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Head Human Resources

Location:
Parañaque, National Capital Region, Philippines
Posted:
April 07, 2018

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Resume:

MA. STELLA A. TUMLOS

**** ******** ******, ******* ***** Village, Paranaque City 1700, Phils.

CP 092********

ac419f@r.postjobfree.com

Profile

A career HR practitioner with extensive and solid end-to-end HR experience with significant accomplishments in talent sourcing, people management, organization development, employee and labor relations and negotiations, employee engagement and the skills to streamline systems and processes to improve efficiency, increase rate of retention and establish matrices to identify and address gaps .

A highly motivated and disciplined professional with excellent communication, interpersonal and problem solving skills. Adept at managing difficult situations and resolving conflicts.

EMPLOYMENT EXPERIENCE

GROUP HR HEAD

Game Developer and Animation Company

January 2017 to April 14,2018

Senior HR Consultant

July 18, 2016 to December 2016

MAJOR ACHIEVEMENTS:

Employee Engagament

Run Employee Survey to determine needs and sentiments of the people

Held regular Town Hall Meetings to open communication lines

Introduced birthday activities

Involved employees in managing Summer Outing and Christmas Party

Celebrated milestones, Anniversary, Mother’s/Father’s Day, Valentine’s Day

Launched a Theme Day

Introduced an Employee Referral System

Raised attendance and participation to company sponsored activities from 65% to 98%

Benefits

Finalized and issued IDs within the hour of request

Contracted first HMO provider

Held the first APE and Optical testing

Provided access to Loan Benefits

Training

Facilitated first Teambuilding with the Production Team

In-House Taxation Seminar

TQM Training in preparation for ISO

Supervisory Training for Supervisors

Determine training needs to fill performance gaps or prepare employees to assume higher positions

HR Processes

Cut meeting hours to 30 minutes

Evaluated and purchased a new timekeeping system that fit our needs

Introduced a more concise but meaty 20x5 report for HR

Reviewed/updated/improved employee contracts and keep them updated.

Provides on-time tracking of probationary reviews and regularization documents

Proposed New productivity measures and improvements to increase output and lower overhead costs

Changed weekly cash pay-outs to artists to ATM pay-outs

Expanded hiring network and filled in vacancies faster

Labor

Removed in-house housekeeping hiring

Hired Nurse in compliance with DOLE ruling

Managed difficult employees following DOLE due process

OD

Developed a 3 level career program for new artists supported by training to encourage growth and loyalty

Developed a similar 3 level career path for more seasoned Supervisors and Directors and Production Assistants

Made Salary alignment recommendations as needed

Collected industry rates and suggested movements as a result

Mentored and counseled employees with issues or conflicts

Manages and provides guidance to employee transitions, movements and separations.

Preempt possible issues that may arise and resolve these immediately

Attend hearings in behalf of the Company

HR CONSULTANT (Freelance)

July 2015 to June 2016

HYUNDAI

Oct. 2014 to April 2015

AVP-HR Operations

1.Revamp HR Operations processes and systems to meet the demands of the growing organization

2.Introduce new Employee Engagement programs and activities to increase retention

3.Review policies and introduce new ones as required

4.Ensure compliance to labor standards and manage employee relations

5.Streamline recruitment procedures to effect hiring accuracy

6.Develop in-house training and trainers to support the Company’s thrust for development and growth

7.Assist in competency mapping and salary standard studies in the industry

8.Provide professional and timely HR services to HARI and it’s subsidiaries.

9.Set higher but achievable matrices for HR staff to achieve.

10.Create an environment of continuous learning and development across the organization.

11.Assist in the setting up of standard operational procedures of the Hyundai Logistics Center and provide support in the attainment of ISO accreditation

12.Manage the Foundation’s Scholarship Project.

UPS INTERNATIONAL, INC. (call center)

February 2014 to September 2014

Global Business Service HR Manager-Clark and Alabang

Major Achievements:

1.Lowered attrition by 8.8% (February to July 2014)

2.Managed 2 sites (Clark and Alabang), worked on shifting schedule

3.Improved attendance by 5.34% from February to July

4.Achieved 56.17% increase in recruitment (Jan to August 2013 to same period 2014) Curbed early time-off, change of shifts and malingering by 4% by providing guidance and establishing directives for Medical staff to manage by

5.Established effective and harmonious working relationships with Operations

6.Shifted handling of minor labor issues from Notices to Explain to coaching and counseling

7.Developed HR initiatives that are geared towards retention, positive employee feedback, employee engagement and recruitment

MERCADO GROUP OF HOSPITALS - UPMC

July 2013 to Oct 2013

VP- Corporate HR

Responsible for the effective and efficient delivery of the Strategic Human Resource Management and Operational Management of the Company in the attainment of its organizational goals:

Oversee and provide overall strategic direction, operational leadership and professional expertise to all Strategic Business Units ensuring all Human Resource Management and Administration Services and Human Resource Development & Strategic Partnering initiatives align and support Company business plans with the goal of achieving targeted results.

PHILCARE, INC.

AVP, HR & Corporate Administration

January 25, 2010 to July 2013

Major Achievements:

1. Successfully managed and negotiated 3 CBAs for rank and file and supervisory levels in my first 2 months with the company

2. Planned, organized and implemented employee activities with maximum participation.

3. Prepared redundancy studies and implementation as mandated by Management.

4. Reviewed manpower budget and controlled utilization to maintain HR budget.

5. Designed and conducted OD activities to surface the current cultural trends.

6. Delivered 90% participation of employees in employee activities

7. Reviewed, recommended and designed guidelines for new benefits for employees and executive team.

8. Assisted in the development of new products.

9. Designed and developed programs for career pathing, succession planning and launched job evaluation studies.

10. Designed and managed construction of Penthouse and 7th floor renovations and assisted in Clinic Construction and renovations

11. Designed and circulated monthly internal newsletter.

12. Spearheaded strategies to cascade Mission/Vision nationwide.

13. Successfully concluded 2012 CBA negotiations with 2 unions in 4 meetings.

14. Strategized and managed a successful relief drive in less than 3 days.

15. Established a Policy Review Team for HR policies to ensure buy-in and accountability when approved.

16. Maintains harmonious working relations with all levels

Masaito Development Corporation

February 25, 2009 to December 2009

AVP, HR and Administration

Real Estate Development

Major Achievements:

Reviewed and streamlined General Administration and HR structure by reviewing, changing and proposed policies and systems attuned to the new direction.

Implemented stronger recruitment strategies to ensure adequate pooling resources.

Launched Job Evaluation Program with the aim of using this as the foundation for organizational development programs

Addressed high attrition rates through counseling, mediation and mentoring.

Installed a technology driven attendance, leave and overtime monitoring system for office and sites to improve payroll and benefits processing and control.

Currently preparing modules for TQM, Leadership, Teambuilding and Corporate Values .

Spearheaded reorganization of Operations Division to maximize output.

Set-up Property Management Department and assist the new head in implementing changes.

Assist Department Heads in the areas of discipline, promotions, terminations and administration concerns.

Recommended the management of sensitive termination cases to ensure smooth transitions without legal implications.

Improved turnover time for decisions related to HR and Gen Administration concerns.

Overall Responsibility:

Leads and directs the strategic development, implementation, activities and operation of the company shared services that include Human Resources Management and Development and General Affairs.

Consultant and Partner

Manpower Recruitment and Placement Bureau

November 2008 to present

Set up a family-owned manpower recruitment and placement company aimed at providing qualified office staff wherever and whenever required.

Medical Doctors Inc.

May 21, 2007 to September 26, 2008

Director, Human Resources Management and Development

Healthcare

Reports to VP, Finance and Administration

Number of Subordinates: 11

Major Achievements:

Reorganized the HR infrastructure and formulated policies and systems to support the evolution of the organization.

Developed and implemented HR strategies including the designing of new forms to improve service delivery.

Planned and executed two company re-engineering activities without repercussions from retrenching 100 unionized employees.

Successfully launched the company wide Job Evaluation Program and obtained employee support for the project.

Drafted and communicated Emergency Response Procedures to all Heads in view of two imminent strikes.

Evaluated and recommended management of sensitive termination cases to ensure smooth transitions without legal implications.

Obtained Union support and participation in employee projects.

Reviewed and improved the nursing school’s Handbook for Employees.

Assessed the current Employee Code of Discipline and proposed major improvements.

Initiated preparation of Job descriptions for all new hires.

Proposed the application of a rational hiring rate structure.

Launched a company wide information campaign for upcoming JCI mock accreditation activity which included the drafting of slogans, incentives.

Honda Philippines, Inc.

June 14, 2000 to May 15, 2007

Human Resources Management, Labor Relations and Plant HR Manager

Motorcycle Manufacturing

Major Achievements:

Established and headed a Plant HR Department while simultaneously managing HRM and Labor Relations Departments.

Implemented a dependable and updated employee information base that could be accessed

Developed a legally acceptable discipline/termination process for Labor Relations to ensure zero labor court cases.

Supported Manufacturing in the areas of talent recruitment, retention and discipline and assisted Production Managers in the achievement of their output.

Coordinated with barangay officials to deliver meaningful Community Social Responsibility Projects.

Was an officer of the Honda Foundation in charge of Youth Development.

Planned, organized and led Company wide employee projects such as Medical Mission, skills developments, outings and teambuilding activities, outreach programs, company parties, uniforms, company incentives etc.

Developed and improved Company Orientation procedure, studies on leave availment, employee album, new user friendly HR forms, climate survey questionnaires and varied demographics.

Evaluated and analyzed impact of Plant transfer to employees and proposed company initiated benefits/support.

Assisted in the planning and implementation of two Early Retirement Programs for employees.

Provided comparative studies and recommendations on benefits, wages and practices within the community and within the industry to ensure that Honda would be ahead of the competition.

Managed the informal exchange of ideas and concerns between Management and Union to ensure ratification of the CBA for both rank and file and supervisors for continued harmonious relations.

Addressed and handled grievance and other sensitive Union concerns during critical periods to prevent the filing of Notice of Strike.

Provided analysis of union issues and made recommendations to Management on the best way to address.

HR Consultant

1999 to 2000

Handled all HR concerns of a medium sized publishing firm and a small scale advertising company Functions included preparation of Policies and Procedures, Employee Relations, salary and wage management and labor relations.

Van Melle Phils. Inc.

June 1997 to Dec 1998 (closure due to transfer to China)

Human Resources Manager

Universal Rightfield Property Holdings, Inc.

Jan 1997 to June 1997 (closure due to Asian Economic Crisis)

Human Resources Manager

Bayer Philippines, Inc.

Jan 1995 to July1996

Administration Manager

General Electric Phils. Inc

June 1992 to December 1994

Manager-Professional Relations

Consumer Connection thru Mass Media (Seiko)

1990 to 1992

Personnel and Administration Manager

First Pacific Metro Corporation

1988 to 1990

Administration Manager

ICTSI/ Soriamont Steamships

1987 - 1988

Personnel Manager

Universal Reinsurance Corporation

1981 to 1986

Personnel Assistant

Mondragon Philippines, Inc.

1979 to 1981

Psychometrician/Personnel Assistant/ Receptionist to Executive Offices

EDUCATION

Philippine Women’s University Masteral units in 1979 - 1982

Industrial Psychology

St. Scholastica’s College A.B. Psychology 1974 - 1978

Paco Catholic School High School 1970 - 1974

Elementary 1964 – 1970

SEMINARS AND TRAININGS ATTENDED

Total Quality Management

Silva Course on Mental Dynamics

Corporate Culture Transformation

360 Degree Performance Appraisal

Re-engineering your Company

Building High performing Teams

Neurolinguistic Programming

Teambuilding Towards Customer Satisfaction

Creating A Corporate Vision

Setting Up a Suggestion System

JIT

Worker’s Institute on Labor Laws

Job Evaluation and Salary Administration

Conducting a relevant salary survey

Louis Allen Management Program

Setting Up a Performance Standard System

SPQP Program-AOTS

Fire Safety Seminar

Honda Managers Learning Program

Honda Fundamental Course

Setting Up A Community Relations Program

Voluntary Modes of Labor Dispute,Prevention and Settlement

Setting UP an LMC Program

HR Best Practices in Honda Asia-Oceania Companies

Cross Cultural Training

Organizational Development

Joint Commission on International Accreditation Required Courses on :

Disaster Preparedness Seminar

Overview on Disaster Evacuation. Disaster Preparedness-Special Weapons & Tactics

Evacuation & Casualty Handling Techniques

Short Course on Bio-Terrorism

Facility and Maintenance Environmental Safety Program

Staff Qualification and Education Program

Infection Control Procedures

Quality Improvement and Patient Safety Program

Organizational Development Module - Blondin System

Building Effective Teams

TQM



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