a requirement that a weekly report on these numbers are sent to all the
accounts and departments.
- Work closely with admin and facilities to ensure
that site security and safety is being observed by reporting diligently the
list of employees who have been terminated, declared AWOL to the said
all labor relations requirements with the department managers, directors,
business leaders, the site HRs for assigned Brady sites, our company lawyers
and external counsel to ensure timely and effective replies to their concerns
kick-off meetings with team leaders and managers, among others to discuss the
Code of Ethics, the Team Members Guidebook, and other policies and procedures
of the center.
ongoing relationships with all department heads to understand business
requirements and needs in order to stay abreast of future labor relations
all policies and procedures on an as need basis to ensure that it is what is
needed to support operations and the center.
all policies and procedures to ensure we are up to speed with current laws and
and execute creative policies that will support the current needs of the
a comprehensive database of all templates that can be used by supervisors and
managers when writing Notice to Explains and Disciplinary Action Notices.
a comprehensive database of Notice to Explains and Disciplinary Action Notices,
including minutes of the meetings of administrative hearings.
a tracker of all Notice to Explains and Disciplinary Action Notices served.
a wide variety of resources to stay current on business & industry trends.
follow up and liaise with corporate lawyers and external counsel to ensure a
accurate data and information of all labor cases using the Brady Googlesite.
with the Country Head of HR to identify opportunities for improvement in best
practices, processes, tools & resources, etc.
and update accurate computerized labor relations records.
investigations and administrative hearings as needed.
to maximize efficiency in your area of responsibility
to match and exceed your teammates’ work output everyday through more efficient
and more accurate handling of disciplinary cases.
in all Employee Relations, Labor Relations, Compensation and Benefits, and
Recruitment efforts of the company as part of your rotation to various HR
functions to further improve your HR competency.
HOW TO APPLY
Create/Submit your resume online:
Visit our Recruitment Hub:
Ground Floor, Worldwide Corporate Center, Shaw Boulevard, Mandaluyong City
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