Experiences of HR Practitioners in Handling Labor Relations

This phenomenological study explores the lived experiences of Human Resource (HR) practitionersin managing labor relations within private companies in General Santos City, Philippines. Against a backdrop of evolving labor laws, growing employee awareness, and socio-economic challenges, HR professionals often serve as key figures in resolving workplace conflicts, enforcing policies, and advocating for both organizational goals and employee rights. The study aims to capture how these practitioners understand, navigate, and respond to the everyday realities of labor relations, particularly in non- unionized settings where formal grievance mechanisms are often limited or absent. Using a qualitative, descriptive phenomenological approach, the research engaged ten HR practitioners from various sectors—including retail, manufacturing, hospitality, services, and other private enterprises. Participants were selected through purposeful sampling method and aided by snowball technique to ensure relevance and depth of experience. Data collection was done through in-depth, semi-structured interviews, and Colaizzi’s seven-step method was applied to analyze the narratives, revealing recurring patterns and shared meanings. From the thematic analysis, six major themes emerged: emotional resilience, adaptive labor relations, negotiating influence within organizational power structures, balancing compliance with compassion, contextualizing labor practices, and a continuous commitment to improvement. These themes reflect the emotional intensity, strategic complexity, and ethical balancing acts that characterize the HR role. They also highlight how local culture, economic conditions, and organizational structures influence how labor relations are practiced on the ground. Ultimately, the study enriches the conversation on human-centered HR management by presenting an authentic view of HR practitioners' challenges and strategies in a regional, real-world context. It offers practical insights for strengthening HR systems, shaping responsive labor policies, and supporting the mental and professional well-being of HR professionals. These findings are especially relevant for policymakers, organizational leaders, and future researchers aiming to create fairer, more compassionate, and culturally attuned approaches to labor relations.