Employee Relations Officer

• Performance Management Cycle

Maintain the Performance Management Guidebook and publish the cycle calendar. Administer goal setting and the cascade of KRAs and KPIs from company objectives to individual scorecards — as administrator, with the goals themselves set by line management. Run regular evaluation, mid-year and year-end review. Maintain the Performance Management Tracker and its weighting across KPIs, core values and technical skills. Train managers to appraise, and coach those whose appraisals do not hold up.2. Calibration, Probationary Assessment and Performance Improvement

Ensure every probationary employee is issued written regularization standards at the time of engagement and is evaluated and advised before the six-month period ends. Design and monitor performance improvement plans, and obtain the countersignature required before any referral for disciplinary action.3. Employee Relations, Discipline and Due Process

Draft notices to explain, convene and document administrative hearings, and prepare recommendations that satisfy the twin notice requirement and the opportunity to be heard. Coordinate with external counsel where a case carries litigation risk. Operate ICON’s grievance machinery: intake from any site or level, acknowledgement, investigation, resolution and feedback within the published turnaround, applying the escalation rule. Represent ICON at Single Entry Approach conciliation-mediation. Maintain the disciplinary, grievance and appraisal registers. Report case volume, type, cycle time, outcome and recurrence, and cycle completion, timeliness and distribution credibility, by department and site. Surface the management problem behind a cluster of cases rather than treating each in isolation.4. Organizational Development, Job Architecture and Time Study

Maintain the Job Analysis and Time Study workbook and its method rules. Run capacity studies producing utilization, surplus or deficit and required FTE by role. Keep every filled position covered by a current job description in the ICON JD & KPI format. Maintain the competency framework, career pathways and the succession plan. Run the organizational health check department by department and evaluate proposed structure changes before they reach ManCom.5. Statutory Workplace Policies and Committees

Keep ICON’s mandated workplace policies drafted, approved, current and disseminated — anti-sexual harassment and gender-based sexual harassment under RA 7877 and RA 11313, mental health under RA 11036 and DOLE DO 208-20, and drug-free workplace under DOLE DO 53-03. Constitute and convene the committees those laws require and deliver the orientations they prescribe.