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Michele Villanueva Professional Profile

PROFESSIONAL PROFILE

A key member of the Senior Leadership

team driving strategic initiatives to support

People Priorities & streamline HR processes

to achieve business objectives, in multi-

cultural setting. Essential roles spanning

over 20 years include effective

management & execution of systems

encompassing the HR spectrum, & in

parallel, General Administration.

CORE SKILLS

Human Resources

Strategic & Operations HR

Organization Development

Talent Acquisition

Talent Management & Development

(Succession, Localization)

Performance & Rewards Management

HR Business Partnership & Business

Account Management

Employee & Labor Relations

HR Regulatory compliance

Process Improvement

General Administration

Global Mobility Management

Visa, Travel & Accommodation

Building & Utilities Administration

Project & Events Management

Government & external relations

ACADEMIC PROFILE

De La Sale University Manila 2003-2004

Diploma in HR Management

(Human Resource Planning, Development of Training

Programs, Compensation Management, Performance

Management, HR Operations & IT, Industrial Relations) Ateneo de Manila University

Graduate School of Business 1998-2000

MBA Major in HR

Aquinas University 1984-1988

BS in Accountancy

CUM LAUDE

Academic Scholar

CONTACT DETAILS

PHONE

Vietnam +84-866******

WhatsApp +63-917*******

EMAIL

adljqj@r.postjobfree.com

MICHELE VILLANUEVA

Human Resources & General Administration

CAREER ACHIEVEMENTS

Strategic HR & Org Development

Led the following initiatives

Japanese Containerized Liner

Business-wide Mission, Vision, Values (VMV) planning aimed at culture change, optimizing performance & efficiency

Restructuring processes, communication tools, & documentation to support ISO certification

Global Apparel Manufacturer

Implementation of 360-degree leadership survey from Levi Strauss global headquarters, including instructional training

Focus Group Discussions (FGD), Structured Interviews, Pulse Survey to enhance people engagement

Japanese Containerized Liner, Knowledge Process Outsourcing (KPO), Global Apparel Manufacturer, Commercial Bank

Process Consultation & Work-flow Mapping to identify & lower errors, empower people on significant changes in workflow & turnaround time

Re-engineered Human Resources team, streamlined infrastructure, & transitioned operations to shared service for efficient management of stakeholder requirements

Nike Footwear Manufacturer

Strategic Planning & Initiatives

As key member of leadership team, actively supported o Division Strategic Planning process/ Direction, integration, communication & functional implementation

o Key Group level HR policies

Authored 3-year HR Strategic Plan

Designed communication cadence for workforce alignment with & regular reinforcement of Vision Mission & Values (VMV)

Designed Organization Review Program which includes 3 Phases, & organized 4 workstream teams to partner with a group of business verticals

Phase 1: Optimizing Efficiency through assessment of the company’s Span

(number of people reporting to one supervisor) & Layer (number of reporting levels). Target Outputs- Current & Recommended Span & Layer, Supervisor Assignments

Phase 2: Functional Structure Assessment to review the company’s department & job functions as well as their inter-relations, stakeholders, processes, people. Target Outputs- Leaner, agile, common-goal driven organization.

Phase 3: Workforce Planning & Management which includes resource management for current & future requirements to meet business objectives. Target Outputs- Workforce Plan, Job Architecture (Job Grades/Levels, Job Families, Job Functions & Titles, Org Charts & JDs)

Authored JDs for significant roles as

Senior Leadership for Manufacturing Operations, Manufacturing Excellence, Product Creation Center, Shared Services

Group Leadership for Construction, Facility Management, Security, Sustainable Manufacturing/Health & Safety, Quality Management, HRBP

Senior Leadership for General Manager of Manufacturing Operations; Division Directors of Human Resources, Planning & Sourcing, Security, Strategic Planning, Sustainable Manufacturing Process

PCC Team- PCC Division Director, Development Director, Development Manager, Category Manager, Category Lead, Developers & Associates

Human Resources Team- Manager, Factory Leads- Talent Acquisition, Compensation & Benefit, Training, Employee & Labor Relations 2 4 Pages

Michele Villanueva Professional Profile

KEY ROLES HANDLED

Human Resources

Strategic Planning & Initiatives

Develop critical programs to support

the business, including those for

Organization Design & Development,

Talent Acquisition, Management &

Development; Performance &

Rewards Management System

Organization Development

Lead change management initiatives,

& organization design

Promote engagement thru effective

management of communication &

feedback including employee

meetings/ events, pulse surveys, focus

group discussions (FGD), one-on-one

meetings

Governance

Ensure compliance with Government

Regulatory requirements on Labor;

review, create, consistently & fairly

implement internal HR-related policies

& procedures

Effectively partner with Sustainable

Manufacturing Performance (SMP)

Team on consistent application of

Code of Conduct, Leadership &

Business Operations Standards

Development of HR Function

Assess factory base HR Teams’ current

technical competencies, identify gaps,

develop, & / or acquire talents to meet

business requirements

Manage HR function across Division

factories, providing continuing

development thru coaching

Develop & implement effective

communication strategy by

o Establishing regular connection among

factories & Group Leadership to ensure

alignment of expectations

o Demonstrating a One HR Team concept

o Supporting clear communication lines

across a diverse workforce

Talent Acquisition (TA)

Sustain a productive workforce by

ensuring role clarity, thru precise job

descriptions, highlighting role

requirements & expectations

Talent Management & Development

Establish Succession Planning Strategy

including

o Parameters to identify High Potential

Talents (HPT)

o Identification of successors for all key

positions to aid business continuity

o Building Individual Development Plans

(IDP), monitoring & evaluation system

before appointment to a target position/

promotion

o Development of successors for key

positions to aid localization

Organized Senior Leadership town hall meetings for cascading business outlook in view of Covid-19 crisis

Led documentation & preparation for annual Nike HRM Assessment Tool

Represented leadership team for Lean Training Program. Implemented Human Value Steam at the factory level.

Talent Acquisition

Global Apparel Manufacturer

Grew expat & local workforce from 800 to 1800+ in 1 year

Strengthened workforce resource by increasing visibility & synergizing corporate social responsibility efforts within the community (i.e. supporting persons with disability, HIV-AIDS)

Nike Footwear Manufacturer

Managed HR Teams of 3 factories with 28 staff members each

Restructured HR team organization to support footwear business growth, expanding overall factory workforce 29K+ to 40K+ within one year

Established TA strategy, strengthening sourcing channels suitable for each factory location, including

Standardized selection assessment of technical, basic, managerial, & leadership competencies to ensure superior workforce

Professional level Intern programs, identifying projects & tracking their conversion to regular employment

Strengthened corporate brand by enhanced relations with top tier universities, creating talent pipelines to support key functional requirements

Strengthened community relations thru CSR activities & networking with local leaders to create pipeline for worker requirements Japanese Containerized Liner, Big 4 Audit Firm, KPO, Global Apparel Manufacturer

Established Campus Relations & Talent Acquisition Committee

Structured workforce & talent sourcing assessment processes ideal for volume recruitment

Introduced Alumni Program to engage previous employees, & establish networking for future workforce & talent requirements Commercial Bank

Partnered with external vendor to establish strategic talent acquisition programs including such assessment tools as Artificial Intelligence (AI) Interview, & Early identification of High Potential Talents (HPT) Talent Management & Development

Global Apparel Manufacturer

Established language proficiency classes (English for non-English speaking Vietnamese employees & Vietnamese for non-Vietnamese speaking expatriates) to aid effective communication

Commercial Bank

Designed & implemented

Early ID Program, identifying HPT, tracking their performance & enabling fast- track development & career path to leadership

Succession Planning Program, Potential & Competency Assessment in partnership with external provider, Career Aspiration Assessment, & Individual Development Plan (IDP); evaluation system prior to appointment

Competency framework & rubric design

Mentoring Program essentially aiding HPT consultation, career mapping & managing expectations to meet career goals

Nike Footwear Manufacturer

Designed Succession Plan, presented to Nike

Established parameters for identifying successors of executive & senior leadership positions based on defined

o Potential

o Technical competency

o Leadership Competency

Development Plan

3 4 Pages

Michele Villanueva Professional Profile

Learning & Development

Lead the conduct of Training Needs

Analysis (TNA) to focus on most

relevant development requirements

aligned with strategies

Rewards & Recognition

Salary Administration

o Participate in annual salary survey for

professional level positions to attract

superior talents & support localization

strategy

o Track pay systems for effectiveness, cost

efficiency & fairness to support pay for

performance & increases resulting from

promotion or job change

Benefits

o Review & enhance benefit scheme to

support a solid rewards system that drive

retention & address competition

Performance Management

o Align with Division Strategies to design &

implement PMS linked with competency

framework- technical, basic,

management & leadership, as well as

values

General Administration

Develop strategies to improve systems,

processes, & solutions that provide up-to-

par stakeholder service

Manage building administration,

including perimeter upkeep,

maintenance of facilities, furniture,

fixture, as well as general security

Lead project planning & oversee all

administrative aspects to include licenses

& permits, construction & risk

management

Manage design & implementation of

work / capacity plan for GA workforce,

security force, drivers, utility personnel

Lead annual budget planning,

monitoring & documentation of usage

Lead teams to efficiently carry-out daily

management of GA services covering

work permit, residence certificate, visa,

travel, logistics & fleet

expat accommodation

vendor & procurement

supply chain for materials planning

assets

document management

budget

admin assistant & secretary pool

Manage external affairs with government

& regulatory bodies, forging network &

positive relations

Designed L&D strategy aligned with factory requirements, & training systems for o New Employee Onboarding (NEO)

o Technical & Soft Skills

o Cross-posting

o Managerial & leadership competencies

o Training metrics

Designed program implementation cadence of Nike Global Development Evolution & IDP, aimed at technical & leadership competency enhancement of Product Creation Center (PCC) Developers

Reviewed, enhanced existing factory HR training materials

Assessed HR’s organizational structure & roles, set-up consistency across Division factories

Performance & Rewards Management

Japanese Containerized Liner, Big 4 Audit Firm, KPO, Global Apparel Manufacturer

Established Job Architecture (Job Levels/ Grades, Functions, Titles, & Descriptions)

Designed & implemented light performance management system

Restructured Rewards System, merged current benefits to create corporate savings, while enhancing:

Retirement Plan beyond basic legal requirements, to reward loyal service

Group Yearly Renewable Term (GYRT) Life, Group Personal Accident (GPA) Insurance, comprehensive Medical Insurance covers for expatriates

Designed referral system for successfully signed-in recommended candidates Global Apparel Manufacturer

Conducted independent soft survey on Compensation & Benefits among leading apparel companies in Vietnam to align rewards Nike Footwear Manufacturer

Coached Group Shared Services Lead on Annual Performance Review of 1- downs, including support in writing of scripts for 1:1 conversation

Enhanced Performance Improvement Plan process & form Employee & Labor Relations

Global Apparel Manufacturer

Facilitated compliance with Vietnam Government Regulatory Requirements

Establishment registration with Department of Labor

Expatriate Visa, Work Permit, Temporary Resident documents

Led committee to review, revise, provide documentation on Labor, Tax, Social Security, National Statistics government audit

Initiated review, revision, & implementation of Employee Handbook on Rules

& Code of Conduct

Containerized Liner, Big 4 Audit Firm, Global Apparel Manufacturer

Developed HR Policies & SOPS

Created Employee Committees, & led setting up of Manuals on Implementing Rules & Regulations on Security / Safety, Anti-Sexual Harassment in the Workplace, Drug-Free Workplace, & HIV-AIDS Awareness in the Workplace

Established Ethics & Discipline Committee to govern grievance escalation & resolution, as well as discipline

Nike Footwear Manufacturer

Led grievance investigations, including fact-finding research, formulation of questions, conclusion & recommendations

Employee termination tantamount to constructive dismissal

Employee transfer

Verbal Abuse

Vendor-related fraud

Liaised with external legal counsel for documenting & implementing critical EOCs

Initiated review, revision, & implementation of Employee Handbook

Designed implementation cadence of Nike Employee Well Being (EWB) Survey

& communication, set up of Kaizen based on findings & FGD results 4 4 Pages

Michele Villanueva Professional Profile

HR Business Partnership

Nike Footwear Manufacturer

As Group HRBP Lead, managed the following business verticals by supporting key decisions, coaching & advising on issues relating to workforce plan & acquisition, employee & labor relations

Designed HRBP of Choice, shifting from administrative to consultative & SLA- driven-team concept, where business vertical accounts provide quarterly feedback/rating on HRBPs based of agreed priorities General Administration

Big 4 Audit Firm, French Pharma

Established Global Mobility process for overseas secondment of expats French Pharma, Big 4 Audit Firm,

Led 5-day corporate social responsibility event around local communities Global Apparel Manufacturer

Established networking with government authorities in Ninh Binh province to enable positive & collaborative relations

CAREER HISTORY

Nike Division (Contract)

Group HR Business Partner Lead

CLG Vietnam– Sept 30, 2019 to date

Division HR Director

HFG Vietnam – August 9, 2018 to August 15, 2019

#2 Global Footwear Manufacturer with over 20 brands & 140K workforce Vice President, HRBP Lead

Concurrent OD Lead- Talent Management

Group HR, Metropolitan Bank & Trust Company – 2014 to 2018 Commercial Bank in the Philippines with 18K workforce Head of Human Resource & Administration

Levi Strauss Vietnam Co., Ltd. – 2011 to 2014 (factory closure) Global Apparel Manufacturer O&O factory in Ninh Binh Vietnam with 1.8K+ workforce Human Capital Director

Medicall Philippines, Inc. Ltd. – 2009 to 2011

Knowledge Process Outsourcing (KPO) with 2K workforce Human Resources Director

KPMG Philippines – 2006 to 2009

Big 4 Audit Firm with 3K workforce

Human Resources Head

Deloitte Philippines – 2004 to 2006

Big 4 Audit Firm with 3K workforce

Human Resources & General Administration Head

MOL Philippines – 2002 to 2004

Leading Japanese Containerized Liner

Office Manager / HR Manager for Expat

Les Laboratoires Servier Philippines – 1996 to 2002 Research-based French Pharmaceutical company for ethical medicines Trade Finance Associate

Corporate Banking, ING Bank Philippines – 1991 to 1996 Dutch Bank engaged in Corporate, Private & Trade Finance

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