Employee Relations and engagement section headAteneo de Manila University

Under the supervision of the HR Operations (HRO) Division Head, the Employee Relations and Engagement Section Head: * Provides direction and advice on employee relations matters,
Conducts studies and develops targeted employee relations and engagement plans and programs.
Main Duties and Responsibilities
I. Employee Programs * Designs and implements responsive University-wide programs, initiatives, and communications to strengthen employee relations and build a culture that supports engagement.
Develops employee relations and engagement plans based on sound practices and benchmark data.
Researches, identifies, and interprets current and emerging employee relations and engagement concerns, trends, and opportunities.
Conducts studies to ascertain baseline engagement scores and surface gaps.
Collects and analyzes data and trends to identify its causes, and make recommendations to improve employee relations and engagement.
Builds partnerships with all levels of employees from individual to teams from entry-level to executive leadership, with the intention of understanding their needs.
Creates programs to ensure the promotion of employee productivity, while keeping in mind work-life balance.
II. HR Relations Advisory * Provides individual and or group/advice, guidance, professional support with respect to interpretation and application of labor laws and HR policies with respect to employee and labor relations, corrective actions, and associated policies, practices, and procedures (on the level of the HR - Admin Partners).
Tracks the inquiries and resolution, and develops programs to proactively address anticipated employee and labor relations concerns.
Conducts information and awareness campaigns to the different University stakeholders on a variety of employee and labor relations, and other related topics in coordination with the HR Governance Section Head and when necessary, other HR sections.
III. Employee-Related Investigations and Workplace Conflict Resolution * Provides technical guidance in employee-related investigations.
Reviews and advises, as appropriate, on employee suspension, termination, and other disciplinary actions to ensure legal compliance and consistency with policies and procedures in coordination with HR Governance Section Head and University Legal and Compliance Office (ULCO).
Coordinates with involved parties in the conduct of due process for employee-related disciplinary action hearings and/or fact-finding investigations.
Assists in the review of labor cases and confers with legal counsels, as needed.
Provides assistance in the resolution of workplace disputes, and coordinates the provision of a range of work-related dispute resolution services as required, including mediation, conciliation, negotiation, and/or arbitration, when necessary.
IV. Labor Relations * Serves as secretariat and resource person of the Administration in the preparation and negotiation of the Collective Bargaining Agreement (CBA).
Serves as the conduit between management and union; serving as the secretariat on the Labor Management Committee (LMC).
Serves as the liaison for LMC in the HR Admin Partner Committee.
V. Section Management and Development * Sets the direction of the Employee Relations and Engagement Section, and determines its operational goals in alignment with Division and Office goals.
Conducts strategic assessment and evaluation of the Section's processes, programs, and initiatives, ensuring continuous improvement, maintenance, and adjustment in program delivery.
Regularly monitors the achievement of Section metrics and goals
Works with the Governance Section in the creation of policies and programs compliant to regulations of the University.
Oversees the development of policies in the Section, and provides inputs for the development of general HR policies
Prepares and monitors the Section's budget and expenditures, and recommends cost-effective solutions for the Division
Manages the performance of employees in the Section by setting standards/targets, monitoring and evaluating performance, and providing development opportunities.
VI. Perform other duties as may be required by the Immediate Supervisor and authorized representative.
Minimum Qualifications and Experience:
Graduate of management, industrial relations, or any related course. MA or Ph.D. will be an advantage.
Eight (8) year experience in labor and employee relations
Five (5) year experience in managing CBA negotiations
Five (5) year experience in conceptualizing employee engagement programs
Five (5) year experience facilitating learning interventions
Five (5) year experience in managing and partnering clients
Hand-on Experience or knowledge on work process improvement, organizational design, people analytics.
Experience in an academic setting, an advantage
Knowledge, Skills, and Abilities:
Knowledge of labor and allied laws
Ability to determine legal issues from facts and provide sound recommendations
Knowledge of various employee relations and engagement programs and methodologies
Leadership Skills
Possesses strong facilitation and training skills
Ability to conduct needs assessment, which includes data gathering, data analysis, and assessments to determine the best course of action
Critical and analytical thinking has the ability to connect patterns and see the implications of actions to other systems/processes, analyze large scale data (qualitative and quantitative), and come up with recommendations
Ability to systematically and scientifically track performance and development of employees, and provide recommendations on where to allocate resources
Ability to manage multiple priorities as well as the flexibility to adapt to and change new systems and methodologies.
Ability to handle multiple projects at a time (attention to details & project management are must-haves)
Must be open to learning and ambiguity; ability to effectively adjust and manage a variety of unexpected situations
Strong communication skills, able to disseminate information/message in various modalities for different stakeholders
Ability to innovate and partner changes; able to collaborate and deal with different levels of stakeholders
Excellent interpersonal, partnering, negotiation skills
Strong sense of urgency balanced with quality-result orientation
Strong knowledge of presentations and several MS applications (Excel, PowerPoint, Visio, etc.)
Mid-Senior Level / Manager Human Resources Higher Education / Academia 1 opening Bachelor's degree graduate
The Ateneo de Manila University (Ateneo) is one of the leading universities in the Philippines. More than 150 years in existence, the Ateneo has grown into a major Jesuit institution. Officially it became a university in 1959. It offers over 100 academic degree programmes. Ateneo offers Basic Education (Grade School, Junior and Senior High School). In addition, the Loyola Schools (college) is made up of four schools (Social Sciences; Humanities; Science and Engineering; and Management) that offer graduate and undergraduate degrees, with a total enrolment of about 10,000 students per year. The Ateneo has 4 professional schools located in 3 campuses in Quezon City, Makati City and Pasig City (Business; Government; Law; and Medicine and Public Health), with about 4,000 professional postgraduate students. It has an array of research centres, 11 of which are recognized as Centres of Excellence by the Philippine Commission on Higher Education. In addition to a European Studies Programme, it has a Centre for Asian Studies that fosters comparative research on East and Southeast Asia. The Ateneo has 207 partnerships with universities around the world (82 in Europe, 87 in Asia, 11 in Australia and New Zealand, and 27 in North and South America) and is a member of the ASEAN Universities Network and 3 other international university networks. The Ateneo's Rizal Library is the most advanced in the Philippines with over 307,000 titles in its collection and online access to most major academic journals.
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Quezon City, Metro Manila
Permanent
Full-time