Career highlights
International Organization for Standardization
International Registered HR Expert - ISO Technical Committee (ISO/TC 260)
December, 2021 - Present
ISO Technical Committee 260 (TC 260) is the official group of human resource management experts who develop International Organization of Standardization (ISO) standards. Multiple working and task groups, supported by the Chairman’s Advisory Group, contribute to enhancing evidence-based HR management for organizations.
Registered international HR experts contributes deep knowledge of respective human capital management areas to TC 260 and its Working and Task Groups. 34 countries are actively participating in the work of this committee, and another 25 countries are participating as observing members.
Enterprise Engagement Alliance
Senior Advisor - Human Capital
June, 2021 - Present
Consulting Services
- Transform organization's human capital expenditures into an investment account reflected in company's balance sheet as profit generating investment instead of an expense that needs to be lowered.
- Perform gap analysis to measure organization's readiness against ISO 30414:2018 - Guidelines in Human Capital Internal and External Reporting
- Help organization in creating globally recognized metrics in Human Capital that is fully conforming on international standards in human capital external and internal reporting.
- Coach top management and/or senior leaders in the organization on the significance of stakeholder capitalism.
Financial Service Enterprise
Assistant Manager - Talent & Performance Management
June, 2021 - Present
Leadership Coaching
-Designed, developed and conducted structured leadership coaching to all branch managers. The objective of the leadership
coaching program is for the managers to embrace the growth mindset, improve people development skills and increase their branch business
profitability.
-All branch managers has undergone 12 coaching sessions within the duration of 3 to 6 months. During the coaching sessions, managers
successfully developed own business insights, found unique solutions that were tailored to address their own business needs.
Talent Management
-Define group's talent needs, and support leaders to forecast and plan their workforce and talent pipeline requirements in line
with the function or business strategies.
-Drives Manager's capability building in driving talent management strategies.
-Works closely with the line managers and senior leaders to help drive the people development ensuring competent workforce, leadership and business continuity through individual development plans aligned with 70-20-10 development model.
High Performance Driven Culture
-Define and drive improvements to strengthen high performance culture in line with group's corporate principles.
- Create and execute an employee performance management framework covering the planning, managing, evaluating and rewarding of employee performance; aligning employee and business performance management to company's vision, mission and strategy; ensuring team and individual KPIs are appropriate and cascaded from organization's strategic KPIs.
Learning and Development
-Oversaw the development & delivery of overall Learning & Development strategy for the organization that builds
capability and optimizes talent.
- Ensured that the L&D strategy supports the wider business goals of career & succession planning, and talent management Designed, developed and conducted various training programs based on the output of learning needs analysis.
- Provided insights to senior management and line managers on the effectiveness of L&D intervention.
I'm also engaged in curriculum development and instructional design. Facilitated development discussions with senior leaders and managers to provide advice on people and career development challenges.
Abu Dhabi National Oil Company (ADNOC) Group - Borouge
Senior Analyst - Performance Management
March, 2020 - June 2021
Roles and Responsibilities
- Supervised the development of the annual performance plan and its respective activities across the entire Borouge as part of the annual calendar.
- Collaborated with business units to validate/confirm strategic performance objectives, measures, and methods for tracking, reporting are cascaded in the individual performance plan.
- Ensured alignment with stakeholders and various lines the cascade of the corporate objectives and key performance indicators (KPIs) to the organizational levels through various training and educational sessions.
- Led the following-ups on the completion of goal setting, mid-year and final review for the entire Borouge’s functions to ensure submission for all relevant performance contracts of Borouge Employees.
- Facilitated the Employee performance appraisal closure while ensuring all mandatory processes such as employee performance rating calibration, performance improvement plan, and performance rating disputes are being carried-out as per the approved guidelines and governance.
- Generated and analyzed performance analytics; progress, assessment, status, etc. of the company’s organizational levels, units and highlight significant findings and recommendations to improve employee’s competence level.
- Provided coaching and advice to senior leaders to ensure all actions are inline with meeting the performance guidelines and practices.
- Planned, implemented and managed performance management cycle using SAP success factors.
- Programs Developed for Implementation: I designed the “My Coach” program to improve performance of employees who have performance related issues and have received low performance ratings by utilizing high performing employees as coach and/or mentor.
- Programs Developed for Implementation: I designed the “Project Cascade” to ensure the establishment of scorecard across VPs and DMs to further strengthen cascading of objectives and KPIs down to individual contributor level.
Abu Dhabi National Oil Company (ADNOC) Group - Borouge
Senior Specialist - Talent Development
January, 2014 - March, 2020
Roles and Responsibilities
- Selected as "Brand and Value Champion" to ensure people and culture programs impacting Borouge brand is well-cascaded to the employees
- Acted as internal consultant for Borouge’s specific business units to all matters related to Talent Management strategies and programs, prepared and analyzed talent analytics for sound decision making.
- Facilitated series of performance normalization/calibration to ensure fairness and consistency of performance ratings across various job levels in the organization.
- Successfully managed talent pools; 80+ talents for supervisory talent pool, 40+ talents for managerial talent pool, 30+ talents for VP/Sr.Manager talent pool and 6+ talents for SVP/Directors talent pool.
- Conducted succession planning activities of key and critical positions to ensure business continuity and ensures that several leadership development programs are implemented and monitored.
- Facilitated and personally led 34 leadership panel assessments, 120 line competency assessments for the purpose of grade progression, promotion or re-designation of employees for technical or leadership roles.
- Trained 150 line managers on how to conduct an effective competence assessment and verification for promotion purposes.
- Reviewed and provided expert advice in the modification, improvement, validation and implementation of Borouge’s Competency Model/Framework.
- Authored the first edition of Competency Assurance System (CAS) Assessor and Verifier training course curriculum (NVQ Standards) and course manual for Borouge.
- Developed roadmaps for high potentials / talents through various development interventions ensuring that required job competencies for the current and future role are assessed and competency gaps are bridged thru a development plans and other interventions.
- Assessed potential career paths of each UAE nationals to ensure alignment of individual’s potential and performance, career aspirations and qualifications against a targeted/potential job role within the organization.
- Conducted talent reviews and assessment thru the use of various talent assessment tools such as 9 box potential and performance, BEI, CBI and psychometric tests.
Bahrain National Gas Company
HR Senior Supervisor
January, 2012 - January, 2014
Roles and Responsibilities
- Provided guidance and advice in the manpower planning and forecasting exercise ensuring the organization’s short term and long term staffing needs.
- Coordinated various work activities related to employment, compensation, performance management and employee relations.
- Made recommendations on matters pertaining to best practices in Human Resource Management and Competency Based HR Programs.
- Analyzed and suggested modifications of compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
- Supervised and applied best practices in Performance Management including development of KPIs, performance metrics and alignment to company balanced scorecard. Co-authored the performance management handbook in Banagas.
- Designed, developed and conducted training programs including design and development of training modules, manuals and curriculum.
- Performed and provided guidance on employee relations activities ensuring that employees and the organization are well-advised.
Zamil Industrial Investment Company
HR Specialist - Talent Management
October, 2010 - December, 2011
Roles and Responsibilities
- Led and conducted the effective implementation of succession planning for all key and critical positions; monitors successor's readiness level.
- Facilitated series of talent reviews, assessments and ensured all practices are in accordance with set policies and governance
- Monitored, updated and validated job competencies including competency framework and competency dictionary
- Supervised the implementation of graduate development program for Saudi Nationals.
- Supervised and implemented Zamil's Performance Management System including development of KRA’s and KPI’s for all positions and ensuring company’s balanced scorecard are linked.
- Ensured that company’s talent pools are well-managed through periodic competence assessment and various leadership development programs.
- Acted as an assessor and performed various assessment methods to uncover developmental needs of employees.
- Performed career counseling to employees within the assigned business unit.
Philippine School for Maritime and Medical Access, Inc
Vice President - Human Resources
Quezon City, Philippines
February, 2009 - March, 2020
Roles and Responsibilities
- Sat in the Executive Committee and renders strategic advice on matters related to human resources.
- Acted as school’s guidance counselor; handles students and teachers’ behavioral issues.
- Directed the succession planning program of PSMMA to ensure potential successors are identified and developed for key positions in the company.
- Directed PSMMA’s human resource program in accordance with established organizational policy, law and governmental regulatory agencies.
- Spearheaded a strategic compensation methodology to guarantee competitive reward structure.
- Managed the manpower planning & forecasting to sustain PSMMA’s overall business effectiveness.
VAA Skills Development and Maritime Training Center
HR and Training Manager
Manila, Philippines
July, 2005 - February, 2009
Roles and Responsibilities
- Monitored and submitted performance reports and concerns, analysis or recommendations to the Chief Executive Officer on a periodic basis.
- Directed the company’s training & development activities in accordance with International Maritime Organization (IMO), MARINA (Maritime Industry Authority) and STCW standards.
- Designed and developed training programs including but not limited to course curriculum/compendiums, course manual and/or handouts.
- Represented management in contact with government regulatory agencies such as the Department of Labor & Employment.
- Conducted guidance and counselling to Filipino seafarers prior joining the vessels.
VAA Skills Development and Maritime Training Center
HR Officer
Manila, Philippines
June, 2002 - July, 2005
Roles and Responsibilities
- Maintained electronic and personnel files and records for future use and update as required.
- Conducted and interprets psychological and IQ test to applicants
- Provided administrative support and information on corporate policies and procedures and benefit programs.
- Assisted in making job descriptions, performance appraisal and salary administration programs.
- Provided general office administrative support to the HR team including setting up meetings, travel arrangements, maintaining vacation schedules etc.
Professional License
Registered Psychometrician
Professional Regulation Commission
Republic of the Philippines
Professional Certifications
Human Resource Business Professional
SHRM Certified Professional
SHRM Certified Professional
Human Resource Certification Institute
SHRM Certified Professional
SHRM Certified Professional
SHRM Certified Professional
Society of Human Resource Management
Result Certified Coach
Lean Six Sigma - Yellow Belt
Lean Six Sigma - Yellow Belt
Society of Human Resource Management
Lean Six Sigma - Yellow Belt
Lean Six Sigma - Yellow Belt
Lean Six Sigma - Yellow Belt
Anexas Europe