ABOUT THE ROLE
The HR Business Partner – Occupational Health & Employee Relations serves as both the organization's workplace health resource and strategic HR partner. This role combines clinical nursing expertise with HR Business Partner responsibilities, supporting employee health and wellness, labor relations, employee engagement, organizational development, and business operations. The incumbent will work closely with Operations leaders to ensure a healthy, safe, and engaged workforce while providing end-to-end HR partnership, employee relations support, and guidance on workplace health matters. This role requires someone who can effectively balance employee care with business objectives in a fast-paced BPO environment.
KEY RESPONSIBILITIES
Occupational Health & Employee Care
- Serve as the primary company nurse and first responder for employee health concerns.
- Conduct health assessments and provide first aid when necessary.
- Manage occupational health programs and maintain medical records.
- Coordinate Annual Physical Examinations (APE), pre-employment medical clearances, and return-to-work assessments.
- Monitor employees on sick leave and coordinate fit-to-work requirements.
- Coordinate with company-accredited physicians, clinics, and hospitals.
- Lead health awareness campaigns and wellness initiatives.
- Ensure compliance with DOLE occupational safety and health requirements.
HR Business Partnership
- Partner with Operations leaders and people managers to support workforce and business objectives
- Provide guidance on employee relations, performance management, attendance concerns, and workplace issues
- Support organizational changes, workforce transitions, and people-related business initiatives
- Act as a trusted HR resource for employees and leaders within assigned business units
- Facilitate effective communication between management and employees
Labor Relations & Employee Relations
- Manage end-to-end employee relations cases, including investigations, disciplinary actions, grievances, and conflict resolution.
- Conduct administrative hearings and ensure proper case documentation.
- Provide recommendations aligned with company policies and Philippine labor laws.
- Support compliance with labor standards, due process requirements, and company code of conduct.
- Partner with legal and HR leadership on complex employee relations matters.
- Monitor and manage labor risks through proactive employee relations interventions, trend analysis, and corrective action plans.
- Represent HR during labor-related conferences, mediation proceedings, and government agency engagements (e.g., DOLE, NLRC) as needed.
- Ensure proper implementation of disciplinary actions, due process requirements, and separation procedures.
- Monitor and manage labor risks through proactive employee relations interventions, trend a nalysis, and corrective action plans.
Organizational Development & Change Management
- Support the implementation of organizational development initiatives that improve employee performance and capability
- Assist in talent review, succession planning, and leadership development programs
- Drive change management efforts during organizational restructuring, process improvements, and business transformation initiatives
- Partner with leaders to identify capability gaps and recommend development interventions
- Support performance management and continuous improvement initiatives
Employee Engagement & Culture
- Develop and execute employee engagement programs that strengthen company culture and employee experience
- Facilitate employee feedback mechanisms, engagement surveys, focus groups, and action planning sessions
- Partner with operations leaders to improve employee morale, retention, and productivity
- Support recognition programs, culture-building activities, and employee events
- Analyze engagement data and recommend targeted interventions
HR Analytics, Compliance & Reporting
- Monitor key HR metrics including attrition, absenteeism, employee relations trends, engagement scores, and wellness participation
- Prepare reports and recommendations for HR leadership and business stakeholders
- Ensure compliance with company policies, labor regulations, and HR procedures
- Identify trends and recommend proactive solutions to improve workforce outcomes
- Develop and maintain HR dashboards, reports, and workforce analytics using Microsoft Excel and HRIS tools.
- Analyze workforce data to generate insights on attrition, engagement, absenteeism, employee relations, and productivity.
- Identify and implement opportunities for automation of HR reporting and administrative processes using Excel, AI tools, and workflow improvements.
- Support HR digital transformation initiatives that improve efficiency, accuracy, and decision making.
QUALIFICATIONS & EXPERIENCE
- Must be a Registered Nurse (PRC Licensed).
- Minimum of two (2) years of clinical, occupational health, or company nursing experience.
- Minimum of two (2) years of experience as an HR Business Partner or HR Generalist supporting employee relations, labor relations, and performance management.
- Strong knowledge of Philippine Labor Code and HR best practices.
- Experience in a BPO or shared services environment is highly preferred.
- Experience supporting wellness, employee engagement, and organizational development initiatives.
- Strong stakeholder management and communication skills.
KPIs:
- 100% compliance with occupational health and DOLE requirements.
- Timely management of workplace illnesses and medical incidents.
- On-time completion of Annual Physical Examinations.
- Successful execution of employee wellness initiatives.
- Reduced health-related absenteeism where applicable.
- Positive employee satisfaction with HR and health services.
- Timely resolution of employee relations cases.
- Achievement of engagement and retention targets for assigned business units.