Management Human Resources

The Recruitment Manager

Human Resources Department

Subject : Application for Human Resources Post

Dear Sir/Madam:

Having obtained my Bachelor’s Degree in BS Psychology, I wish to bring my knowledge, skills and commitment to excellence to your company’s innovative environment.

I would like to apply for the position of Human Resources at your firm. Taking initiative has always been my academic and career strength along with:

Understanding Responsibility

Holding Intense work ethics

Possessing social skills that builds and maintain relations across and beyond the Organization

Striving to do my best in any situation to meet corporate objectives

I believe my strengths, abilities and skills make an excellent candidate for this job. I am extremely reliable, considerate, personable and I am comfortable working with all personality types.

Thank you for taking time to review my credentials. I would welcome the opportunity how my education, my practical skills and background qualify me to be a member of your company.

Please feel free to call me at +965******** and/or you can email me at ac1y2q@r.postjobfree.com for potential preliminary interview.

Yours truly,

Richard Bumagat Agcaoili

HR Applicant

RICHARD BUMAGAT AGCAOILI

+965******** ac1y2q@r.postjobfree.com

HR / Personnel Welfare Officer

Certified Professional in Human Resources (PHR) with proven track records over 19-years HR career distinguished by commended performance and proven results.

Extensive background in HR generalist affairs, including experience in employee recruitment and retention, staff development, mediation, conflict resolution, benefits and compensation, HR records management, HR policies development and legal compliance.

Demonstrated success in negotiating win-win compromises, developing teambuilding programs, and writing personnel manuals, corporate policies, job descriptions and management reports.

Provided world-class Welfare assistance programs, assisted the management in all matters related to the welfare and safety of employees, from physical well-being to environmental and relational health. included frequent checks in and around the project/plant, conversing with employees, registering their complaints and answering questions.

HR Skills

HR Department Startup

Employment Law

Mediation & Advocacy

HR Policies & Procedures

Staff Recruitment & Retention

Employee Relations

Alternative Dispute Resolution (ADR)

Benefits Administration

Orientation & On-Boarding

HRIS Technologies

Training & Development

Performance Management

Professional Experience

JJ Hospitality Co. – Bangkok, Thailand

HR Officer, February 2016 to July 2017

Presently working as part-time/freelance Human Resources Generalist with JJ Hospitality Company engaged in providing manpower services and solutions in various industries In Bangkok. My primary function is an on-call HR agent working on evaluating, redefining and re-aligning processes and policies and procedures of the project Company. I have done extensive compensation analysis leading to a higher retainment of employees, resulting in a reduction in the cost of recruitment. Coaches present supervisors and decreasing employee relations issues with primary objective of demonstrating ability to build a positive working relationship at all levels.

Along with the HR skills, I performed the following at times whenever required.

Analyze cost alternatives and benefit options for providing employee benefits

Review and ensure 100% compliance with employee related regulations and laws

Assist in hiring by screening and interviewing candidates

El Khayyat Ceramics Jeddah, KSA

Projects: Tile Manufacturing Plant – Yanbu, KSA

HR Plant Manager, July 2013 to December 2015

Recruited to help open new ceramics manufacturing company in Jeddah, Saudi Arabia guiding the startup and management of a full spectrum of HR operations, systems and programs. Worked with senior management to create HR policies and procedures; recruit employees; create group benefits databases; and develop orientation, training and incentive programs. Manage leave-of-absence programs and personnel records; administer benefits enrollment and programs; administer HR budget; and handle OH&S issues.

Key Results:

Played a key role in ensuring the successful launch of manufacturing plant office. Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives, employee wellness & safety programs, and new-employee orientation.

In charged of employee welfare-from making sure employees work in a healthy environment with plenty of light, ventilation, and protective materials worn when doing tasks that have an element of danger to emotional and mental health-enough work space to do required tasks, someone to speak with when a regulation is broken or there is a breach of personal safety or harassment of any kind.

Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behind employee-retention rate of 89% within an industry where high turnover is the norm.

Negotiated approximately 50 salary offers and dozens of sign-on bonuses/relocation packages annually at both the exempt and nonexempt level.

Brought workers’ compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.

Reduced benefits costs by 15% annually through meticulous recordkeeping and ensuring that company did not pay for benefits for which employees were ineligible.

Wrote employee manual covering issues including disciplinary procedures, code of conduct, Family – Medical Leave of Absence (FMLA) policy and benefits information aligned to local governing laws.

Introduced company’s first formal performance review program, creating a flexible and well-received tool that was later adopted company-wide.

Revised job descriptions across all levels and 50+ categories. “Shadowed” and interviewed employees to construct an accurate picture of the duties and skills required for each position.

SEPAM Engineering & Construction Co., Middle-East & Asia Operations

Projects: NDIA – Qatar,– Refinery Plant- Chengdu, China Chevron Plant Modernization Project – Shanghai, China, BAB Gas Compression Project – Abu Dhabi, UAE

Personnel Welfare Officer, April 2010 to June 2013

Promoted to fulfill a broad range of HR functions, including recruiting and training employees, administering benefits, overseeing disciplinary action and managing HR records. Co-chaired annual flex-enrollment meetings all over middle-east & Asia operations, resolved conflicts between employees and insurance carriers, coordinated health fairs to promote employee wellness and performed exit interviews.

Key Results:

Directed the welfare activities for employees and recommending to Management ways to improve employee’s welfare.

Prepared the WORKERS WELFARE STANDARDS (WWS) self-assessment and rectification Plan, as per project standards, and producing written and verbal reports as per Company procedures.

Undertaking audits in compliance with the Ministry of Labour, the Employer, the Engineer or an independent Auditor as required, and providing all necessary assistance at all times.

Responsible to follow up all WWS rectification plans and the preparation of the necessary progress reports against the rectification plans, up to the successful rectification of all on-going non-compliances, according to the specified time and cost limit.

Arranging physical examinations, first aid and other medical attention when ever required.

Inspecting employees housing and general living conditions and recommending improvements if necessary.

Assisting employees in the solution of personal problems, and counseling them on personality frictions or emotional maladjustments.

Organized events and outings in order to improve relations between employees.

Ensuring that welfare facilities such as toilets, washrooms, rest and mess areas and that drinking water are of the highest standards.

Conducted walkabout of heart of house areas once a week and report any maintenance and cleanliness issues to relevant parties. Ensure that clean and hygienic, well-kept associate’s areas are maintained at all times. Follow-up on action items to ensure that they are completed before the next weekly HOH walkabout

Ensure that there is at least 1 social or sports activities are organized for associates on a monthly basis

Review the annual social calendar to ensure a good mix for the nationalities etc. that we employ.

Trained 25-member HR management team on interviewing techniques and best practices, conducting workshops and one-on-one coaching sessions that contributed to sound hiring decisions.

Co-developed company’s first-ever standardized disciplinary procedures and tracking system that insulated company from legal risk and ensured consistent and fair discipline processes.

Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity and promotes employee wellness and safety programs.

Ensures employees safety and welfare when contracting with outside suppliers to provide employee services, such as food and/or canteen, accommodation and transportation, wellness and safety, recreation facilities as necessitated during project relocation.

Reworked new-hire orientation program to include HR information and company resources.

Saved company thousands of dollars every month by reducing reliance on employment agencies. Brought the majority of formerly outsourced recruiting functions in-house to reduce billable hours from 200+ to less than 15 per month.

Act as a HR business partner for the region, collaborating with senior managers to manage a broad spectrum of HR including performance management, succession planning, compensation and benefits and employee relations.

Collaborated with group Vice President and General Manager while assisting Director of Operations and site leaders in growing their businesses through innovative human-resources management.

Designed and presented management-training programs ranging from first-line supervisors to senior management teams to facilitate understanding of employment relations, diversity issues, employment law, recruiting, and organizational development; program functioned as cornerstone for union avoidance, employee retention, and increased employee morale.

Initiated human-resources reporting system to update field managers, senior managers, and board of directors on progress of human-resources goals in areas such as recruitment, turnover, employee retention, recruitment cost, benefit cost, and cost-savings efforts.

BOOM Construction Co., Doha, Qatar

Projects: DOHA Main Road-works, QATAR Gas Housing Project, Etc.

HR Personnel Officer, April 2007 to February 2010

Managed a broad range of HR functions and operations such as recruitment selection, training and development, employee relations, administration of group benefits database, HRIS, maintenance of HR records, overseeing disciplinary action and administering HR policies & procedures.

Key Results:

Developed and implemented recruitment & selection strategies, methods and processes that ensured efficiency in recruiting and selecting most qualified candidates that filled the requirements of the company resulting to 100% passing rate in the probation appraisal.

Negotiated approximately and managed the mobilization of approximately 4500 employees of different categories and nationalities from different part of operations worldwide.

Introduced company’s first formal recruitment mobilization program, creating a flexible and well-received tool that is currently used by The Company.

Restructured, outlined and directed the systems used in HR Department such as the processing of employees’ leaves and benefits, processing of employees’ documents and legalization (visas & RPs), attending to employees’ concerns and requests, restructuring and maintaining of the personnel files and revising of the HR Forms resulting to high level of accuracy.

Continuously analyze, discuss and coordinate succession planning in order to develop an optimal workforce.

Provided induction to employees and thoroughly read and let employee understand Staff Handbook and Welfare Manual and be fully conversant with employees welfare and safeguarding policies

Take part in all Health and Safety related training at the Senior Staff induction

Carry out a staff welfare induction and ensure staff are aware of and understand the prevailing Welfare Policies and Programs, as well as the center’s emergency procedures Welfare

Ensure that each employee’s cultural, religious and dietary needs are met and respected by liaising with the catering and other staff.

Act as an Individuals’ Coordinator if necessary: meet and greet individual students, deal with queries etc.

Record accidents, issues or incidents and note action taken relating to student welfare.

Ensure risk assessments for the center and related activities and excursions are up to date and accurate.

Ensure that all health and safety notices and other student information are displayed (and continue to be displayed) in all premises of the projects and accommodation.

Liaise with the security and health & safety staff at the center to ensure, for example, regular fire drills are conducted, among other procedures required.

Identify and analyze the learning and development need of employees and teams in assigned region, translate that into an annual learning and development plan as well as ensure efficient and effective execution of that plan, with aim of equipping all employees with the required skills.

Gas & Oil Field Services Co. Ahmadi, Kuwait

Projects: Oil Exploration(North &South Rig – KOC Project), Plant Modernization KNPC

HR Personnel Officer, March 2004 to February 2007

Contributed to work environment that promoted innovation and peak performance by integrating high-performance expectations into everyday business practices and using HR policies to support the organization’s core values and competencies.

Key Results:

Provided human resources services and support to managers and division heads, assisting them to achieve divisional goals and objectives through strategic people management

Administered payroll for 1,710 employees and established an open channel of communication enabling employees quick and easy access to information such as benefits, training and development and opportunities for career advancement

Assessed current and future skills requirements and developed and implemented a competency- based performance management system linking pay to KPI’s metrics

Created a training program to develop employees to meet both core and job competency gaps

Negotiated grievances and liaised with workers safely insurance board for claims processing and coordinating return to work program

Worked directly with the President to redesign the company’s HR strategy and payroll function to support 1,710 salaried and hourly employees.

Created a job costing model from a manual costing system by analyzing all functions of costing and developing a system to track, monitor and cost all stages of production, resulting in cost savings of $750,000 and recovery of $250,000 from charge back claims for product deficiencies

Optimized administrative procedures by sourcing, procuring and implementing automated time and attendance system resulting in 23% process improvement

Kuwait Oil Company Ahmadi, Kuwait

Projects : HR Modernization Program

HR Personnel Officer, June 2002 to January 2004

Coordinated the implementation and administration of HR programs and processes, including staffing, performance management, talent and succession planning, compensation, training and development, and employee relations.

Key Results:

Provided strategic and tactical human resources generalist support to managers and employees and implement HR programs, policies and processes.

Facilitate organizational design, structure and talent initiatives to ensure maximum organizational effectiveness of employees. And maintain business relationships with internal operational managers to develop strategic HR solutions.

Managed recruitment processes including local and international and facilitate mobilization and administration of selected candidates with objective of ensuring compliance with laws/regulations according to local laws of the area/state of assignment.

SK Engineering & Construction Co. Ahmadi, Kuwait

Projects: MAGWA Mdoernization Program, ISO QA/QC Documentation Program

HR Admin Officer, August 1999 to April 2002

Developed and deliver people management strategies which support the company's overall aims and objectives. And contributed strategic and operational level in order to identify HR priorities and recommend appropriate people management solutions.

Key Results:

Provided guidance and support to all staff on the full range of HR activities including policies and procedures, terms and conditions of employment, absence management, recruitment, retention, performance management, employee relations, learning and development and internal communications.

Managed the recruitment and selection process from induction of new employees to training and development programs.

Worked with inline managers to ensure job descriptions and competency profiles are maintained for all roles in the company.

Ensuring that an effective management of addressing a wide range of HR related enquiries from managers and employees are attended and given solutions on time.

Strongly implements policies adhering to ISO 14001:2004; and ISO Quality Management System 9001:2000

Managed to prepare progress report pertaining to project activities and look ahead schedule on the basis of actual and planned activity/schedule.

Al Jaber Trading & Contracting Co. Doha, Qatar

Projects: Qatar Modern Arts Building Projects, Qatar High & Low Rise Commercial Building Projects, Main Road-Works Projects, Major Water-Line Installation

HR Coordinator, June 1997 to April 1999

Gained in-depth understanding of the business functions supported and provide proactive solutions to ensure business and human resource goals and deadlines are met.

Key Results:

Provided a hands-on, day to day HR service to the business functions supported. And maintained and build relationships with employees and management through regular and open communications.

Ensure HR processes are managed slickly and are maintained to the highest level of standards.

Contributed to performance management initiatives such as ensuring that the appraisal processes and associated activities are managed well and in a timely manner.

Al Sraiya Trading & Contracting Co. Dubai, UAE

Planning Coordinator, January 1996 to May 1997

Established financial and operating objectives for logistic section within the budgeted limitation which addresses issues for planning, organizing, staffing and implementing plans.

Key Results:

Monitors progress, quality of work, compliance with regulations, costs and speed of completion and submit report to Logistic Manager

Ensures all staff are fully trained to contractual and local requirements via effectively management and coaching development programs.

Maintained regular contact with key onsite and offsite managers and transport personnel including third parties regarding transport issues and develop contingency plans whenever necessary

Nextel USA Pasig City, Philippines

Dealer Sales Manager, March 1994 to December 1995

Centro Ceramica Corporartion Pasig City, Philippines

Sales Manager, December1992 to January 1994

Leads in deal structuring, pricing and other proposal to develop plans and strategies and maintain knowledge of market trends, customer requirements, competitor’s actions, and the market base. At the same time participates in massive sales activities to improve and meet required sales targets.

Key Results:

Managed the lead projects throughout the concept, definition, planning, execution, and close-out phases.

Ensuring and maintaining the field assets integrity at all times. And making independent decisions in planning, organizing and completing assignments.

Examined and identifies opportunities for resource optimization and setting of performance indicators.

Participated and coordinates improvements or changes to policies, procedures and recommend improvement & actions accordingly.

Resolved any conflicting procedures or business processes and develop good working relationship within the field operations and other divisions.

Managed the sales proposal processes from opportunity identification through contract flow down to key organization

Created plans, including detailed and accurate estimates, documentation scope requirements, risk assessment and specifications, schedules and budget.

Build marketing knowledge and best develop best practice through external scanning, active experimentation and on-going operational activities.

Conducted online marketing & researches, studies via social media, product launches, web tools, search engine marketing (SEM) and search engine optimization (SEO).

Education & Certifications

ATENEO DE MANILA UNIVERSITY Quezon City, Philippines

Bachelor of Science (BS) in Psychology, 1992

Activities: Worked concurrently during college as a sales rep and team supervisor for Pizza Hut Corporation.

HR Designations:

PHR-Member (Professionals in Human Resources of the Philippines ), 2001 to date

Of Note

Professional Development:

Complete ongoing training in the areas of compensation and benefits, employee and labor relations, leaves of absence, workers’ compensation and workplace safety/security.

Affiliations:

Society for Human Resource Management (SHRM)- Philippines Chapter

Staffing Management Association (SMA) of the Philippines

Computer Skills:

HRIS applications (UltiPro, PeopleSoft Enterprise Human Resources, HR-Oracle System, HR-PScyber)

MS Office (Word, Excel, PowerPoint, Access, Outlook, Visio)

Trainings attended

Psiber Buildsmart HR Solution Basic Administrative & Supervisory

Boom Construction Company W.L.L. Al Jaber Trading & Contracting Co.

DOHA, Qatar DOHA, Qatar

Quality Organizational Development Basic Logistic Management

Vignet Construction Co. Al Sraiya Trading & Contracting Co. W.L.L

Ortigas, Philippines Dubai, UAE

Quality Control Basic Document Management Basic Management & Supervisory

Gas & Oil Field Services Company Gas & Oil Field Services Company

Kuwait Oil Company Project Kuwait Oil Company Project

Ahmadi, Kuwait Ahmadi, Kuwait

Basic Management & Supervisory Technical Documentation Process

NEXTEL Co. SK Engineering & Construction Company

California, USA Ahmadi, Kuwait

Achievements

Planned, launched and implemented a cultural change programs aimed at turning round a struggling manufacturing site improving morale, plant efficiency and reliability.

Coached a Works Director in the areas of personal development and awareness which then enabled him to empower his management team to take responsibility for the required cultural change.

Coached a new operations manager in the areas of people management and holding people accountable which enabled him to be more confident in him abilities within this new role.

Designed and delivered bi-monthly leadership development workshops, leading to improved relationships, ownership of tasks and activities and better communication between and by the top 40 people in the workforce.

Initiated and designed quarterly teambuilding events for a site management team using a range of different resources and facilities to build relationships, develop teamwork and ensure consistent behaviors.

Designed and implemented HR policies and procedures for a newly established manufacturing plant and construction firm with reference to prevailing state law.

Trained team leaders to use the HR policies and procedures and manage people in accordance to them.

Past experience of negotiating and reviewing contracts with external recruitment partners, and streamlining the organizations recruitment strategy

Experienced at designing, planning and implementing a series of training programs in conjunction with outside providers.

Reduced overall accident rate by 50% through implementation of effective strategies including safety labeling, employee coaching and implementation of PPE in collaboration with Safety Section.

Facilitated the rebuilding of the organization's HR function and brought recruitment in-house,

Developed a management of attendance policy which has reduced absenteeism levels in the workplace by 2% year-on-year

Enhanced HSE operations by 70% and brought them in line with OSHA guidelines.

Revised the SOPs to bring them in line with effective and modern HSE protocols.

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