Franzaida M. De Leon

www.linkedin.com/in/zaidadeleon (714) 391-256 La

Habra, CA acg2yj@r.postjobfree.com

SUMMARY

A highly accomplished and skilled HR business leader and compensation

specialist who drives optimal performance through the creation and

implementation of innovative strategies and programs. Establishes

corporate-wide programs and realized transformational goals that maximize

potential of business leaders and massive employee base. Provides

diplomatic difference across corporate lines while fostering productive

professional relationships. Consistently delivers high-impact, effective

and customer-oriented performance. Lays the foundation for the long-term

success and profitability of an organization.

Strategy Creation ( HR Programs ( Recruitment ( Succession Planning (

Compensation ( Benefits ( Policies ( HRIS (

Performance Management ( Talent Development ( Organization Design (

Employee Relations ( Change Management ( M&A

EXPERIENCE

CORELOGIC, Irvine, California

Director, Compensation 2012-2014

Led, administered and managed various compensation processes and plans,

primarily related to sales compensation. Oversaw plan documentation for up

to 340 participants in COS budget of $50M with sales incentive compensation

of $20M. Achieved company double-digit top-line growth in 2013 despite

down market. Provided strategic consultation and leadership to business

partners on design, implementation and ongoing administration of

competitive sales incentive plans and other compensation plans and

processes.

. Enabled 250+ sales representatives to be on track to achieve goals

despite overall down market when working with multi-functional team of

12 and outside consultant to design new sales incentive compensation

plan (SICP) structure.

o Created 250+ individual SICP documents with consistent plan

framework aligned with business strategy and goals for new go-to-

market sales organization launched in 2013, improving turn-around of

plan completion/distribution by 50%.

o Supported communication and change management efforts in plan

implementation.

o Contributed to M&A integration activities to complete alignment of

roles, product assignments and quota setting.

o Developed governance processes and tools for consistent plan

implementation and administration.

o Worked closely with the HR team, finance, IT, Legal and business

owners in implementing processes, systems and tools in improving

compensation administration, communication and analysis and ensuring

plan compliance.

. Helped 90%+ of reps deliver on new 2013 Go-To-Market (GTM) Sales

Organization targets via transition plans that kept reps focused on new

roles and assignments.

o Recommended adjustments in fixed and variable compensation based on

benchmarks of sales roles and changes.

o Minimized reps' pay disruption due to delays in quota setting by

providing draw payments.

o Designed and implemented Special Incentive Plans (SPIFF) to support

GTM changes in account and product assignments.

. Minimized business disruption and maximized account coverage during

integration of 36+ sales roles from acquired firms.

o Integrated acquired reps into CLGX salary structure and transitioned

into CLGX compensation plans.

o Offered retention packages to key sales reps from acquisitions with

100% retention.

o Developed SPIFFs support transition efforts between CoreLogic reps

and acquired companies' reps.

. Participated in annual salary surveys and conducted analysis of

external competitiveness and internal equity; completed recommendations

for changes to sales compensation and incentives as necessary.

. Prepared detailed job descriptions and classification systems,

established pay parameters using market data for external

competitiveness and internal equity.

. Participated in managing other compensation programs, including bonus,

equity and salary administration.

RESOURCES GLOBAL PROFESSIONALS, Orange County, CA

Human Capital Consultant

2011-2012

Partnered with the client's business leaders in identifying and

implementing programs and solutions to human capital issues and concerns.

Initially contracted to work on sales incentive programs at CoreLogic.

ALPINE BIOMED CORP. / SIERRA SCIENTIFIC INSTRUMENTS, Los Angeles,

California

Vice President, Global Human Resources 2008-2011

Global Director, Human Resources 2007-2008

Provided senior leadership and consultative services on all matters

involving human capital that doubled business size in less than three

years. Earned promotion after one year to oversee HR needs for 300

employees across APAC, Europe and Canada. Managed one HR coordinator in

U.S. and four HR managers based in Vietnam, Copenhagen and Canada. Role at

Alpine transferred to Sierra after merger.

Supplied HR leadership by guiding, developing and implementing value added

HR programs focused on achieving business objectives and improving

management effectiveness. Developed compensation and benefits programs for

all employees. Led people planning processes including manpower planning,

performance management, leadership development and building company

culture. Oversaw diligence and assessment of human capital on mergers and

acquisitions.

. Successfully integrated acquired companies in the organization,

realigning functions and resources globally to maximize efficiencies and

alignment with the corporate culture.

o Directed all phases of HR and communication activities of eight

potential with four successful M&A's within 18 months.

o Managed restructuring and change-management processes in at least

four global organizations, including acquired companies and

resources affecting 100+ employees.

. Improved average hiring fulfillment rate from three to two months for

staff roles and from eight to less than six weeks for laborers when

designed and implemented new, executive search recruitment process.

o Led at least five strategic searches to fill bench strength gaps in

executive leadership positions within six months.

o Hired executives assimilated very quickly with execution of on-

boarding program deliverables and training.

o Implemented standard hiring requisition approval in all locations,

issued job posting template, developed competency based interview

guides and provided guidelines on new hire on-boarding.

. Relocated ~20 Vietnam workers to new location within six months and

hired and trained ~70 more for plant's total ~90 workforce for first US

medical device company to receive FDA approval in Vietnam's Export

Processing Zone Area (EPZA)

o Enabled Alpine Biomed to meet increased demand in sales with no

quality issues.

o Led plant to eventually integrate to Sierra Scientific operations

when merged with Alpine's Gastro Diagnostics business.

o Participated in Vietnam's CBA negotiation and signing of new

contract within three months.

o Incorporated productivity goals in factory workers' performance

measures without resistance from union.

. Improved top talent recruiting and retention by 25% when introducing

competitive U.S. benefit programs improving cost effectiveness with

only 5% increase in total benefits costs while addressing comprehensive

employee needs.

o Led introduction of employee activities to improve morale and open

communications with management.

. Improved overall company communication process for achieving annual

goals by launching new performance management program for all exempt

employees with regular ongoing feedback mechanism.

o Established goal alignment process from senior management down the

line to ensure performance objectives all support achievement of

annual corporate goals.

o Implemented global incentive plan to improve team work in all

operating units since tied to total business results.

o Ensured established performance goals consistent with different

compensation incentive plans.

. Ensured both newly-merged facilities of Alpine Biomed in Vietnam and

Sierra Scientific in California received high ratings with only minor

recommended improvements when audited by FDA and ISO within six months

from merger transaction date.

o Established safety and quality committee to review all operations

and remediating actions to achieve 100% compliance.

o Managed all HR related plans for compliance: completed all job

descriptions, provided all necessary training for each role, created

HR policies manual to include all quality compliance requirements.

o Managed facility's expansion to accommodate new company's growth.

. Established HR policies and procedures to ensure consistency and

control across domestic and multiple global locations.

. Served as business leader in designing and implementing HRIS in both

SAP and QAD systems.

COLGATE-PALMOLIVE COMPANY, New York, New York

Associate Director, Human Resources 2000-2007

Created and executed human resources strategy for assigned business units

with 250 direct and 18,000 indirect employees and multi-million dollar

budgets, through intensive partnership with leadership teams, providing

long-term, corporate-wide results. Led efforts in talent development

planning, succession planning, executive selection for crucial leadership

positions and retention of key members of the business units. Provided

consultative guidance in resolving executive and expatriate compensation

and benefit programs, performance management, career development and

employee relations issues. Formulated and delivered extensive HR counsel to

assigned business units. Managed administrator and coordinated with members

of HR shared services organization.

. Improved sales force performance to become industry best practice by

partnering with regional HRBPs to create global sales force strategy,

easing comparison and analysis of sales performance across all

locations.

o Defined minimum qualifications for each sales role for hiring and

retention, developed training curriculum and succession plans for

each division with individual development plans for key talents.

o Developed Global Sales Incentive Plan framework aligning performance

measures with business objectives with allocated flexible provision

for subsidiaries to measure local priorities.

. Collaborated with new VP of e-Business, to start-up full B2B e-Biz unit

ahead of schedule.

o Led staffing process to build team from diverse functional

disciplines and regional divisions by identifying key roles and

drafting job profiles.

o Worked closely with corporate compensation to define salary grade

and ranges for each role.

o Collaborated with different divisions in identifying internal

candidates.

o Identified key development programs for staff to accelerate learning

of new roles.

o Conducted goal alignment process for all e-Biz units.

o Developed communication strategy in informing everyone at Colgate on

e-Biz developments and progress.

o Formulated goal alignment process for all e-business units and

developed communication strategy for all levels.

. Improved retention and morale among corporate and global marketing

support staffs by leading teams to draft competency profiles and career

guides for key marketing support functions to include consumer insight,

consumer affairs and advertising.

o Ensured managers included new guides in conducting performance

reviews and individual development planning.

. Improved new executive hire retention when drafted new hire onboarding

guide for senior executives, including first 30-, 60-, 90-, and 180-

day goals, with program copied by other functional groups.

. Enhanced turn-around time on packaging design for new or re-launched

products by 25% when in partnership with new VP of Packaging Design

designed new structure of Packaging Design with Graphics Design

function fully outsourced to two vendors.

o Provided high-performing internal graphics designers opportunity to

apply with chosen vendors.

. Ensured global business development and global marketing consistently

achieved EEO goals.

o Partnered with divisions to ensure expansion of hiring process to

diverse organizations with training opportunities.

o Participated in succession planning reviews with regional divisions

to identify key high-potential diverse talents.

o Championed diversity through the design and execution of staffing,

development and retention strategies in support of the company's

EEO/Affirmative Action Programs.

. Drafted Global Business Development learning program ensuring

attraction, cultivation, and retention of early-in-career marketing

talent.

. Enhanced Global Succession Planning process within business units

including coaching, and mentoring.

Manager, Compliance 2000 Global HR, 1998-1999. Oversaw global management

of human resources function in 200+ countries with 40,000 employees

ensuring prompt resolution of potential issues resulting from millennium

change. Established guidelines in testing, verifying and remediating Y2K

compliance of HR systems and processes at all corporate locations.

Founded, drafted and communicated corporate-wide contingency plans for HR-

related issues pertaining to Y2K, utilized during emergency situation in

Africa, 911 and Total Blackout in New York.

Manager, HR, Latin America Division, 1996-1998. Provided HR leadership and

coordination in integrating acquired companies within the region. Managed

smooth relocation of more than 50 executives and families to three

different countries to design and implement SAP in Latin America.

Coordinated creation of guide book on organizational restructuring.

Facilitated goal alignment sessions to unit heads that improved delivery of

business results. Supplied compensation and benefits guide and tools

assisting HR professionals in developing local programs and benchmarking

best practices. Worked closely with multi-functional team in developing

rewards strategy for high-commitment work systems.

Manager, International Compensation for Asia Pacific and Latin America,

1994-1996. Developed systems for expatriate compensation administration

that improved processing time by 25%. Obtained corporate approval on

revisions to compensation guidelines for multiple hardship locations. Led

administration of compensation programs, including bonus, stock and salary

administration for 400 senior executive and 300 expatriates in Asia Pacific

and Latin America divisions. Conducted job evaluation of key management

positions in all regions for global alignment on titles and corporate-

driven incentive plans. Aided subsidiaries in analyzing market

competitiveness of local compensation plans, providing recommendations for

adjustments to ensure competitiveness.

COLGATE-PALMOLVE PHILIPPINES, INC., Makati, Philippines

Compensation and Systems Manager for Asia Pacific; Compensation and Systems

Manager for Philippines;

Marketing & Manufacturing Planning Coordinator; Distribution Planner,

Inventory & Traffic Controller; Senior Purchasing Officer

EDUCATION

UNIVERSITY OF THE PHILIPPINES, Quezon City, Philippines

Master in Business Administration (MBA) (completed courses)

B.S., Industrial Engineering

CERTIFICATION

Senior Professional Human Resources

AFFILIATIONS

Society for Human Resources Management

National Human Resources Association

WorldatWork, the Total Rewards Association

LANGUAGES

Fluent in English and Filipino

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