Life tastes better with ice cream With 19.000 expert ice cream colleagues and iconic brands like Wall’s, Cornetto and Ben & Jerry’s, loved in 76 countries, we are the world’s largest Ice Cream company leading the industry. We create iconic ice cream brands that are part of everyday life, bringing moments of joy to millions of people around the world. Everybody loves ice cream. And as the world’s biggest pure‑play ice cream company, we have the scale and ambition to make a real difference. What truly sets us apart is how we work. We move fast and keep things simple. We turn ideas into action, trust people to take ownership, and work as one team to win together with integrity. Our culture is high‑performance, collaborative and focused on getting things done. We’re curious and ready for what’s next. We embrace digital, use data to make better decisions, and keep learning, including how AI can help us work smarter and serve consumers better. The role The IC PH Supply Chain Go-To-Market HR Business Partner serves as the strategic HR partner to the Supply Chain Go-To-Market Leadership Team, enabling the achievement of business goals through effective people strategies, organizational development, workforce planning, employee relations, and talent management. The role acts as the primary HR advisor for the customer experience, logistics, and planning team, ensuring a productive, engaged, and compliant workforce while supporting operational excellence, safety culture, continuous improvement, and organizational transformation. The SC GTM HRBP partners closely with SC GTM leaders to drive business performance through people and culture interventions. What you'll be responsible for 1. Strategic Business Partnering Partner with SC GTM Director and leadership team to align people strategies with business objectives. Provide insights and recommendations on workforce trends, organizational effectiveness, productivity, and engagement. Translate business priorities into actionable HR initiatives. Support change management, restructuring, and transformation programs. Coach leaders on people management, performance, and organizational issues. 2. Employee & Industrial Relations Serve as the primary HR contact for employee relations matters within the function. Manage investigations, disciplinary processes, grievances, and conflict resolution. Ensure consistent application of company policies and labor regulations. 3. Talent Management & Organization Development Lead talent review and succession planning processes for the function. Identify critical capability gaps and develop talent strategies to address them. Partner with leaders to strengthen organizational capability and leadership effectiveness. Facilitate performance management processes and calibration discussions. Support career development and employee growth initiatives. 4. Workforce Planning & Talent Acquisition Collaborate with SC GTM Leaders and Finance team to forecast workforce requirements and to ensure overheads targets are met Support recruitment activities for critical supply chain GTM and technical positions. Ensure timely hiring, onboarding, and integration of new employees by collaborating with the Recruitment team. Drive initiatives to improve workforce retention and reduce turnover. 5. Learning & Capability Building Assess organizational and functional capability requirements. Partner with Learning teams to implement development programs aligned with SC GTM priorities. Promote continuous learning and skill development. Support leadership development and frontline capability building initiatives. 6. Employee Engagement & Culture Drive employee engagement initiatives and action planning. Analyze engagement survey results and partner with leaders on improvement plans. Champion company values, culture, diversity, equity, and inclusion initiatives. Support recognition and well-being programs. Enhance employee experience across the employee lifecycle. 7. Compensation & Rewards Partner with Rewards and HR Centers of Excellence on compensation reviews and salary recommendations. Ensure fair, equitable, and market-competitive reward practices. Support annual performance and reward cycles. Provide guidance to managers on compensation-related decisions. 8. HR Governance & Compliance Ensure compliance with Philippine labor laws and company policies. Support audits and regulatory inspections related to people processes. Maintain HR governance standards and documentation requirements. Manage HR risks and recommend mitigations. Monitor compliance with labor standards, occupational safety, health, and workplace regulations. 9. Data Analytics & Reporting Analyze workforce data and provide actionable insights. Monitor key HR metrics including headcount, attrition, absenteeism, overtime, employee engagement, recruitment effectiveness, training completion and labor productivity Present people analytics to leadership teams and recommend interventions. We're looking for someone who Has around 5-8 years of progressive HR experience, or at least 3-5 years in an HR Business Partner or HR Manager role and can operate confidently in manufacturing, FMCG, supply chain, or industrial environments Brings strong experience in managing employee and labor relations Has experience in supporting organizational change and transformation initiatives Has technical knowhow in Philippine Labor code, employment legislation, workforce planning, and change management methodologies Thinks end-to-end and takes ownerships for results Is comfortable working in a fast-moving, evolving organisation Values collaboration, clarity and low-ego ways of working What you'll get Alongside meaningful work and strong development, we offer a reward package that typically includes · Market-competitive pay and performance related rewards · Flexible ways of working · Support for health, wellbeing and life outside of work · Time off to rest and recharge · Ongoing learning and development opportunities Why join us? This is a place for people who are passionate about ice cream and are growth obsessed - both for the business and for themselves. People who act like an owner and drive our business end-to-end. People who are driven by success to deliver more than we ever thought we could! You’ll thrive here if you value an inclusive culture, with low ego and hierarchy - and if you’re excited to continuously learn and challenge how we work, using digital, data, and new thinking to push us forward. Roles with real accountability and visible impact Free to move fast, experiment and challenge how things are done Continuous learning and development as the business grows Reward linked to performance and contribution. Your career here is shaped by what you deliver, as you work across functions and markets and grow with the business. Ready to build the future of Ice Cream? If this sounds like the place where you'd thrive, we'd love to hear from you. Apply online and share your CV. We'll review your application and be in touch with the next steps. If you are an individual with a disability and require assistance at any time during our recruitment process, please let your Talent Acquisition Partner know. Additional information The Magnum Ice Cream Company is an Equal Opportunity Employer. We embrace diversity and are committed to creating an inclusive environment where everyone can do their best work regardless of age, disability, gender identity, race, religion, sexual orientation, or any other protected characteristic.

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