Human Resources Business Partner

MARIA ROWENA NAVOA

PROFILE • More than ** years of experience in Human Resources, (17 years global environment)

• Over 10 years of experience in the Shared Services Organization HR Support environment, handling countries in Asia (China, Japan, Korea, Singapore, Thailand, Vietnam, Myanmar, Brunei, Malaysia, Singapore, Indonesia, Australia, Papua New Guinea, New Zealand and the Philippines), and North Africa (Libya, Algeria and Tunisia).

• HR Business Partner role in Asia and North Africa.

• Subject Matter Expert (SME) in several HR Domains such as Learning and Talent Development, Performance and Rewards Management, Document and Process Standardization and Employee Relations

• Demonstrates a combination of strong business acumen and broad-based HR knowledge to guide the development of comprehensive and integrated HR strategies that attract, develop and retain the breadth of talent required to drive business success. RELEVANT

EXPERIENCE &

ACCOMPLISHMENTS

Employee Services

Creating a trust-based culture that drives long-term performance. Supporting line managers in motivating and engaging the workforce, managing the organization’s workplace conflicts, supporting effective internal communications to ensure employees a good understanding of the goals and purpose of the organization. Providing expert advice on HR matters which covers the legal risks, but also takes account of the company's culture, the business drivers, and the need to keep employees engaged and committed to the firm. Performance and Reward

Ensuring people’s skills, behaviors, values, attitudes and contributions to the success of the organization are rewarded and recognized in a fair, market-based and cost-effective way. Participating in a wide range of reward activities such as establishing salary levels and allowances and managing pay relativities to sustain a high-performance culture. Managing the benefit packages and evaluating effectiveness. Recruitment, resourcing and talent planning

Managing resources (people in the organization) to meet the changing needs of the business and in particular to fulfill the short and long-term requirements of the organization’s strategy. Planning around changing demographics, supply and demand, staff turnover and scarce skills. Learning and Talent Development

Getting the best out of people and linking their skills and capabilities drives performance. Creating a learning plan to deliver the required outcomes that are measurable and focused on business performance improvement and utilizing learning plans to deliver and reduce or eliminate discretionary spending.

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Employee Engagement

Understanding what makes your employees get out of bed in the morning – and what motivates them to go the extra mile when they get to work. Developing and analyzing information obtained through informal and formal means, such as focus groups and workshops to measure the attitudes of the workforce and to share insights with management.

HR Information System and Payroll

Ensuring that all HRIS transactions are performed in an accurate and timely manner, coordinates closely with Area/Country Personnel and HRIS support team to ensure efficient processing of payroll; ensures changes related to Compensation and Benefits policies are implemented accordingly; oversees payroll accounting functions: records and allocates payroll-related compensation and liabilities; audits of the HR/Payroll database regularly; coordinates with IT Support to resolve existing discrepancies and prevent potential new ones; provides expert domain knowledge to assist in responding to questions and queries. SAP Champion for Asia and North Africa

HR Service Quality Lead for Asia

Project Lead for Employee Query Management System (ex-employees) Global Employee Engagement Champion (Engage to Excel by Gallup) Global HR Process Documentation Champion

Change Management Committee Lead for Asia (Migration from Regional Support Center to HR Hub)

Project Manager for Migration to cloud based HRIS. Project Manager for Hire to Retire (Shared Services) EXPERIENCE THE FRED HOLLOWS FOUNDATION

March 18, 2024 to present

PEOPLE PARTNER - ASIA

• Accountable for providing a high standard of operational support and strategic advice for people managers and employees across Asia. This country network currently includes China, Cambodia, Laos, Vietnam, Indonesia, Philippines, Bangladesh, Myanmar, Nepal, Singapore and Hong Kong.

• Actively engaging with people managers and employees and openly communicating in all areas of employment related policies, processes, compliance and issue management by monitoring and managing employee related industry and legislative compliance and providing direction and support as required to effectively manage risk and ensure satisfactory resolution of people-related issues.

• Collaboratively designing and implementing on action plans with each client group that are aligned with the overall People & Organizational Development (POD) strategy and work plans including the implementation of the full employee lifecycle including workforce planning, recruitment, learning and development, remuneration Page 3

and benefits, health and safety, employee engagement, succession planning and information management.

• Partnering with Senior Leaders to develop and implement people policies and practices appropriate to the local context (having regard to local labor laws, cultural norms, program needs) whilst maintaining global consistency across The Foundation.

• Leading POD projects as required. To do this you will be supported by a central People & Development team who will establish global policy and be able to support with some subject matter expertise in areas such as talent and capability.

PILMICO FOODS CORPORATION

August 1, 2017 to December 31, 2023

SENIOR ASSISTANT VICE PRESIDENT, GLOBAL BUSINESS SERVICES March 2020 to December 31, 2023

• Responsible for ensuring and executing strategies to build a world-class organization through attracting and retaining the best talent; creating a total rewards package

(competitive compensation and benefits); maintaining and building an award- winning culture that aligns with the company’s mission, vision and values; increasing employee engagement; workforce planning; succession planning; employee and leadership development; offering trusted business consulting services; and alignment of human capital initiatives with business mission, vision, goals, and business objectives.

• Leads the continuous improvement of the HR function in collaboration with other HR executives to build a world-class organization with strong employee engagement.

• Support the broader HR leadership team to design and execute a progressive and efficient HR Shared Services framework which includes the following:

• Leading the HR Shared Services function to ensure delivery of a progressive, efficient, and consistent employee experience within all aspects of HR operations support provided by the department.

• Accountable for the day-to-day performance of the HR Shared Services team, ensuring clear SLA's and KPI's align to effective and positive employee experience on all services provided.

• Promoting a high-performance culture, with a focus on team collaboration, simplicity, ongoing improvement and creating an excellent employee experience

• Ensures the improvement of efficiency of HR processes through digitization of document driven processes and automation of manual workflows such as onboarding and offboarding and implementing an effective and efficient query management through the use of AI chat bots.

ASSISTANT VICE PRESIDENT, BUSINESS HR

August 2017 to February 2020

• Provides consultation and collaboration across the full spectrum of HR issues, providing feedback to and linkage with all functional components of Human Resources.

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• Builds and manages strategic relationships to proactively facilitate effective information flow, decision making, and actions all on human resources issues across the Group.

• Provides the highest standards of customer service and serves as the 1st point of contact for all HR issues and coordinates with other HR functions to ensure cohesion with corporate practices, procedures, polices and processes.

• Supports and ensures that the annual salary adjustment process, promotion, and equity reviews for assigned unit are occurring.

• Plans and leads organizational design projects to streamline and implement new structures, roles, and/or processes that create speed and efficiency and support rapidly shifting business demands.

• Engages in solving HR problems by gathering facts, conducting proper consultations, and responding appropriately to each situation while working towards solutions that meet stakeholders and management needs.

• Coach senior leaders on HR policies and processes, including talent planning, learning and development, and performance management to promote engagement and a culture of continuous growth and development.

• Partners with the concerned departments to resolve complex and sensitive employee relations matters, conducting investigations, and applying relevant laws, policies, and past practice to mitigate risk for the company.

• Works with leadership to ensure the company fosters and demonstrates a workplace inclusive of creating opportunity, serving others, building trust, innovation and exceeding expectations through good management practices. CITALDEL PACIFIC LTD.

January 1, 2017 to July 31, 2017

TALENT MANAGEMENT AND COMPENSATION & BENEFITS MANAGER

• Leads the recommendation, design, implementation and ongoing administration of the company’s total rewards plan including constructing an innovative comp and benefits strategy that is competitive and aligns with the company’s culture.

• Oversee the development, design, delivery, benchmarking, and metrics for the organization’s talent management solutions and services using innovative design thinking strategies to connect the business with client needs and engage specific talent pools while executing an aggressive talent acquisition strategy. SCHLUMBERGER

April 2000 to December 2016

www.slb.com

EMPLOYEE SUPPORT SPECIALIST (HUMAN RESOURCES BUSINESS PARTNER) HR HUB, KUALA LUMPUR, MALAYSIA

October 15, 2014 to December 31, 2016

• Responsible for aligning business objectives with employees and management in designated business units.

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• Acts as the 'connecting point' between the HR Hub clusters and the respective locations and businesses served. Actively identifies gaps, proposes and implements changes necessary to cover risks.

• Proactively supports the delivery of HR Processes to build a strong business relationship with the internal client.

• Manages complex and difficult HR Projects cross-functionally.

• Acts as the performance improvement driver and provokes positive changes in the people management.

• Specializes in various HR domains to develop expertise, share knowledge and collaborate with the HR counterparts in the field organization and REMS centers.

• Ensures better documentation and improved management of the ever-expanding knowledge base in support of the HR Business Partners in the field.

• Resolves queries, develop expertise, share knowledge and collaborate with their HR counterparts in the field organization and REMS centers.

• Uses analytics and conducts continuous improvement initiatives, with the field HR teams but also within the Hubs.

• Ensures changes related to Compensation and Benefits policies are implemented accordingly.

• Identifies and participates in continuous improvement initiatives EMPLOYEE SERVICES LEADER

MIDDLE EAST REGIONAL SUPPORT CENTER, DUBAI, UAE

January to October 14, 2014

EUROPE AND NORTH AFRICA REGIONAL SUPPORT CENTER, CRAWLEY, WEST SUSSEX, ENGLAND

May to December 2013

MIDDLE EAST REGIONAL SUPPORT CENTER, DUBAI, UAE

January 2012 to February 2013

ASIA REGIONAL SUPPORT CENTER, KUALA LUMPUR, MALAYSIA September 2010 to December 2011

• Manages the implementation of approved policies and procedures to ensure compliance with local legislation and company policy.

• Coordinates closely with Area/Country Personnel and HRIS support team to ensure efficient processing of payroll.

• Monitors the systems and processes in place to ensure they are meeting organizational requirements.

• Manages the implementation of new payrolls or changes in the current payroll system.

• Works closely with Compensation & Benefits, HR IT, Finance, and others, to ensure consistency and coordination.

• Ensures the Payroll department has accurate KPIs and Service Level Agreements to monitor the services delivered by the team.

• Approves and oversees all major modifications in local payroll processes, pay elements, and time and activity reporting, etc.

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• Manages payroll-linked applications to report activity, advance payment, entitlements, etc.

• Keeps current on payroll best practices, products and services in the market.

• Provides expert domain knowledge to assist in responding to questions and queries.

• Identifies and participates in continuous improvement initiatives COMPENSATION AND BENEFITS ANALYST

ASIA REGIONAL SUPPORT CENTER, KUALA LUMPUR, MALAYSIA March 2010 to August 2010

• Supports the Compensation & Benefits Manager to ensure that all Compensation & Benefits in the area of responsibility is compliant with Corporate Compensation principles, policies and guidelines, competitive in the marketplace and compliant with local legal and fiscal regulations.

• Analyzes, reviews, makes recommendations and obtains approval for changes to Compensation and Benefits at the country level to ensure that such benefits are in line with the existing market and consistent with the Corporate principles, policies and guidelines.

• Assists in the development of Home Country policies and procedures to support the compensation and benefits function.

• Participates in local relevant market surveys for both Compensation and Benefits and Compensation & Benefit Reviews to monitor and maintain market positioning.

• Undertakes a Needs Analysis on an annual basis to plan, develop and implement the learning and development strategies across the Region.

• Prepares compensation packages and assignment letters for the assigned population and explains package components to employees.

• Assist in job evaluations and participates in salary surveys and build current salary structures as required.

• Assists Personnel Managers with the annual merit process to incorporate market and business input.

• Monitors and understands all changes to statutory requirements to ensure that benefit plans are compliant with government regulations.

• Supports the development of clear and concise benefits management systems including best practices to ensure smooth execution of benefits administration. HR SUPERVISOR AND SAP CHAMPION, DOHA, QATAR

December 2003 to February 2010

HR SUPERVISOR AND EXECUTIVE ASSISTANT TO COUNTRY MANAGER, KUWAIT April 2000 to November 2003

• Responsible for internal communication to improve awareness and motivation of employees.

• Supports performance management and employee development through performance appraisals, career planning, job descriptions, COR, high-value exercise, promotions and recognition/reward programs.

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• Coordinates staffing; including recruitment, training and development, transfers, and promotions in line with the Business Plan.

• Oversees relocation, induction and orientation for new hires and transferred employees.

• Develops and manages succession plans and implements programs that ensure employee development for key competency requirements (including nationals working overseas).

• Responsible for compensation and benefits strategy, supervision, and administration to ensure competitive compensation practices and a motivated workforce.

• Meets with line management regularly to communicate issues and suggest improvements on current HR processes.

• Actively assists the Country manager during any Crisis management, including developing and implementing a Crisis Management Plan, and managing both internal and external communications.

• Provides expert domain knowledge to assist in responding to questions and queries coming in through HR InTouch.

WORK EXPERIENCE IN THE PHILIPPINES

PERSONNEL & ADMINISTRATION MANAGER, E. EXCEL INTERNATIONAL 1996 to 2000

• Develop and implement HR strategies and initiatives aligned with the overall business strategy.

• Support current and future business needs through the development, engagement, motivation and preservation of human capital.

• Develop and monitor overall HR strategies, systems, tactics and procedures across the organization.

• Bridge management and employee relations by addressing demands, grievances or other issues.

• Manage the recruitment and selection process.

• Oversee and manage a performance appraisal system that drives high performance.

• Maintain pay plan and benefits program.

• Ensure legal compliance

ASSISTANT TRAINING MANAGER, FPD GUARDFORCE

1993-1995

• Identify and assess future and current training needs through job analysis, career paths, annual performance appraisals and consultation with line managers.

• Draw an overall or individualized training and development plan that addresses the needs and expectations.

• Conduct effective induction and orientation sessions.

• Monitor and evaluate training program’s effectiveness, success and ROI periodically and report on them.

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• Resolve any specific problems and tailor programs as necessary.

• Maintain a keen understanding of training trends, developments and best practices HUMAN RESOURCES AND DEVELOPMENT OFFICER, JRK FOODS 1990-1993

EDUCATION THE UNIVERSITY OF STO. TOMAS, MANILA, PHILIPPINES, BACHELOR OF LAWS 1986 to 1990

THE UNIVERSITY OF STO. THOMAS, MANILA, PHILIPPINES, BACHELOR OF SCIENCE IN PSYCHOLOGY

1981 to 1985

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