Experience

• 

  TechLink Systems, Inc.

  • United States

  • Director of Operations

    • Apr 2022 - Present
    • United States

    ● Is directly responsible for overseeing all recruitment and delivery and ensure that recruiters are performing and meeting all KPI’s.● Ensures that all recruiting and delivery headcount is fully staffed against allotted headcount.● Establishes and implements a uniform new recruiter training program for both Philippines and Indiaand ensure that all new trainees in both locations are fully trained.● Establishes and implements a uniform upskill training for both Philippines and India to ensure thatrecruiters in both locations are being trained on an on-going basis beyond the new recruiter trainingprogram.● Is responsible for overseeing the productivity of all recruitment and delivery teams and meetingspecified client metrics.● Organizes all employment engagement activities within specified budget given by Management(with assistance of HR)● Implements measures to increase retention rate and ensures that employees are happy and productiveat TLS.

• 

  SYSGEN RPO

  • NCR - National Capital Region, Philippines

  • Learning & Organizational Development Manager

    • Jan 2018 - Mar 2022
    • NCR - National Capital Region, Philippines

    Learning & Development• Formulated policies on Learning & Development and implement approved policies• Developed, implemented, and evaluated training solutions that will support the achievement of the organization’s strategic goals• Addressed diverse knowledge requirements across business units while ensuring all compliance and statutory training requirements are met• Tracked and reported the efficiency and effectiveness of training initiatives implemented based on the set targets provided• Conducted trainings for new hires and in-house employees on various job-related functions and defines the purpose, roles and key deliverables of corporate training• Managed training systems, training needs analysis, training calendar, training budget and coordination with the different departmentsHR Management, Organizational & Talent Development, Culture Management• Integrated organizational-wide reward programs and ensure timely implementation • Formulated policies on Organizational Development and implementation of approved policies• Partnered with the department heads in reviewing and designing the organizational structure, planning the workforce, managing and developing talents and identifying learning and development interventions that will support the business objectives and operational plans• Designed an effective Succession Management Plan to ensure a healthy pipe of talents for key or critical positions across the organization• Helped in reviewing, revising, and implementing changes in the scorecard of each department to ensure that all business need targets are met• Acted as a subject matter expert for performance and development management processes, design and implementation• Was responsible for conceptualizing, implementing and evaluating the following: a. Employee Satisfaction Survey b. Organization Structure Review and Design c. Performance Management d. Human Resource Management e. Culture Transformation

• 

  24-Hour HR Process Outsourcing, Inc.

  • Training & Employee Development Manager

    • Jul 2014 - Jan 2018

    Training Design and Delivery• Functioned as a point of contact for all of the site’s training and development needs• Designed, developed, and presented training and development programs for all employees• Conducted orientation sessions and arranges on-the-job training for new hires• Facilitated new hire training for HR Specialists and Team Leaders to equip them with basic and advanced sourcing, recruiting and management skills to address the US market’s need of Recruitment Process Outsourcing(RPO) Services• Coordinated with the Service Delivery Manager, Business Head and CEO/President for capacity planning and scheduling of training initiatives• Reported to the CEO/President for performance evaluation and for seeking approval on projects and refinements of training systems and processesEmployee Development• Assessed training needs of the organization by conducting periodic needs analysis to determine skill gaps and develop new training programs to drive the improvement and/or enhancement of the productivity of the organization’s employees• Actively searched, creatively designed and effectively implemented methods to educate, enhance performance and recognize performance• Planned, organized and facilitated employee events, and maintains social media communications to boost company branding• Trained instructors and supervisors in techniques and skills for training and dealing with employees• Characterized the desired culture and values of the organization

• 

  PSG Global Solutions

  • Trainer

    • Mar 2011 - Jul 2014

    Training Design and Delivery• Functioned as a point of contact for all of the site’s training and development needs• Conducted periodic needs analysis to determine skill gaps and design refresher courses for continuous improvement• Planned, designed and coordinated the training schedule across departments• Facilitated new hire training for Recruiters and Senior Recruiters to equip them with basic and advanced sourcing and recruiting skills to address the US market’s need of RPO Services• Coordinated with the Implementation Manager, Operations Manager and Director of Operations for capacity planning and scheduling of training initiatives• Reported to the Director of Operations for performance evaluation and to seek approval for projects and ongoing refinement of training systems and processes• Endorsed and mentored Recruiters and Senior Recruiters of different skill levelsOrganizational Development• Directly trained and mentored SMEs and Senior Team Managers in the areas of needs analysis, training design, facilitation and evaluation• Administered skills gap analysis per tenure group• Implemented refresher courses for the Recruiting operations, which we call “Vitality Training”• Supervised the roll-outs of the scripts for Standard Recruiting, VMS and Lead Generation Recruiting to make sure that all recruiters deliver the script effectively• Developed and implemented two new alternative processes to help recruiters successfully increase talent acquisition namely Email Blasting and Job Posting• Redeveloped the Quality Assurance Monitoring Form and scoring guidelines for three lines of business namely Job Board Recruiting, Direct Recruiting and Lead Generation.• Designed a specialized Passive Sourcing process for each implementing Direct Recruiting and Lead Generation accounts• Restructured the general process flow charts for job board recruiting, direct recruiting and lead generation to suit each client

• 

  The CSI Companies

  • Jacksonville, Florida 32246

  • Senior Executive Recruiter

    • Dec 2010 - Mar 2011
    • Jacksonville, Florida 32246

    • Was responsible for providing the highest level of staffing services to The CSI Companies leaders and associates.• Delivered high quality professional and executive-level candidates and advances The CSI Companies brand across numerous markets and professional communities, while guiding hiring managers and candidates through The CSI Companies selection process.• Performed full life-cycle recruiting and maintained excellent relations with hiring managers, candidates, and the community at-large.• Possessed a wide degree of creativity, near and long-term recruiting vision, business understanding, and personal organization.

• 

  Dawson

  • Columbus, OH 43215

  • Career Specialist

    • Oct 2010 - Dec 2010
    • Columbus, OH 43215

    • Posted job ads to several job boards, websites, etc. to maximize opportunity to provide interested quality candidates for the positions. Was also responsible for finding suitable applicants for a client position by sourcing or conducting research on job boards, applicant tracking systems, company web sites etc.• Conducted pre-assessment calls with candidates, verifying different items such as qualifications, availability and compensation requirements.• Set-up schedules for final interviews to get the candidates and the clients coordinated and cited different logistical items with the candidate.• Was involved in recruiting passive candidates, through phone calls, emails and general relationship-building. This represents a highly consultative sales process and presents an exciting opportunity for skill development.• Was responsible for maintaining a record of their activities and different reports that track effort, productivity and results.

• 

  PSG Global Solutions

  • Talent Acquisition Specialist

    • Aug 2010 - Dec 2010

    • Was responsible for finding suitable candidates for a client position by sourcing or conducting research on job boards, applicant tracking systems, company web sites, etc.• Conducted pre-assessment calls with candidates, verifying different items such as qualifications, availability and compensation requirements.• Set-up schedules for final interviews to get the candidates and the clients coordinated and cited different logistical items with the candidates.• Was involved in recruiting active and passive candidates, through phone calls, emails and general relationship-building. This represents a highly consultative sales process and presents an exciting opportunity for skill development.• Was responsible for maintaining a record of candidates' activities and different reports that track effort, productivity and results.

• 

  ePerformax

  • Performance Development Analyst

    • Apr 2005 - May 2010

    • Spearheaded and led the team of Escalation Officers that held the record for being the first team with 90% of the people to reach 100% quarterly Call Quality evaluation score for all sites• Handled the entire Customer Care Unit (with 31 supervisors) for the Manila site• Worked as one of the officers of the Quality Team who makes sure all trainees comply and graduate with highly effective communication skills within the framework of the standard American English language to empower and equip them for the customer service team for American clients• Conducted De-Escalation procedure for trainees• Administered performance management by diagnosing improvement opportunities, providing effective feedback, coaching, counseling, and corrective action plans • Performed quality checks, developed and reviewed performance reports, identified areas to improve, and implemented measures to improve performance levels and meet objectives• Used Call Quality monitoring system to compile and track performance at team and individual level• Served as Account Manager as necessary; takes double and/or multiple escalated calls from supervisors for PayPal accountholders