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 data and governance materials are accurate and decision-ready.

7. Culture, Engagement & Colleague Experience

• Champion Pfizer values, ethical leadership, inclusion, well-being, and colleague experience.
• Use employee feedback and organizational insights to drive culture and engagement improvements.
• Foster an environment where concerns can be raised safely, respectfully, and without retaliation.

8. Operational & Execution Excellence

• Balance strategic leadership with hands-on execution and accountability for PX deliverables.
• Demonstrate strong planning, prioritization, process discipline, documentation, and follow-through.
• Deliver recurring people, labor, governance, and operational responsibilities with reliability and clear ownership.
• Balance speed and business responsiveness with governance rigor and sustainable outcomes.

Core Competencies

• Strategic Business Partnership
• Talent Management & Succession Planning
• Organizational Design & Effectiveness
• Change Leadership & Transformation
• Leadership Coaching & Development
• Culture, Engagement & Employee Experience
• Employee Relations, Labor Relations & Governance
• Governance, Risk Management & Decision Quality
• Stakeholder Influence & Relationship Management
• Empathy, Execution Excellence & Professional Courage

Qualifications & Experience

Must Have

• Significant experience as a Senior HRBP or PX Leader supporting business leadership teams.
• Deep expertise in employee relations, investigations, disciplinary processes, labor relations, and case governance.
• Experience supporting a unionized workforce and managing high-risk labor and employee matters.
• Strong knowledge of Philippine labor and employment practices.
• Proven capability in talent management, performance management, succession planning, leadership advisory, organization effectiveness, and change management.
• Ability to influence without authority, build credibility, and remain objective under pressure.
• Excellent written and verbal communication skills, including preparation and review of sensitive documentation.
• Strong planning, process management, quality control, and execution skills.
• High integrity, ethical judgment, confidentiality, and professional courage.
• Experience in matrixed, regional, or complex organizations.

Good to Have

• Experience supporting commercial transformation, restructuring, workforce transitions, or go-to-market change.
• Exposure to APAC or regional stakeholder environments.
• Experience working with unions, employee representatives, works councils, or labor authorities.
• Coaching expertise and manager capability-building experience.
• Experience in highly regulated, compliance-driven, or values-based organizations.

What Success Looks Like

• Leaders regard the PX Lead as a trusted, objective, and commercially astute advisor.
• Employee relations, disciplinary, and labor matters are handled fairly, consistently, promptly, and with strong governance.
• Critical documentation is accurate, evidence-based, legally defensible, and decision-ready.
• Risks are identified early, escalated transparently, and effectively mitigated.
• Talent and organization decisions are credible, inclusive, well-calibrated, and action-oriented.
• People initiatives and operational responsibilities are delivered with quality, discipline, clarity, and measurable impact.
• The roleholder is recognized for independent judgment, professional courage, principled influence, calm confidence, and strong execution.

Pfizer is an equal opportunity employer and complies with all applicable equal employment opportunity legislation in each jurisdiction in which it operates.

To learn more about acceptable and prohibited uses of AI during the recruitment process, please review our candidate AI-use guidelines available on Pfizer Careers.