HR Supervisor, Cavite

Job Summary: 

The HR Supervisor for Learning & Development and Employee Relations is expected to perform oversight functions of the day-to-day operations of training and development initiatives and employee relations activities. The role ensures policy compliance, handles employee concerns, supports disciplinary processes, and drives learning interventions to enhance workforce capabilities. This position also ensures accurate documentation, timely communication, and effective coordination with department heads and external providers.

Key Responsibilities: 

Employee Relations (ER): 

• Review and approve all employee notices prepared by the ER Specialist, ensuring alignment with the Company Code of Conduct (COC) and compliance with DOLE regulations.
• Monitor the ER tracker daily and ensure timely issuance of ER documents by closely coordinating with the ER Specialist.
• Validate the accuracy, format, and tone of all ER-related communications to maintain consistency and professionalism.
• Prepare and maintain accurate records of disciplinary cases, active incidents, and resolutions.
• Assist in official communication related to HR policies, memo issuance, and ensure timely receipt and acknowledgement.
• Regularly coordinate with department heads on ER issues, implementation of HR memos, and conflict-related cases.
• Approve background check reports and ensure they meet standards before onboarding.
• Ensure complete and accurate billing of HR-related documents and services.
• Assist in planning and implementing employee activities, wellness initiatives, and engagement programs in coordination with the engagement committee.

Learning & Development (L&D):

• Supervise the execution of training programs in accordance with the approved Training Needs Assessment (TNA) and overall L&D strategy.
• Oversee the scheduling and coordination of internal and external training sessions, ensuring logistics, materials, and participant communication are managed effectively by the team.
• Monitor and validate the departments training calendar to ensure timely rollout and completion of scheduled programs.
• Review and finalize the proposed training plan from the L&D team and submit it to department heads for feedback and alignment.
• Review consolidated performance appraisal results and feedback to support the identification of organizational learning needs and skill development priorities.
• Ensure adherence to the onboarding process, including delivery of HR orientation and proper documentation for all new hires.
• Provide oversight to ensure that post-training activities and follow-throughs are completed, including tracking of participation and evaluation.

Employee Engagement and Wellness:

• Assist in the planning and implementation of employee engagement and wellness programs in coordination with the L&D specialist.
• Ensure timely preparation and submission of related RFPs and internal memos at least 3 weeks prior to scheduled activities.

HR Operations and Documentation:

• Prepare weekly and monthly HR metrics reports (e.g., attrition rate, resigned/terminated employees, active disciplinary cases).
• Maintain and update trackers and files (soft and hard copy) for both ER and L&D functions.
• Serve as safekeeper of HR-related service agreements and monitor their durations.
• Manage and update room reservation schedules (G/F room) for HR-related activities.
• Draft internal HR memos and announcements as needed.
• Initiate internal communications with department heads and leadership teams.

Communication and Task Oversight:

• Ensure timely and appropriate email responses based on priority and implementation timelines.
• Regularly review L&D-related KPIs to ensure the team is meeting training coverage, timeliness, and quality targets, and initiate corrective actions when necessary.
• Properly delegate tasks within the team, ensuring reasonable lead time and alignment with urgency and deadlines.

Other Tasks:

• Perform other duties and responsibilities that may be assigned by the HR Head or Management as needed in support of departmental and organizational goals.
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Qualifications:

• Bachelor's degree in Human Resource Management, Business Administration, or related field.
• Minimum of 45 years of progressive HR experience, with at least 2 years in a supervisory or team lead capacity.
• Solid background in both Learning & Development and Employee Relations, including implementation of training programs, disciplinary procedures, and policy compliance.
• Experience in handling HR documentation, reporting, and coordination with department heads or external providers.
• High attention to detail, integrity, and strong organizational skills.