Organizational Learning (& Events) Solutions Manager | Business Development Manager

• Feb 2020 - Present

Customizing, delivering, & providing end-to-end learning & event technology solutions, services, and support for business partners (ranging from enterprises, organizations, & professional associations) to ensure a delightful online learning & event experience via the following steps: A. INITIATION via the Sales Cycle/ Account Acquisition 1. AWARENESS Creation via Social Media and E-Mail Marketing 2. PROFILING & PROSPECTING: Leads Generation & Pipeline Management 3. COMMUNICATING: Leads Approach & Exploration 4. QUALIFYING: Product Presentation/ Demonstration & Initial Scoping of Client's Requirements 5. DEMONSTRATING VALUE: Costing and Proposal Creation 6. CLOSING: Contract Negotiations, Signing, & On-boarding 7. RENEWAL or REPURCHASE B. IMPLEMENTATION/ SERVICE DELIVERY via PROJECT Management, Account Management, & C's of EVENT Management 1. CONCEPTUALIZATION a. Defining a project/ program or event’s scope – determination of duration, number of participants, and appropriate solution for the learning or event b. Qualifying event requirements or configuring existing features against existing features 2. COORDINATION & CONTROL a. Coordinating timely submission of event requirements like speaker scripts, presentations, backgrounds, overlays or frames, videos, etc. b. Sharing & communicating progress status with clients or partners c. Assigning the event to a Virtual Technical Engineer who will manage the livestreaming d. Completing the work defined in the project management plan to satisfy & meet specifications e. Constant monitoring/ controlling processes to ensure results match clients’ expectations f. Handling and resolving technical and access issues to ensure a seamless event 3. CLOSEOUT a. Meeting with or getting feedback from the client to make sure delivery met expectations b. Preparing summary report containing event highlights like registration numbers, attendance or viewers, highlights of event, event duration, issues encountered and resolutions, etc. Show less

Human Resources (HR) and Administration Manager | HR Management Committee Representative

• Sep 2018 - Jan 2020

Manages a team of twelve (12), restructuring team into a Services and Learning Center, to ensure an awesome overall employee experience from hiring to separation. HR areas managed include: a. TALENT ACQUISITION: a. 1. Improvement of Referral Incentive from PhP 500.00 to PhP 1,500.00, making it the top sourcing channel a. 2. Streamlining of pre-employment requirements making it easier for applicants to comply b. MANAGED TRANSITIONS b. 1. Provision of HR support during the opening of new hotels/ clients (Raffles & Fairmont Makati, Quest Clark, Pagcor) b. 2. Provision of HR support during the closing of the City of Dreams and Fraser accounts c. HRIS and EMPLOYEE DOCUMENTATION: c. 1. Electronic generation of Certificates of Employment using Quadrant c. 2. Provision of Filipino translations to contract provisions of the Project Employment Contract c. 3. Creation of a Project Contract Extension Letter to document project employment during the time that client re-negotiations are on-going d. EMPLOYEE & LABOR RELATIONS: d. 1. Represent company in labor disputes in the offices/ agencies of the Department of Labor and Employment d. 2. Amicable settlement with employees that prevented company from incurring litigation costs d. 3. Updating of the Notice of Disciplinary Action (NODA) template to make it concise e. REWARDS SYSTEM and MANAGEMENT: Set-up and/ or revival of the following: e. 1. Perfect Attendance Incentive Scheme (PAIS) e. 2. Commendation Incentive, formerly "Delightful Service" Incentive e. 3. Monthly Subsidy e. 4. Fixed Monthly Savings Deposit - Cash Advance e. 5. Trip Incentive e. 6. Employee Housing - Housing search, inspection, and house rules formulation f. LEARNING & DEVELOPMENT: f. 1. Conduct of 3 batches of the Supervisor's Leadership Training f. 2. Improvement of the ECLPI Service Architecture (designer for new ECLPI acronym for memory recall) f. 3. Closing of the New Hire Orientation or Pre-deployment Training by reiterating Service Excellence Show less

Training and Employee Relations Manager

• Jul 2012 - Sep 2018

Manages individual level organizational development interventions/ activities and the learning mix aimed at improving the performance of SMEDD Corp. employees. These activities include: a. EMPLOYEE ON-BOARDING a.1. Weekly conduct and implementation via blended approach (E-Learning and Classroom Discussion) a.2. Customization and E-Learning conversion of the New Employees Orientation phases (Acquaint, Acquire, and Adapt) in SharePoint to suit company needs a.3. Acquisition of required IT equipment for E-Learning b. BEHAVIORAL/ SOFT SKILLS TRAINING b.1. Identification, selection and enrollment of employees based on tenure, performance, and leadership potential to heterogeneous classes together with the other SM Supermalls management companies b.2. Training process observation of training conduct to ensure delivery by provider based on agreements and standards b.3. Customization and coordination with the training provider for set-up and conduct of homogeneous classes like Strategic Leadership, Project Management, Presentation Skills for SMEDD Corp. c. FUNCTIONAL TECHNICAL TRAINING c.1. Pioneered the weekly EDD Overview and Support Group Orientations for newly-hired engineers and architects c.2. Development and program coordination of Construction 101 by the Senior Vice President containing a consolidation of construction guidelines to ensure quality in project delivery c.3. Conduct/ cascade of HR Systems trainings on MyTime, EAR, HRAS, and ESCS d. EMPLOYEE ENGAGEMENT like Company Outing, Christmas Party, Employee Volunteerism Program, Wellness Activities, etc. usually as lead or co-lead of a multi-functional and/ or multi-company project team e. EMPLOYEE COMMUNICATION like contribution of articles to the SM News Bulletin and administration of HR content in the company intranet/ SharePoint site Show less

Training Officer

• May 2006 - Jul 2012

Implemented organized activities aimed at imparting information and/or instructions to improve the performance of The SM Store employees. These activities included: a. LEADERSHIP/ MANAGEMENT DEVELOPMENT: Conduct of the Supervisory Development Program or SDP for Selling Managers/ Supervisors b. VALUES CASCADE: Roll out and cascade of the SM Core Values - Care, Customer Focused, Team Oriented, and Best c. MANAGED TRANSITIONS - Store Expansions: Conducted Pre-Opening Store Training Activities (Corporate and Customer Service Orientations) for SM Lipa, Bacolod, and Taytay d. Branch Training Activities as back-up Trainer for SM Clark, Sucat, Bacoor, and Mall of Asia e. TRAINING DESIGN: Design and development of the advanced Customer Service training "Creating Wow Moments for Customers"​ using the W-I-S-E framework (Warm Up, Investigate, Solve, End) f. EXECUTIVE ON-BOARDING for Business Unit and Accounting Heads of Merchandise Business Units (MBUs) g. EMPLOYEE ENGAGEMENT: Head Office Christmas Party h. QUALITY MANAGEMENT SYSTEM: Launch of the Customer Service Management System (CSMS) Show less

Human Resources Specialist (Generalist)

• Sep 2005 - Feb 2006

Performed general HR functions and services (recruitment, compensation, benefits, and training) designed to maximize employee performance for Philam Systems, Inc., the IT services provider of Philam Life, AIG company in the Philippines Performed general HR functions and services (recruitment, compensation, benefits, and training) designed to maximize employee performance for Philam Systems, Inc., the IT services provider of Philam Life, AIG company in the Philippines

Human Resources Officer

• Feb 2004 - Sep 2005

Performed the HR function and service of Employee and Industrial Relations or work concerned with maintaining employer-employee relationships through open communication between management and employees that contributed to satisfactory productivity, motivation, and morale, namely: a. Employee Communications - served as Editor-in-Chief of the Access, URC's company newsletter releasing three (3) issues, and pioneered the monthly employee forum called "Salu-salo with the Executive Vice President - Managing Director" and the quarterly "Salu-salo with the President (Mr. Lance Y. Gokongwei)" b. Employee Engagement - assisted in preparations for the URC Family Fun Day and Sports Fest Show less

Management Trainee

• 2002 - 2004