M A N
Resume:
E D U C A T I O N
GLADYS SANTIAGO -
ZAFRA, CHRP®
P E O P L E & C U L T U R E S T R A T E G I S T .
H U M A N C A P I T A L E N A B L E R .
To achieve a successful yet meaningful and more purposeful corporate and leadership career Human Capital Management, focusing on the vital components of Workplace Culture, Employee Life Cycle and Human Resources Business Partnership.
C O N T A C T C A R E E R O B J E C T I V E S
E X P E R I E N C E S
HR & ADMINISTRATIVE SERVICES LEAD
SYSTRA Philippines, Inc May 2021 to August 2022
Managed the day-to-day requirements of the HR & Administrative Department of the organization
Led the HR Restructuring Initiatives: Formulating the Organization Structure; Conducting Job Evaluation; Creating the Salary Structure; Creating the Performance Management System & Talent Structure; Creating viable action plans, based on the results of SYSTRA’s Global People Survey 2021.
*******@******.***
https://www.linkedin.com/in/gszafra/
C e r t i f i c a t i o n o f
H u m a n R e s o u r c e
P r o f e s s i o n a l ®
I n t e r n a t i o n a l
F e d e r a t i o n o f
P r o f e s s i o n a l
M a n a g e r s
J u n e 2 0 1 8
P r o f e s s i o n a l
E d u c a t i o n :
A t e n e o d e M a n i l a
U n i v e r s i t y S c h o o l o f
S o c i a l S c i e n c e s
( 2 0 1 0 )
D o u b l e D i p l o m a
D e g r e e i n
O r g a n i z a t i o n
D e v e l o p m e n t a n d
S t r a t e g i c M a n a g e m e n t
( U n i t s O n l y 9 u n i t s
r e m a i n i n g )
P o s t - G r a d u a t e :
A t e n e o d e M a n i l a
U n i v e r s i t y G r a d u a t e
S c h o o l o f B u s i n e s s,
R o c k w e l l D r i v e,
M a k a t i C i t y ( 2 0 0 4 –
p r e s e n t ) M a s t e r s i n
B u s i n e s s
A d m i n i s t r a t i o n
( T h e s i s O n l y / 3 u n i t s
r e m a i n i n g )
C o l l e g e
A s s u m p t i o n C o l l e g e,
S a n L o r e n z o V i l l a g e,
M a k a t i C i t y
B a c h e l o r o f S c i e n c e
i n C o m m e r c e, M a j o r i n
I n t e r n a t i o n a l
B u s i n e s s, M a r c h 2 0 0 3
H i g h S c h o o l :
A s s u m p t i o n C o l l e g e,
S a n L o r e n z o V i l l a g e,
M a k a t i C i t y, M a r c h
1 9 9 9
G r a d e S c h o o l :
A s s u m p t i o n C o l l e g e,
S a n L o r e n z o V i l l a g e,
M a k a t i C i t y, M a r c h
1 9 9 5
HR SERVICES MANAGER
William Hill August 2020 – February 2021
Led the organization’s HR Services that covers HRIS analysis & administration, payroll, compensation and benefits programs, including but not limited to:
Job evaluation and benchmarking
Performance appraisal, salary and incentive programs Life and health insurance and other related process improvement initiatives.
Was responsible for the definition, implementation and maintenance of the HR systems that supports the Manila operations. Supported local leadership through usable reporting and data analytics. This includes:
Updated organization structure, in accordance to job levels HR Dashboard, focusing on retention strategy and exit management HUMAN RESOURCES BUSINESS PARTNER (HR HEAD)
Concepcion-Otis Philippines, Inc. November 2022 to Present Heads the Human Resources Department, with a headcount of 230 employees.
Collaborates and partners with the following departments: Project Operations; Service Operations; Sales; Finance; Supply Chain Management; Environment, Health & Safety; Quality; Visayas-Mindanao Regional Office.
Leads a team of five (5) HR team members, consisting of two (2) HR Senior Specialists and two (2) HR Specialists.
Strengthens the HR Fundamentals in the organization, in order to achieve the HR Strategies, across all departments.
Drives the Employee Engagement Initiatives, which focuses on OTIS Absolutes: Safety, Quality and Ethics.
Promulgates the culture of learning by strengthening technical competencies, through promoting on-the-job education and partnering with various institutions.
Conceptualizes and implements a holistic onboarding program for new joiners and re-boarding initiative for employees that are newly promoted or laterally transferred.
E X P E R I E N C E S
HEAD OF HUMAN RESOURCES
BFS, Inc. August 2016 – May 2017
Led the organizational employee life cycle, to following functions: Corporate Communications; Credit, Underwriting & Administration; Finance & Accounting; Information Technology; Internal Audit; Loans Servicing; Mortgage Financing Group; Property Operations; Shared Services; Valuation, Credit & Investigation.
Sourcing and Pipeline Management
Identified the right channel management per level that contributes to fast turn-around time and cost optimization.
Monitored and evaluated the status of monthly pipeline, for both regular and temporary staffing requirements.
Talent Acquisition
Built long-term relationships with head hunters on upcoming job openings opportunities. Scrutinized candidate’s career profile and background through job interviews and identified strengths & areas for development.
Recommended identified candidate to the hiring manager and President. Induction
Reviewed and evaluated the New Employee Orientation’s (NEO) framework, in terms of its coverage, for fuller and better introduction and appreciation of the organization. Monitored the NEO’s turn-out, based from the feedback and engagement of the participants and assessed items to be improved and maximized.
Performance Management
Administered the 2016 Performance Evaluation Review (PER) of all departments, together with the President.
Learning and Organization Development
Conducted Focus Group Discussions on what must be STOPPED, STARTED & CONTINUED in the organization.
Human Resource Budget
Came up with recommendations for 2017 HR budget, in accordance to the following: Salary Movement, Forecasted & Additional HC, Forecasted Attrition and other HR Costs. Total Rewards
Challenged, reviewed and approved the job offers, recommended by Recruitment and Compensation & Benefits, based on affordability and market practice. Employee Discipline and Labor Relations
Formulated and implemented the following standardized localized forms: Employee Notice To Explain
Suspension Notice
Employee Written Warning
2 Resume: Gladys Santiago – Zafra, CHRP ® (2023)
GLADYS SANTIAGO - ZAFRA, CHRP®
P E O P L E & C U L T U R E S T R A T E G I S T .
H U M A N C A P I T A L E N A B L E R .
COUNTRY CONSULTANT
Great Place To Work® Institute Philippines July 2019 – June 2020 Headed the business development facet of GPTW® Philippines by searching for potential clients, who are interested to get Great Place To Work® certified. This includes presentation of the Great Place To Work methodologies and frameworks and overseeing the project management of the engagement.
Conducted culture evaluation to clients, who are vying for the Philippines Best Workplaces™. Oversaw the digital marketing activities of GPTW® Philippines and ensured the timeliness of all posts in social media.
Hosted the first and inaugural Philippines Best Workplaces™ 2020, with a total of 25K viewers both on Facebook Live and YouTube (https://www.youtube.com/watch?v=sEpKnKr55EU). Conducted the webinar, entitled Great Place To Work® in the Philippines: How Organizations can be BETTER TOGETHER at HOME. (https://www.youtube.com/watch?v=zaZjxZRlOMg) Moderated webinars, in collaboration with Novartis Philippines and Progressive Alliance Towards Healthy Workplaces (PATHw), the following topics:
Mental Health, Migraine and Workplace Culture: In Times of COVID-19
(https://www.youtube.com/watch?v=7IT6mWNOkzk)
Mental Health, Migraine and Role of Occupational Healthcare Practitioners(https://www.youtube.com/watch?v=ohbYtFJCTM4#action=share) HR CONSULTANT TO SMALL-MEDIUM ENTERPRISES
Freelance July 2017 – July 2019
Provided Human Capital & Business Advisory services to the aforementioned industry / group. The scopes and nature of clients are the following:
Organization Effectiveness Study and Business & Strategic Planning Session Company Policy Writing
Establishment of Progressive Discipline in the Workplace Mental Health Dialogs
COUNTRY HEAD OF HUMAN RESOURCES PHILIPPINES
Panalpina World Transport (Philippines) Inc. March 2015 – July 2016 Led the organizational employee life cycle for the Philippine office, with the following functions: Air Freight, Ocean Freight, Marketing & Sales, Finance, IT and Quality. Talent Acquisition
Built long-term relationships with head hunters on upcoming job openings opportunities Established partnership with RPOs on setting-up Panalpina Business Service Center in Manila. Conducted deep dive reviews on candidate’s career profile and background through job interviews and identifies strengths & areas for development.
Recommended identified candidate to the hiring manager and country managing director. Drove temporary staff conversion that is in accordance to business need. Induction
Conducted new-joiners orientation that covers the organization background and Panalpina’s Philippines employee life cycle.
Formulated induction pack for new joiners.
Provided evaluation process upon regularization status to managers and supervisors. Performance Management
Educated managers and supervisors on Panalpina’s Performance Evaluation Assessment Review, also known as PEAR.
Educated executives, managers and supervisors on the importance of Individual Development Plan that will provide support to their team member’s individual performance ratings. Conducted Talent Review to determine the individual’s competencies and potential in the organization. Learning and Organization Development
Organized and conducted Strategic Management Planning for Panalpina Management. Conducted Focus Group Discussions on what must be STOPPED, STARTED & CONTINUED in the organization.
Conducted Training Needs Analysis for departments on how they will achieve growth and productivity Total Rewards
Collaborated with Global and Regional HR in the alignment of the organization’s compensation philosophies. Handled monthly payroll processes by reviewing and securing approval to Country Head of Finance the payroll instruction file that is done by the Country HR Coordinator Changed the service providers (payroll and retirement Formulated job offers based on affordability and market practice. Employee Discipline and Labor Relations
Formulated and implements the following standardized localized disciplinary forms. Collaborated with legal to immerse on labor cases and has won the labor case (in behalf of the company) on money claim.
HR Processes
Formulated and updates policies on the following:
Leave and Attendance
Above and Beyond – Recognition program
“Bring Your Own Device” – In lieu of company mobile phone Salary Advances
Payroll
Formulated standardized payroll processes, according to viable service level agreements. Employee Engagement
Established with first employee engagement activity – Halloween Trick or Treat 2015 Revived the Employee of the Year that was held during the Christmas Party 2015 Organized the following activities
“#pakcc Panalpina Keep Calm and Chill 2015” – Company Summer Outing
“Panalpina Back to School” – Company Christmas Party
“#paphteam T.E.A.M. 2016” – Company Team Building and Summer Outing Led and steered the milestones and road maps on office relocation, as target date to move to new office will be on March 2016. The following activities on “Project Manila Office Ramp Up” include: Create business case, in collaboration with Finance and IT Liaise with brokers and potential design & build fit-out vendors Formulate design brief, tender recommendation report and tender evaluation matrix for potential design & build fit-out vendors
GLADYS SANTIAGO - ZAFRA, CHRP®
P E O P L E & C U L T U R E S T R A T E G I S T .
H U M A N C A P I T A L E N A B L E R .
E X P E R I E N C E S
3 Resume: Gladys Santiago – Zafra, CHRP ® (2023)
E X P E R I E N C E S
BUSINESS HR MANAGER
DHL Express (Philippines) Corporation September 2010 – March 2015 EMPLOYEE LIFE CYCLE – The HR Business Partner for the following functions in the organization: Customer Service, Finance, IT, Marketing and Sales Talent Acquisition
Justified functional recruitment needs to Regional and Area Office Conducted job interviews to potential candidates, which is sourced both internally and externally
Provided job offers to identified incumbents
Formulated the following tools for new joiners and internal job postings Promotion Calculator
Recruitment Tracker Tool
Talent Development
Facilitated engagement staff workshops for line managers & supervisors Coached and provided feedback to line managers & supervisors on the way they aid and present their functional workshops to their staff.
Pro-actively Managed Exits
Conducted exit interviews to voluntary and involuntary resigned employees Facilitated the exit management process by ensuring that clearance forms are fully accomplished and final pay computation & retirement are calculated correctly and accurately TOTAL REWARDS & ORGANIZATION DEVELOPMENT
Compensation and Benefits Planning and Administration Advocated the annual review of salary based from local market practices Advocated annual review of incentives based from Regional and Area Policies Provided appropriate salary recommendations in line with Regional, Area and Local policies, local market conditions and internal equity for new hires and promotions Advocated the HR Executive in administering processes in accordance to Regional, Area and Local policies
Monthly HR Payroll Process
Established Service Level Agreements relating to payroll between Business HR, Finance and askHR (shared services on payroll and administration). Managed the “Validation File”, which consolidates all changes in pay and benefits data Job Offers for New joiners and Promotes
Incentives
Salary Adjustments
Master list update
Reviewed and secured approval of Business HR Manager and CFO of the variance report coming from AskHR.
Blue Print / Organization Structure
Maintains, updates and ensures compliance to the Country Blue Print, according to functions and job levels.
Led and provided partnerships with the functions for any changes in the Country Blue Print. EMPLOYEE ENGAGEMENT & RECOGNITION
Employee Opinion Survey (EOS)
Managed the preparation for the EOS in terms of systems and processes ensuring data accuracy and timely implementation based from Global and Regional standards. Analyzed and prepares reports on the results of the survey. Handled in the initiation of actions plans for Country and all Functions in the organization. Implemented Country actions based on the approved action plan. Provided support to functions in the implementation of their functional action plans. Communicated timely updates on all EOS related activities to employees. Employee of the Year (EOY)
Spearheaded the EOY nominations and facilitates the deliberation of the Senior Management Team (SMT)
Communicated updates on EOY matters to the organization CORPORATE SOCIAL RESPONSIBILITY
UPStairs Philippines – DPDHL’s Go-Teach CSR program that provided educational opportunities for children of employees with limited financial resources and potential to excel in their academics. Initiated and led the launching, employee communication & roadshow and awarding ceremonies to all DHL Business Units: DHL Express (450 employees); DHL Global Forwarding (500 employees); and DHL Supply Chain (400 employees)
Monitored the policy compliance by the parent-employee and scholar 4 Resume: Gladys Santiago – Zafra, CHRP ® (2023)
GLADYS SANTIAGO - ZAFRA, CHRP®
P E O P L E & C U L T U R E S T R A T E G I S T .
H U M A N C A P I T A L E N A B L E R .
E X P E R I E N C E S
HUMAN RESOURCES SPECIALIST, COMPENSATION & BENEFITS PLANNING Accenture Delivery Services in the Philippines October 2008 - September 2010 Handled the compensation & benefits activities of the Business Process Outsourcing (BPO) Workforce Worked on the total rewards planning process for the BPO workforce (10,000 + employees) Handled the monthly real-time promotion of candidates Benchmarked and analyzed the market position of the BPO Workforce to the BPO/Contact Center Industry Came up with communication plans for rewards restructuring and newly implemented promotion guidelines Came up with promotion and workgroup transfer calculator tools, for easier salary calibration Involved on the following:
Computation and administration of the workforce’s variable pay, such as the Individual Performance Bonus and the executive’s Annual Bonus
Alignment of the workforce’s guaranteed cash, particularly on shift transport allowance Improvement of the payout process of De Minimis for staff level Closely worked with HR business partners and payroll on implementing pay policies and procedures PART-T IME COLLEGE PROFESSOR
Assumption College November 2008 - March 2010
Taught and gave lectures to the following subjects: Selected Topics on International Business – This course covers global and local business issues and current events
Compensation & Benefits – This course includes examination of theories, models and procedures required to develop compensation and reward systems in organizations, economic, psychological and social elements of compensation; determination of compensation structures and differentials, forms of compensation and reward, compensation levels. This explores the dynamics involved in compensating employees for services rendered in a modern organization. The course concentrates on the critical tools and techniques of job analysis, job descriptions, job evaluation, pay surveys, pay structure and pay administration.
Principles of Human Resources Management – This course covers on all facets and functions of human resources, such as organization development & analysis; recruitment; training, learning & development; performance management; compensation & benefits. Women and Leadership – This course covers about how women have made a difference, through the years and how can the students make their mark in their chosen paths. ASSOCIATE CONSULTANT, I NFORMATION PRODUCT SOLUTIONS Mercer Philippines September 2006 - August 2008
Managed the following industry surveys:
Asia Pacific Compensation and Benefits Survey, the largest regional database for the Consumer Goods Industry - Managed the data gathering, validating & processing of this survey Local Consumer Goods Total Remuneration Survey - Managed the marketing, data gathering, validating & processing of this survey.
Facilitated the following sessions:
PayMonitor™ training to survey participants
Data Collection Kit orientation and Job Matching to survey participants Pre-survey meetings and post-survey meetings to the participants of the Total Remuneration Survey
Industry Fora, such as the Insurance and Freight & Logistics Involved in the following engagements:
ASEAN Labor Conditions Study, sponsored by the Ministry of Manpower, Singapore Benefits audit study of a multinational direct marketing company, in collaboration with Mercer Human Resource Consulting, USA
Salary benchmarking study of a multinational cement company. Position Evaluation study of a mining company
Position Evaluation study of a multinational automation and electricity management company 5 Resume: Gladys Santiago – Zafra, CHRP ® (2023)
GLADYS SANTIAGO - ZAFRA, CHRP®
P E O P L E & C U L T U R E S T R A T E G I S T .
H U M A N C A P I T A L E N A B L E R .
E X P E R I E N C E S
ASSOCIATE
Ernst & Young Philippines June 2003 - September 2006 Risk Advisory Services: Human Capital Solutions
Worked on and Involved in the following engagements: Organization Design Workshop for a mining company. The study was focused on reviewing the current organization structure and delineation of functions and facilitating the development of relevant tables of organization
Sarbanes-Oxley Documentation and Testing for a multinational semiconductor corporation based in Cabuyao and Calamba Laguna.
Organization effectiveness study for a leading non-life insurance organization in the Philippines. The study focused on facilitating the integration of the client organization after it acquired another firm. Organization and Manning Level Study for a government owned and controlled corporation. Job Evaluation studies for two organizations under the umbrella of one of the Philippines’ leading multi- industry groups.
Knowledge Institute
Worked on and Involved in the following engagements: Workforce Demand Survey to the Information and Communication Technology (ICT) Industry in the Philippines for a non-stock, non-profit association for the ICT Industry Industry analyses of the Retail, Insurance and Petroleum Industry in the Philippines Ernst & Young Transaction Advisory Services (Former Global Corporate Finance Division of SGV & Co.) Worked on and Involved in the following engagements: Focus Group Discussion and a Business Development and Investigative Study for an Electronic Smart Card Company
Market and Financial Feasibility Study of the Philippine Restaurant Industry for a Holdings Company, Financial Advisory and Business Strategy Services to a Bulk Water Project for a Mining Company Real Estate Advisory Services for a hotel in Saipan ON THE JOB TRAINING/I NTERNSHIP NEW SALEM CAPITAL MARKETING AND CLIENT SERVICES TEAM
New Salem Capital, LLC - South Wacker Drive, Chicago, Illinois, US March 2002 - June 2002 Was granted an Internship Program which trained young and active professionals in the over-all operations of an investment management firm including hedge funds, long and short portfolios, client research, offshore funds, and money management in various growth segments of the market (e.g. business services, financial, health care, retail and technology). Program exposure included client interface with some of America’s prominent business leaders and decision makers of diverse professions and nationalities
R E S O U R C E S P E A K E R
The Future of Compensation & Benefits Function in the Philippines March 2020 Marco Polo Hotel - Ortigas Center, Pasig City
Was invited by IAM Training Services (one of the largest training & consulting services in the Philippines) as a resource speaker to discuss the relationship between total rewards and workplace culture. The Value of Performance, Recognition & Career Development in Total Rewards Management May 2019 Pan Pacific Hotel - Malate, Manila
Was invited by IAM Training Services (one of the largest training & consulting services in the Philippines) as a resource speaker to discuss the holistic framework of the Total Rewards Management. Out of the six elements of Total Rewards, the following aspects were enumerated and explained to various HR professionals: Portfolio of Work-Life Effectiveness; Management of Performance; Recognition Programs; Learning, Development & Career Opportunities.
Change Management July 2007
De La Salle-College of St. Benilde - Taft Avenue, Manila Was invited by the De La Salle- College of St. Benilde (Career Development Program) as a resource speaker to discuss the importance of change management in the corporate setting, the processes and procedures of enabling the changes of a policy or system and the benefits of effective communication in developing and implementing change in organizations.
6 Resume: Gladys Santiago – Zafra, CHRP ® (2023)
R E F E R E N C E
Available upon request.
GLADYS SANTIAGO - ZAFRA, CHRP®
P E O P L E & C U L T U R E S T R A T E G I S T .
H U M A N C A P I T A L E N A B L E R .
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