People Experience Lead - Biopharma Division, Philippines

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About the role

The Lead People Experience (PX) serves as the strategic people partner to the Philippines Commercial Leadership Team and enabling functions. The role translates business priorities into practical people strategies and ensures disciplined execution across the colleague lifecycle. This position has significant accountability for a unionized workforce and complex employee relations, labor relations, governance, disciplinary, and business partnership matters. Success requires strong commercial acumen, independent judgment, governance discipline, legal and policy awareness, operational rigor, and the confidence to escalate risks when necessary. Key Responsibilities 1. Strategic Business Partnership • Partner with Commercial and enabling-function leaders to align people strategies with business and growth priorities. • Act as a trusted advisor on talent, leadership, organization, culture, workforce, and employee matters. • Leverage people insights and data to identify risks, challenge assumptions, and support decision-making. • Influence senior stakeholders with credibility, objective judgment, and professional courage. 2. Employee Relations, Disciplinary Matters & Case Governance • Lead complex employee relations matters, including investigations, disciplinary actions, grievances, performance issues, workplace concerns, and separations, ensuring fairness, confidentiality, neutrality, and due process. • Ensure consistent application of company policies, governance standards, and legal requirements. • Own end-to-end case quality, including investigations, evidence review, documentation, decision rationale, approvals, communications, and closure. • Ensure disciplinary documentation is accurate, evidence-based, legally defensible, and appropriately reviewed. • Maintain clear records, decision trails, approvals, confidentiality controls, and timely follow-through. • Build manager capability to handle ER matters early, fairly, consistently, and free from bias, retaliation, or conflicts of interest. 3. Labor Relations & Unionized Workforce Management • Lead labor relations activities including union engagement, grievance resolution, interpretation of collective agreements, and mitigation of workforce disruption. • Partner with Legal and internal experts on labor-sensitive matters and related risks. • Maintain constructive labor-management relationships while protecting compliance, management rights, and colleague dignity. • Proactively identify and mitigate labor-related risks. 4. Governance, Risk Management & Escalation • Serve as steward of people governance by embedding strong controls, approvals, and decision-making practices. • Identify and escalate employee relations, labor, legal, compliance, operational, and reputational risks. • Ensure critical actions follow required consultation, documentation, review, approval, and communication processes. • Maintain objectivity where business pressures or competing interests exist. • Support audit readiness and address recurring governance or execution gaps. 5. Talent, Performance & Leadership Capability • Lead talent reviews, succession planning, performance management, leadership development, and critical-role planning. • Facilitate evidence-based talent discussions with clear outcomes and accountability. • Coach leaders on performance, inclusion, judgment, people management, and accountability. • Build diverse and sustainable leadership pipelines. 6. Organization Effectiveness & Change • Advise on organization design, workforce planning, capability requirements, and role clarity. • Lead people-related aspects of organizational and commercial change through structured planning, communication, stakeholder alignment, and risk management. • Ensure organizational dat

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