Employee Relations Manager
Resume:
REGULUS PAUL O. LEGASPI
#**-* ****** **. ****** Estate 3,
Marikina City
WORK EXPERIENCE
Senior Human Resources Business Partner
Asurion Phils. Carmelray Industrial Park 2, Calamba, Laguna
February 2019- June 15, 2020
Main Responsibilities:
1.Oversees and ensures delivery of the HR support for operations and other business functions covering 2000+ workforce, providing an effective and efficient human resource generalist functions that is aligned with the department and company strategic goals.
2.Implements HR strategies within the organization and drives the HR strategy for the client group in all areas of HR support including partnerships and collaborations with COEs: Leadership Development; Performance Management; Organizational Design; Change Management; Building and/or rolling out other fundamental HR programs and practices; Employee Relations; Workforce Optimization.
3.Provides coaching and management to HRBP direct reports in support of overall Operations support model
Key Accountabilities:
Support the TCP Supply Chain Operations team in achieving their business goals and objectives.
Provide Coaching to Leaders and employees.
Be responsible for aligning and communicating HR priorities to the needs of the business.
Influence leadership and peers on a regular basis
Provide effective diagnosis of leader requests re: Organizational Design, Employee Relations, Development requests, etc.
Provide effective change management consulting and advice.
Guide leaders to identify and address talent issues before they impact the business.
Work with business leaders to ensure goal setting, performance evaluation, and performance coaching of their client base. Also leads the identification, planning, and implementation of function-specific organization, leadership, and talent development efforts in conjunction with the Talent and Organization Effectiveness team.
Work with business leaders to develop appropriate organization structures and supports Talent Acquisition priorities.
Working with the Talent Acquisition function to support candidate selection, as required.
Career Milestones
1.Lead the company’s strategy and implementation of both Voluntary and Involuntary Separation program affecting 800 regular employees due to cost cutting.
2.Lead the company’s Org-wide Review Post the redundancy program and approved final Org structure.
3.Revised and Formulated company policies.
Head of Human Resources
Diageo Philippines Inc.
August 1, 2018- February 2019
Main Responsibilities:
Strategize and Leads the whole company’s Multi-Year Plan on the following:
Organization Effectiveness
Talent Assurance
Culture and Mindset
Engagement
Human Resources Head
Supply Chain- San Pedro Laguna Plant
(800 regular FTEs and 700 casuals)
Alaska Milk Corporation – Royal Friesland Campina
June 16, 2016- June 30, 2018
Main Responsibilities:
Due to the recent merging of Alaska Milk Corporation and Friesland Campina, alignment of people strategies, culture, processes and system is needed, ensuring smooth and seamless transition.
To be able to identify the capability gaps of employees and provide them with the right skills to be able to adapt to the changing technology of the industry.
Review the organization structure and implement changes in spans and layers to ensure that the organization is structured efficiently.
Ensure that Union, employee and workforce relations is managed, initiate positive programs to increase productivity, engagement, and harmonious worker relations.
Manage and lead HR operations making HR services accessible to employees, promoting customer centricity.
Oversee talent management strategy and initiatives to acquire and retain high caliber talents needed by the organization.
Career milestones:
1.Formulated Alaska’s Organizational Blue Print that will be the company’s guiding frame work until 2020. Spearhead the transformation of the whole organization through modern Human capital strategy, organizational development, Change management and Transformation initiatives making it agile and sustainable versus market competition.
2.Served as Management Chairman for both supervisory and Rank and File CBA. Was able to close both CBAs within budget and with no operation disruptions.
3.Served as the work steam owner for Mindset and behavior under the WCOM project (World Class Operating Model).
4.Attempt to change job, delivery models and staffing patterns in accordance with business needs and goals parallel to the legal requirements of Philippine laws.
5.Crafting of a suitable consequence management for Alaska and Friesland Campina transition through a robust review of policies, practices and current mindset.
Employee Relations Head/ Human Resources Business Partner for Network Technical Business Group
Director for Human Resources
September 1, 2006 – June 15, 2016 – 10 years
Globe Telecoms
Career Milestones:
1.Project Upswing wherein I spearheaded the Organization Development and Change Management of the project whose main objective is to understand the correct spans and layers needed by the Technical group to become a High performing Organization, the necessary skills and capabilities needed by the group to adapt to the growing telco industry and creating the right mindset and behavior putting customer centricity as one of the major values.
2.Introduced the Performance Management system for Union employees of Globe.
3.Implemented a performance based salary increase for union members different from the traditional negotiated economic and non-economic collective bargaining provisions.
4.Maintained zero incidents of strikes and labor litigation brought about by Union disputes since 2006 up to the present with Globe Telecom.
5.Lead numerous Organizational changes of Globe Telecom enabling its implementation to be peaceful and legally sound.
6.Lead the high engagement scores of Globe in a yearly basis through fun and innovative engagement programs.
Labor Relations
Ensures that people programs/initiatives related to culture building and industrial peace are designed/re-designed to deliver on the employer value proposition.
Delivers relevant and rapid labor consultation to line managers through trainings and one on one dialogue.
Was able to establish standards in employee behavior through the revision of Globe’s Code of Conduct and construction of policy on ethics.
Was able to roll out and sustain integrated programs, initiatives and solutions using methods and strategies adherent to the labor law and CBA.
Sees to it that good rapport with union is established through continuous communication and amicable handling of labor disputes.
Strengthen and improve Responsible Unionism. Advocate alternative dispute resolution for management.
Was able to create a Labor Relations reference library to ensure uniform case and situation treatment thus prevention of legal disputes.
Craft and implement Labor relations strategies to harmonize and align Globe and Innove organizations with different legal entities towards delivering excellent, integrated performance vs. business mandates.
Empower leaders and IS as people and change managers, specifically on their labor relations skills in handling administrative cases, grievance handling, union interaction and counseling of their subordinates.
Human Resources Business Partner
As a strategic partner, enables the assigned Business Group to meet its goals by becoming a more customer-focused, high performing team, through holistic and adapted People, Organization & Culture Strategies, targeted interventions and metrics. Also ensures the health and robustness of leadership and talent pipeline, the strength and quality of employee engagement that drives performance and team success.
Achievements include the staging of a transformation roadmap to bring the Group closer to its desired culture of customer-centricity, proactiveness and collaboration. Developed and deployed culture assessment surveys to measure baseline prior to introduction of change elements, during and after the implementation of organization change with the corresponding repetitive cascade of results to divisional- and regional audiences to elicit broad ownership for continuous improvement on their culture and target operating model. Gave seed idea to organize, drives the agenda and provides ongoing guidance and coaching to Group's communications personnel, in the process institutionalizing regular broadcasts across multiple channels of Group's wins, milestones and developments to instill pride in operational excellence. Introduced volunteaming (volunteerism for community service that feeds team effectiveness), recognition programs, teaming for strengthened alignments across a multi-national technical team. Accumulated impact leading to dramatic improvements in network performance, and overall belief by Group employees that their emergent way of operating is bringing them closer to a shared customer service vision. Comprehensive change management and communications facilitated the Group's major transitions as it endeavors to deploy all-around network infrastructure, technology, systems, organization structure, people, process and culture shifts and transitions. Additionally, kept the organization whole, equipping leaders in their change agent / advocate role.
Employee Relations
Employee Engagement Survey – My team handles the implementation of ESAT in Globe. Partnering with engagement providers, our goal is to attain 100% compliance to the survey. Analyze and assess the appropriate partners and tools of measuring engagement based on the needs of Globe. My team is also responsible for the assessment, analytics, and dissemination of the results to each group within the organization.
Employee Engagement Activities (Design, develop, and supervise implementation of Globe Telecom's Employee Engagement/ Employee Volunteerism Programs)
a)Employee Sports program
b) Health and wellness programs
c) Dinning Hall operations
d) Globe Boutique
e) Employee Volunteerism Program
Change Management- leading the implementation of company-wide initiatives of Globe telecom, ensuring smooth and seamless completion.
HR policies governance- Revised the company’s policy on governance:
-Code of Conduct
- Whistleblower policy
- Corrupt and Unethical practices
-Conflict of Interest policy
-Offsite and Training policies
-Volunteerism Paid-Time-off
HR Leadership Talent Development
- Strategizes and executes integrated Leadership Development Program for high potentials (from emerging young leaders to senior executives)
- Reinforces leadership bench strength by ensuring a healthy pipeline of successors for critical leadership positions
- Collaborates and synergizes the results and deliverables of other workstreams to achieve the desired outcomes of the leadership development program
- Manages the fast-track development programs for management trainees (both fresh college graduates and MBA graduates)
- Manages the international and regional talent exchange program of Globe with SingTel alliances and Globe international offices
- Manages the Ayala and Singapore Telecom Leadership program offerings for executives
Head, Human Resources (Employee & Labor Relations and Compensation & Benefits, Recruitment and Training),
Manager level
December 1, 2001 – September 2006 (5 years)
San Miguel Corporation – San Miguel Packaging Products Metal Closure & Lithography Plant
Canlubang, Laguna
Employee and Labor Relations
Facilitates, Recommends position for administrative investigation, grievances & Labor Management Conference
Prepares communication to employees and union officers regarding company guidelines
Update management on current issues related to labor union/ matters
Facilitates agreements in dialogues and monitors compliance
Legal research for interpretation of related labor Laws, CRR, CBA
Provides liaison services to Office of the General Counsel / DOLE-IV
Provides recommendations to management on how to best handle labor issues/concerns and maintain industrial peace.
Compensation
Oversees in the area of wage and salary administration.
Manages the planning of new compensation programs to ensure competitiveness of the company’s salary structure.
Oversees personnel movements and salary changes.
Manages the implementation of plant’s performance motivation programs.
Reviews and updates position descriptions to establish duties and responsibilities of individual position holder.
Oversees job analysis study of the organizational unit or other organization.
Approves position description questionnaires based on the job classification.
Heads the Job evaluation committee.
Recommends amount of salary Increase and discuss with operations / Project manager for review and approval.
Benefits
Oversees in the implementation of employee benefits ( loans, SSS loans, Pag-ibig, Philhealth and company benefits)
Oversees in the hospitalization and medical benefits of employees
Oversees in the implementation of employee benefits ( loans, SSS loans, pag-ibig,etc.)
Develops systems/processes in benefits administration to help serve employees more effectively
Employee Benefits / Welfare
Ensures implementation of Uniform Benefits for employees
Plans, leads and organizes activities of the plant for employees
Organizes and implements sports and recreational programs of the plant
Monitors in the implementation of Shuttle services
Monitors Canteen Operations
Develops and handles committee meetings for employee-related activities
Community and Industrial Relations
Provides advisory services to cooperatives, as the need arises
Provides intervention in case of internal conflict within the cooperative
Gives resolution of problems arising from external agencies (vs. cooperatives)
Recruitment
Oversees the whole recruitment process of San Miguel Packaging Products- Metal Closure and Lithography Plant.
Others
Oversees in the implementation of HR-special programs (Automated Time Keeping, SAP, SARS implementation)
Oversees in the implementation of SAP HRIS
Reviews and monitors plant security reports and journal
Makes the fixed cost monitoring for HRD and payment endorsements for services and contractors
Territory Manager, October 2000 – March 2001
Solvay-Pharma Phil. Inc.
2/F Port Royal Place 118 Rada Street
Legaspi Village, Makati City
Territory Manager, April 1999 – April 2000
Schering –Plough Corporation
12/F San Miguel Properties Center
St. Francis St. Ortigas Center, Mandaluyong City
EDUCATIONAL BACKGROUND
Diploma Course (2003)
Industrial Relations
De La Salle University, Manila
Bachelor of Science (1999)
Major in Psychology
University of Santo Tomas, Manila
SEMINARS AND TRAININGS ATTENDED
Leading Performance training- Jakarta, Indonesia
WCOM-Reload Pull Forward – Royal Friesland, Thailand
HR Business Partnering Training- Singapore
Seminar on termination, Discipline and grievance handling skills for managers and supervisors.
Human Resources Management
The Core functions of Human Resources Management
Leadership and Motivation learning session
Training the trainors
Seven Habits of highly effective people
Worker’s Institute on labor laws (School of Labor and Industrial Relations)
Organization Development- Ateneo de Manila
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