AMIE A. HIDALGO

Address: ** ******** **., ******* *

Bahay Toro, Quezon City

Philippines, 1106

Mobile : +63-917*******

Email : ad21ql@r.postjobfree.com

CURRENTLY HOLDING A MULTIPLE US VISA VALID UNTIL 2026

PROFESSIONAL SUMMARY:

Seasoned HR professional with twenty-seven years of experience in various industries, with excellent problem-solving and critical skills. Excellent inter-personal and conflict resolution skills. Ability to work effectively in a fast-paced dynamic environment. Excellent communication skills both written and verbal, and can communicate in all levels in the organization. Has extensive knowledge and exposure in all DOLE, DENR, LLDA and other Mandated Labor Laws.

EMPLOYMENT HISTORY

Assistant Vice President – HR and Admin – April 12, 2023 – Present

Philippine Allied Enterprises Corporation

The position provides leadership and supervision for the following department, Human Resources, Administration

1.Lead and direct the operations of the following departments, Human Resources and Administration

2.Ensure that all DOLE, DENR, LLDA, and other local government mandated requirements for all are complied with.

3.Ensure Departments have the right people in the right roles to meet the needs of the operations department.

4.Ensure Departments have the proper training in place to meet the needs and requirements of the organization.

5.Ensure Departments maintain high levels of customer service and quality.

6.Act as a catalyst to continually drive the improvement of the key processes of the Departments

7.Work with management to develop short and long-term customer service objectives with a focus on continually becoming easier to do business with

8.Provide guidance on setting priorities

9.Stays current on changing regulation and share information with team to ensure compliance

10.Enforces compliance of company policies and procedures.

11.Serve on various intradepartmental and company committees as needed

12.Oversee key projects in areas of responsibility

13.Management responsibilities may include, but not limited to, budget oversight, generating production reports and activity logs, reviewing/approving complex cases, developing and monitoring operational procedures, etc.

Assistant Vice President – HR and Admin – February, 2021 – March 15, 2023

Delta, Earthmoving, Inc.

The position provides leadership and supervision for the Corporate Human Resources and Administration for all Project Sites in the following areas:

1)Plans, develops, organize, implement, direct and evaluate the organization’s Human Resources functions and performance;

2)Participate in the development of the Company’s plans and programs as strategic partners from the perspective on the impact of people;

3)Translate the strategic and tactical business plans into HR Strategic and operational plans;

4)Evaluate and advise on the impact of long range planning of new programs / strategies and regulatory action with the impact to attraction, motivation, development and retention of the people resources in the organization;

5)Develop and execute recruitment and retention plans, policies and procedures to meet the immediate and on-going Human Capital need of the organization;

6)Establish and implement HR Strategies, plans and initiatives that effectively communicate and support the Company’s overall objective;

7)Ensure that the Company and its employees are legally complaint to mandated government requirements;

8)Analyses wages and salary reports and data to determine competitive compensation plan;

9)In-charge of the overall corporate wide HRIS comprising of 2,000 employees, which covers the entry of new employees and updating of profile and adjustments from transfer to salary adjustments;

10)Direct preparation of the Corporate HR Department annual budget and be responsible for monitoring of the monthly expense;

11)Create innovative ways outside compensation to provide meaningful reward and recognition;

12)Provide leadership in the implementation, management and monitoring of the HRIS module in an Enterprise Resource Planning (ERP) Environment;

13)Coordinate the activities and programs and HR plans throughout the Company;

14)Align performance appraisal review with the Company Goals and Objectives and ensure management is able to deliver timely and effective review;

15)Provide support to all business units / departments in the performance appraisal process;

16)Coordinate with all business units / departments in identifying their Training requirements;

17)Develop progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance and provide programs which utilize an employee and company partnership for the short and long-term programs;

18)Continuous improving of programs, policies, practices and processes associated with meeting people issues within the organization;

19)Continue monitoring and review on the implementation of the life cycle of the performance and compensation process within the organization;

20)Evaluation of Human Resource Department structure and plan for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth with emphasis on opportunities for individual;

21)Establish credibility throughout the organization with management and the employees in order to be an effective listener and problem solver on people issues;

22)Participates in as Quality Management Representative Auditor for IMS (ISO, Environmental Certification and Occupational Certification);

23)Participate and assist in the community relations programs;

24)Other duties and responsibilities assigned from time to time;

AVP – HR Head – January 16, 2917 to March, 2020

Armscor Global Defense, Inc.

The position provides leadership and supervision for the Corporate Human Resources, Clinic and Safety Department in the following areas:

1.Plans, develop, organize, implement, direct and evaluate the organization’s Human Resources and Company Health programs, functions and performance;

2.Participate in the development of the Company’s plans and programs as strategic partners from the perspective on the impact of people;

3.Translate the strategic and tactical business plans into HR Strategies and operational plans;

4.Evaluate and advise on the impact of long-range planning of new programs / strategies and regulatory action with the impact to attraction, motivation, development and retention of the people resources in the organization;

5.Develop and execute recruitment and retention plans, policies and procedures to meet the immediate and on-going Human Capital need of the organization;

6.Establish and implement HR Strategies, plans and initiatives that effectively communicate and support the Company’s overall objective;

7.Ensure that the Company and its employees are legally complaint to mandated government requirements;

8.Analyses wages and salary reports and date to determine competitive compensation plan;

9.In-charge of the overall corporate wide HRIS comprising of 1,500 employee, which covers the entry of new employees and updating of profile and adjustments from transfer to salary adjustments;

10.Direct preparation of the Corporate HR Departments’ annual budget and be responsible for the monitoring of the monthly expense;

11.Create innovative ways outside compensation to provide meaningful rewards recognition programs;

12.Provide leadership in the implementation, management and monitoring of the HRIS module in an Enterprise Resource Planning (ERP) Environment;

13.Coordinate the activities and programs and HR Plans throughout the Company;

14.Align performance appraisal review with the Company Goals and Objectives and ensure management is able to deliver timely and effective review;

15.Provide support to all business units / departments in the performance appraisal process;

16.Coordinate with all business units / departments in identifying their Training requirements;

17.Develop progressive and proactive compensation and benefits programs to provide motivation, incentive and rewards for effective performance and provide programs which utilize an employee and company partnership for the short and long-term programs;

18.Continuously improving of programs, policies, practices and processes associated with meeting people issues within the organization;

19.Continue monitoring and review on the implementation of the life cycle of the performance and compensation process within the organization;

20.Evaluation of Human Resource Department structure and plan for continual improvement of the efficiency and effectiveness of the group as we as providing individuals with professional and personal growth with emphasis on opportunities for individual;

21.Establish credibility throughout the organization with management and the employees in order to be an effective listener and problem solver on people issues;

22.Sits on the LMC meetings;

23.Sits as Quality Management Representative Auditor for ISO, and other accrediting / certifying bodies;

24.Attend Labor Cases representing the Company as Management;

25.Participate and assist in the community relations programs;

26.Acts as Safety Officer 3 of the Company;

27.Other duties and responsibilities assigned from time to time;

AVP – HR and Admin – September 16, 2014 – January 15, 2017

Delta Earthmoving, Inc.

The position provides leadership and supervision for the Corporate Human Resources and Administration for all Project Sites in the following areas:

25)Plans, develops, organize, implement, direct and evaluate the organization’s Human Resources functions and performance;

26)Participate in the development of the Company’s plans and programs as strategic partners from the perspective on the impact of people;

27)Translate the strategic and tactical business plans into HR Strategic and operational plans;

28)Evaluate and advise on the impact of long-range planning of new programs / strategies and regulatory action with the impact to attraction, motivation, development and retention of the people resources in the organization;

29)Develop and execute recruitment and retention plans, policies and procedures to meet the immediate and on-going Human Capital need of the organization;

30)Establish and implement HR Strategies, plans and initiatives that effectively communicate and support the Company’s overall objective;

31)Ensure that the Company and its employees are legally complaint to mandated government requirements;

32)Analyses wages and salary reports and data to determine competitive compensation plan;

33)In-charge of the overall corporate wide HRIS comprising of 2,000 employees, which covers the entry of new employees and updating of profile and adjustments from transfer to salary adjustments;

34)Direct preparation of the Corporate HR Department annual budget and be responsible for monitoring of the monthly expense;

35)Create innovative ways outside compensation to provide meaningful reward and recognition;

36)Provide leadership in the implementation, management and monitoring of the HRIS module in an Enterprise Resource Planning (ERP) Environment;

37)Coordinate the activities and programs and HR plans throughout the Company;

38)Align performance appraisal review with the Company Goals and Objectives and ensure management is able to deliver timely and effective review;

39)Provide support to all business units / departments in the performance appraisal process;

40)Coordinate with all business units / departments in identifying their Training requirements;

41)Develop progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance and provide programs which utilize an employee and company partnership for the short and long-term programs;

42)Continuous improving of programs, policies, practices and processes associated with meeting people issues within the organization;

43)Continue monitoring and review on the implementation of the life cycle of the performance and compensation process within the organization;

44)Evaluation of Human Resource Department structure and plan for continual improvement of the efficiency and effectiveness of the group as well as providing individuals with professional and personal growth with emphasis on opportunities for individual;

45)Establish credibility throughout the organization with management and the employees in order to be an effective listener and problem solver on people issues;

46)Participates in as Quality Management Representative Auditor for QMS (ISO, Environmental Certification and Occupational Certification);

47)Participate and assist in the community relations programs;

48)Other duties and responsibilities assigned from time to time;

Corporate HR Manager – September 1, 2013 – August 30, 2014

Wild Orchid Beach Resort

1)Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.

2)Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation and benefits, performance management system, records management, employee relations and retention.

3)Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.

4)Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.

5)Develops / updates / implements HR Policies and Procedure, Company Code of Discipline and Employee Handbook.

6)Develops and regularly updates Salary Structure at par with the industry standards.

7)Reviews and updates Salary adjustments regularly according to results of Performance Management System.

8)Develops / updates / implements / Trains and monitors Performance Management System to all levels within the Organization.

9)Reviews and updates Job Descriptions and Job Analysis process regularly.

10)Manage department budget and ensure expenditure are within budget and in compliance with establish financial guidelines.

11)Provides updates on HR job knowledge for HR Staff by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.

12)Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.

13)Take responsibility for the effectiveness and efficiency of administrative services as a whole, intervening as and when require, to ensure that key objectives are met.

Corporate HR and Admin Manager, November 26, 2011 – August 30, 2013

Marinemax Shipping Corporation – Transport and Logistics

Responsible for managing the recruitment and selection of qualified personnel for all positions of the organization. Also responsible for the administering the process of personnel evaluation, training and succession planning of the organization.

Develops, implements, reviews and updates personnel policies and procedures in accordance with the Philippine Labor Code, relevant to MARINA Requirements and the over-all company objectives;

Reviews and updates the specifications of each position in the Table of Organization;

Administers the recruitment and selection process for vacancies of positions in the Table of Organization;

Administers the crewing of all vessels (Tugboats and Tankers);

Administers the enforcement of rules and regulations regarding personnel conduct;

Administers the annual cycle of performance evaluation and corresponding salary adjustments based on approved management scale;

Administers the provision of salary of personnel in cooperation with Accounting;

Issues memoranda, notices, sanctions, to employees within the Company guidelines and that of the government regulations based on existing Company policies;

Conducts final employment and exit interview

Design, Develop and monitor the provisions of benefits for all personnel;

Develop, Administer and monitor all Administrative functions such as but not limited to the following:

oSecurity, Safety and Building Maintenance of all Offices (including provincial offices);

oMonitoring and Control of Office materials and supplies;

oMonitoring, Control, dispatch and maintenance of all Company vehicles

Other assignments assigned both by the President or EVP from time to time.

Corporate HRD and Admin Manager, August, 2010– November 25, 2011

Aquila Group of Companies (Pandiman Philippines, Inc.) – Protection and Indemnity – (British owned company)

Formulates and carry out as approved by the Chairman, President and Executive Vice President (all British Nationals) Standard Procedural Instructions or modifications related to the following:

1.1.1.Timekeeping and Attendance

1.1.2.Recruitment and Selection

1.1.3.Performance Evaluation Report

1.1.4.Salary Administration

1.1.5.Vacation Leave / Sick Leave

1.1.6.Working Hours / Undertime / Overtime

1.1.7.Resignation and Retirement

1.1.8.Benefits

1.1.9.Employee Discipline

1.1.10.Health and Safety

1.1.11.Organizational Structure

Develops strong employee recruitment program in order to secure the best-qualified person on the job vacancy at anytime.

Develops HR planning strategies HODs and in collaboration with the Executive Vice President and the President, which considers immediate and long-term staff development.

Formulates and plans budget for the Department based on the required projects / activities that service the company;

Review and or recommend a promotion plan to HODs, Executive Vice President and the President of staff who have performed beyond their expected job function, which will be based on the results of the Performance Evaluation Report submitted to HRD on their anniversary date.

Review and or develop policies, rules and regulations in discipline, suspension, separation and other personnel actions.

Reviews for both the Executive Vice President and the President all recommendations for transfer, promotions, remunerations, suspension and dismissal of employees and verifies and process all application for leave absence based on the existing policies, applicable labor laws, general orders and DOLE directives.

Facilitates communication between various levels of the company.

Perform difficult staff duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary actions.

Conducts exit interviews to identify reasons for employee turnover.

Serve as link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.

Assures an effective implementation, administration and monitoring recruitment, compensation and benefit, employee relations and people development programs.

Responsible for reminding HODs their responsibility of preparing their staffs’ Performance Evaluation Report (PER) in correspondence to their monthly anniversary.

Oversee employment law compliance and compliance to regulatory concerns.

Oversees employee safety, welfare, wellness and health and come up with necessary programs to support employee wellness.

Has custody of personnel and service records of all staffs and sees to it that they regularly updated.

Prepares special reports as needed or requested by the Executive Vice President and/ or the President.

Prepares and facilitates all documents / requirements for ISO

Conducts Internal Quality Audit

Acts as the Quality Management Service Representation (QMSR) for the company

Performs all Administrative functions particularly:

oGround and Building Maintenance (Electrical / Mechanical / Structural repairs)

oSecurity and Janitorial Services

oOffice Equipment and fixtures

oCar maintenance and monitoring of its usage and scheduling of company driver

Performs other related functions pertinent to the operations of the HR and Admin Division assigned as

HR Manager, May 2001 – August 2010

Manila Central University – Academe – Private Owned- Filipino

Duties:

In charge of the Human Resources Operations of the University, from elementary, high school, eight colleges and the graduate school, with a total manpower of 450 employees;

Manages a staff of 12 in my department;

Plans, organizes and supervises manpower management affairs in coordination with the respective Deans, Unit Heads and Supervisors;

Review for the Chief Operating Officer / President and Vice President for Administrative Affairs and Vice President for Academic Affairs all recommendations for manpower requisition, transfer, promotions, reclassification, suspension and dismissal of employees;

Verifies and process all applications for leave of absence and may approve as designated by the Vice President for Administrative Affairs, based on the existing policies, application to labor laws;

Administratively responsible for the efficient operation of the Human Resources and shall coordinate with various department heads, supervisors in seeing to it that the various functions of the employee are performed efficiently;

Develop a strong faculty and staff recruitment program that operates year-round in order to secure the best qualified person for the job / vacancy at anytime;

Responsible for the monitoring of the retirement plan, sees to it that those for retirement are issued notices within the required period, and replacements are recruited;

Formulates and carry out as approved by proper University authority policies or modifications related to selection, hiring, training, wage / salary administration, job classification, performance evaluation, timekeeping, resignation, retirement and other program of incentives; Supervises subordinates engaged in implementing those policies;

Reviews and / or recommends a promotion plan based on merit and fitness that has to be evaluated by a scientifically designed instrument;

Reviews and / or develops policies, rules, regulations for dealing with discipline, suspension, separation and other human resources actions, as well as on how to enhance and develop dedication and loyalty among all employees;

Submits to the Chief Operating Officer / President and Vice President for Administrative Affairs reports or results of the different phases of human resources activities and programs;

Performs other duties / functions pertinent to the operation of the Human Resources and assists the Chief Operating Officer / President and Vice President for Administrative Affairs and other MCU Officers on all other matters pertaining manpower management;

Analyze the training needs of the faculty members and employees for purposes of design and implementation of appropriate training and development programs;

Reviews and develops appropriate policies, rules, regulations dealing with human resources maintenance, administration and development and recommend same to management;

Sits down in the Union Officers with the negotiating panel during the Collective Bargaining Agreement;

Other functions assigned to me by the Vice President, Administrative Affairs from time to time;

Human Resources Officer, June,1997 – December, 2000

Goldilocks Bakeshop, Incorporated – Manufacturing (Food Industry) – Filipino owned

Duties

Manages a staff of 3 people;

In charge of the human resources of the food processing plant with a total manpower of 200 employees;

Responsible of the manpower requisition, orientation, transfer, promotion, suspension and dismissal of employees in the Food Plant;

Responsible of the plants employee relations, particularly grievance handling and labor relations;

Verifies and process all application for leave of absence and may approved as designated by the Plant Manager;

Responsible in the implementation of manpower selection, hiring, training, wage / salary administration, job classification, performance evaluation, timekeeping, resignation, retirement and other program of incentives;

Performs other duties assigned by the Plant Manager on all other matters pertaining to productivity programs;

Custody of personnel and service records of all employees and supervising the maintenance and control of such;

Analyze the training needs appropriate for employees that are required in the food processing plant;

Conducts productivity programs (TQM) that are of much need to most of the plant workers;

Sales and Marketing Division

Manufacturing Division

Ramcar Incorporated (Oriental & Motolite Corporation) – Manufacturing (Automotive Batteries / Food Industry) – Filipino owned

Product Development Officer – January, 1996 – March,

1997

Responsible in handling and facilitating projects for new products that are needed to be coordinated with the all the members of the committee on product development;

Prepares reports that are disseminate such to all concerned

Acts as liaison officer to with the plant in following all projects that require monitoring and follow-up;

Corporate Trainor / TQC Facilitator – January, 1992 – December, 1997

Conducts and facilitates Corporate trainings such as:

oTotal Quality Commitment Programs

oLeadership Training Programs

oValues Formations Program

oTeam Building Program

oOther productivity programs

Training Assistant – January, 1990 – December,1992

Marketing Assistant – January, 1989 – December,1989

Export Assistant – January, 1988 – January, 1989

Advertising Assistant – January, 1987 – December, 1987

Production Assistant – September 1, 1981 – December, 1986

EDUCATION

University of the East, Bachelor of Science in Business Administration (Management)

COMPUTERS

Software: Windows 10, Word, Excel, PowerPoint

TRAININGS / SEMINARS / CERTIFICATE COURSES ATTENDED

Loss Control Management Training – February, 2020

Lean Six Sigma Green Belt Training – August, 2018

Basic Occupation Safety Health Program – People 360

IMS Internal Quality Audit Seminar – TUVRhrienland

Employee Separation – University of the Philippines -SOLAIR

Human Capital Management – Asian Institute of Management (AIM)

Current Legal Issues Affecting Private Education – SPDECS Seminar

Human Resources Development and Organizational Learning – University of the Philippines - SOLAIR

Managing Employee Benefits – University of the Philippines - SOLAIR

Effective Recruitment on Selection and Placement – University of the Philippines - SOLAIR

Job Evaluation and Salary Structure for Private Schools – University of the Philippines - SOLAIR

Enhancing Labor Law for Private Schools – University of the Philippines – SOLAIR

Work Ethics Learning Experience – Denver Group

Negotiation Skills – Asian Institute of Management (AIM)

Job Stress: Strategies on Effectively Managing the Silent Killer – University of the Philippines - SOLAIR

Termination, Discipline and Grievance Handling – University of the Philippines - SOLAIR

Labor Laws – University of the Philippines

Laws Affecting Private Schools and Universities – University of the Philippines

Business Decision Making - Goldilocks Bakeshop, Inc.

Hiring and Keeping the Right People – Team Asia

Evaluation and Monitoring the Effectiveness of Training Programs – Personnel Management Association of the Philippines

Development of Training Programs – De La Salle – College of Saint Benilde

Team Building Program – Ramcar Group of Companies

JIT GEMBA Kaisen – Ramcar Group of Companies

Systematic Managerial Analysis – Ramcar Group of Companies

Work Values Programs – Ramcar Group of Companies

Quality Service Management – Guthrie Jensen

Statistical Process Control – Ramcar Group of Companies

Problem Solving and Decision Making – Ramcar Group of Companies

Leadership Development Program – Ramcar Group of Companies

Total Quality Management – Ramcar Group of Companies

Basic Total Quality Control / Quality Circles Program – Ramcar Group of Companies

SPECIAL SKILLS

Conducts training programs on the following: Total Quality Programs, Team Building, Values Formation, Stress Management, Quality Service Management and other programs as needed by the organization

Formulate Company Policies and Procedures based on Company Value / Culture / Norms

Represent the Company and Mediates during CBA (Collective Bargaining Agreement) negotiation

Attends Conferences, Hearing for the Company with the following government Agencies, DOLE, NCMB, NLRC

Formulates / Facilitates / Prepares ISO Quality Procedure and Quality Manual

ISO Quality Service Management Representative / IMS Internal Auditor

Designs Training programs and modules depending on the requirements

Design Training Needs Analysis

MEMBERSHIP

AASHPI (Asian Association of School HRMD Practitioners Inc.) – Officer – Secretary and Honorary AASHPI Board Officer

REFERENCES

Dr. Louie Paul Pietronave – VP Armscor Precision Inc. / Armscor Global Defense inc. – +1-209-***-**** / 091*-*******

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