Allan Villagonzalo

 ALLAN R. VILLAGONZALO Southern Hills Residences, Putatan, Muntinlupa, Philippines Cell No- –- --------------------------------------------------------------------------------------------------------------------- PROFESSIONAL SUMMARY HR and ADMIN practitioner with more than 15 years' experience coordinating, planning and supporting daily operational HR and Administrative functions. Demonstrated capacity to provide comprehensive support for HR and Administrative management across all level of executive personnel in diversified culture.  Dedicated HR professional with strong grasp of employment laws, compliance issues and benefits plans. Successfully introduces process improvements and staff-development initiatives to drive corporate goal attainment.  Understanding HR Generalist adept at managing a wide range of employee relations issues. Driven HR Practitioner, bringing an innovative approach to human resource management while creating a team-driven environment that fosters room for development and growth. --------------------------------------------------------------------------------------------------------------------- ACCOMPLISHMENTS: Legal Acumen –  In-depth knowledge of legal proceeding, briefs, motions, client assessment, contract negotiation and review and government mandated compliances. Human Resources –  Interviewed, hired and trained team of four direct reports, increasing department productivity and client acquisition rates. Trained over a number of hiring managers on behavioral interviewing techniques, hiring processes and on-boarding. Recorded and filed employee benefit, salary and annual evaluation information. Learning Development - Plans, designs, implement training programs that is tailored-fit on the employee needs. Provide strategic alignment between employee workforce learning and development goals with the goals of the organization. Organizational Development - Review and analyzed the existing organizational procedure manual and identify gaps. Review and revise HR Manual and ensure the inclusion of all aspects related to Selection and Engagement, Staff Development, Performance Management, Retention Program, Employee Relations Management. Support executive team to establish appropriate system in line with organizational mandate and provide mentorship for implementation of standard procedures. Management Support - Ensured smooth operations by supporting executive team. Training - Responsible for training all employees to ensure continued quality of customer service. File Management –  Prepared monthly reports for records, closed terminated records, completed final audit of charts and insured that all documentation has been received and filed. Policy Development –  Developed and implemented employee manual outlining all proper business procedures and office policies. Developed and implemented policies employee’s benefits. Staffing Worked directly with recruiting managers to streamline hiring and on boarding process. Supervision – Supervised HR t am to monitor HR activities and goal achievement. --------------------------------------------------------------------------------------------------------------------- SKILLS WORKING HISTORY HR Officer (Project Based iNGO) ChildFund International, Philippines Mar 2013 to May 2019 Responsible for National Office administration and implementation of global HR practices that support the global strategy as well as Yolanda Humanitarian Response. In coordination with National Office responsible for the design and administration of local adaptation of organizational HR policies, information dissemination and compliance and contract management. Ensures that all contractual services (staffing, consultancies and other services) are in compliance with local labor laws and Organizational HR policy; responsible for regulatory compliance (i.e., work permits, visas) and administration. Responsible for coordination of recruitment program to include workforce planning vacancy management, application and selection process, staff on boarding and personnel records management. Provides consultation in staff disciplinary process in order to ensure compliance with organizational standards; primary advisor to management on appropriate actions for prevention and response to employment related legal concerns. Provide consultations for employee's grievance program, ensuring issues are managed within organizational policy and local labor regulations. Responsible for building staff capacities through administration and management of training and development programs. Responsible for implementation and coordination for organizational performance management process; ensure annual goal setting, routine performance feedback for staff, year-end appraisals completion and regional/IO reporting. HUMAN RESOURCES PROCESS ADMINISTRATION Develop, maintain and manage the HR process to align the delivery of HR Support to meet business needs across all the following range of HR processes: Maintain staff records by ensuring that the electronic and hard filing system is kept up to date through the HR system. Including updating employee lifecycle information and performance management records. Provide advice to country programmes on how to set up their HR systems. Track expiry dates of staff employment contracts and report to different managers a head of time. In charge of preparing consultancy agreements and its required processes. provide efficient benefits administration to staff, including: - Monitoring staff’s leave by updating the computerized and manual personnel files with leave and absence details,  - Controlling/ monitoring cost of other Global benefits (school fees, relocation, and accommodation) - Processing medical expenses claims querying any anomalies against procedure. Liaise with internal and external stakeholder whenever necessary. Update and maintain staffs in GOLD, this includes, absences, medical expenses, job data, personal data, performance reviews, new hires and leavers.  Supports the HR team in coordination activities e.g. diary management, travel bookings, agenda, logistic of HR meetings, etc.  Supports the Country HR Manager in the leavers’ process of employees.  RECRUITMENT & INDUCTION Focal point for country roles below senior levels, coordinating and effectively delivering the recruitment process as needed by working with recruiting managers and other HR team members.  This will be for each stage of the process from the original planning meeting, placing advertisements, arranging interviews, medical checks, references and issuing contracts. At times, this will also be to provide advice and best practice understanding to managers. Keeping up to date the relevant information related to recruitment i.e. hard copy and on our online recruitment system.  Ensure that induction of the new recruited staffs in the country is carried out by planning with the recruiting manager and coordinating its implementation.  REWARD and PERFORMANCE MANAGEMENT Provide basic advice based on Rewards policies. Support the HR Manager in participating on the annual Market Survey for the Philippines and in the performance management. HR INFORMATION SUPPORT FOR THE COUNTRY​​ Provide support on HR policy and questions in relation to their legal rights and benefits, as per their contracts and the Philippine law. Provides assistance in coordinating and communicating aspects of HR processes for the country e.g. Performance Management, Talent Management, Learning & Development. This will involve planning and communicating these processes in a timely manner, to meet key deadlines through written and presentation communication. Distributes and provides updated information with regards to new policies and procedures related to HR i.e. communicating when there is significant update to internal policy and Philippine labor law. GOLD Administrator​​ (HRIS) Act as the Country HR System (GOLD) Administrator to ensure up to date information on the HR systems and quality of information for the country office and Haiyan Response. ADMIN SUPPORT​​ Support for office management (including permits, leases, services, support staffs) Administrative management of the expatriate. Carry out any additional responsibility as required by the line manager. Oversee office management and maintenance. Monitor the code of conduct, cleanliness and decorum of the office premises including working rooms and areas surrounding office building. In times of emergency and / or crisis, there is an expectation for these responsibilities to change slightly as well as the ways of working within the HR team. In these situations, in countries there may also be a requirement to work for short periods in Country HR within an emergency response team. Other tasks that maybe assigned from time to time. Responsible for visibility requirements and materials needed for the response. HR Manager VTalkers BPO, Singapore Oct 2005 to Jan 2013 Reason for Leaving: Economic Recession Administer HR management in the formulation and development of new policies to meet the demands of the company and review its existing HR frameworks and procedures to ensure compliance and competitiveness with benefits programs to attract and retain potential employees. Administer payroll through HRIS system and ensure compliance at all times. Impart the company processes and legal requirements of corporate businesses are in compliance with the trend and business practices operating the same industry:  Deal with complex disciplinary/grievance and HR issues, using HR and company knowledge evidencing appropriate decision making skills. Manage HR related budgets. Provide support to managers in the recruitment process and participate in the selection of staff, as appropriate. Develop, implement and maintain HR policies, procedures and templates to ensure effective, fair and consistent management of staff throughout the organization, and ensure that the staff handbook is comprehensive, up-to-date and aligned to Company's organizational policies. Work closely with senior and line managers, providing them with expert guidance, coaching and support on the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, restructuring of services, performance management, redundancy planning, career development and disciplinary actions etc.), in order to ensure a consistent and fair approach to people management. Manage investigations, disciplinary and grievance matters in conjunction with Company's policies and procedures. Ensure information held on the HR network drive and personnel files is accurate and complies with any legal or data protection policies. In consultation with line managers, follow up individual development needs and source external training provision as and when required, monitoring training costs against budget. With management support, develop relevant and effective workforce strategies, policies and procedures for an effective and sustainable workforce. Including guiding the managers to develop of their people, providing advice, guidance and ad-hoc training on Personal Development Plans and work with the business area to establish and introduce systems that identify employees with high potential, develop career paths in consideration of key roles for succession planning and self-development. Develop and implement effective strategies to attract, recruit, develop and retain a contemporary workforce. Coordinate compensation processes like the salary planning, bonus planning and incentive schemes development. Monitor and review the system of performance appraisal and continually develop as necessary, ensuring that annual appraisals are carried out in a timely manner and followed up. Other general duties as required. Contribute to the development and improvement of OH&S and risk management initiatives and practices in the workplace. Successful market research and analysis on benefits programs commensurate to job level in the pursuit of retention programs. Quarterly manpower planning and staffing. Effectively implemented employee communication processes and customer support services. Impart Corporate Social Responsibility. HR Manager Sheyalaine Pharmaceuticals (Inclusive HR Supervisory Role) Jun 2000 to Sep 2005 Reason for Leaving: Employment Abroad Work closely with corporate business units in handling corporate HR cum Administrative functions in the strategic budgeting and development planning of Human Resource Management and operational support lest assistance in the implementation and due execution of various HR services in the areas of Recruitment, Training & Talent Development, Performance Management Review, Health Management Program, Compensation & Benefits, Employee and Industrial Relations.​  Developed and enforced company policy and procedures relating to all phases of human resources activity. Built a comprehensive employee recruiting strategy. Managed all aspects of leave administration, including employee notifications and disability programs and health benefits. Conducted job analysis and job evaluations, resulting in quality job specifications. Developed innovative new-employee orientation programs, including safety training. Acted as liaison between employees and insurance carriers to resolve problems and clarify benefits. Updated key human resource metrics, including turnover and terminations, using reporting tools on the HRMS database. Processed unemployment claims and acted as the company representative at unemployment hearings abroad. Resolved employment-related disputes through proactive communication. Administered compensation, benefits and performance management systems and safety and recreation programs. Represented organization at personnel-related hearings and investigations. HR Assistant – HR Officer Sheyalaine Pharmaceuticals May 1995 to Jun 2000 Provide HR and Administrative support and services with strategic business units operating internationally. Administer and supervises HR cum Administrative processes in the areas of Selection and Engagement, Job matching, Compensation & Benefits, Health Management program, Training programs and the likes. Assist with day to day operations of the HR functions and duties. Provide clerical and administrative support to Human Resources executives. Compile and update employee records (hard and soft copies). Process documentation and prepare reports relating to personnel activities (staffing, recruitment, training, grievances, performance evaluations etc). Coordinate HR projects (meetings, training, surveys etc) and take minutes. Deal with employee requests regarding human resources issues, rules, and regulations. Assist in payroll preparation by providing relevant data (absences, bonus, leaves, etc). Communicate with public services when necessary. Properly handle complaints and grievance procedures. Conduct initial orientation to newly hired employees. LEGAL MANAGEMENT Closely coordinate with legal counsels’ compliance and paralegal matters and provide administrative support. Upkeep corporate records and documents in the database for corporate meeting. Ensure compliance of corporate business operations and provide feedback. Conduct other paralegal support to legal counsels in legal and corporate matters. Maintain and update status reports pertaining to legal and corporate matters. ​​ --------------------------------------------------------------------------------------------------------------------- PROFESSIONAL DEVELOPMENT Job Evaluations and Leveling Market Surveys on Salary Schemes Job Competencies Coaching & Shadowing Programs Customer Service Satisfaction Work Attitude & Values Enhancement Leadership Trainings & Seminar Workshops Integrative Learning & Effective communication processes TECHNICAL CAPABILITIES Sphere Standards Core Competencies Humanitarian Framework Profiling through HR Statistical Reports. Attrition reports with Pareto Analysis. Collective Bargaining Agreement with Unions. Employee and Industrial relations. Ability to develop and managed events. Administrative due process. Strong understanding of internal communications and methodologies. BEHAVIORAL COMPETENCIES Communication skills Planning and Organizing Costumer Focus Influence and persuasion Customer Service Educational Attainment March 2005Bachelor of Laws University of the Visayas, Cebu City October 1998Bachelor of Arts: Political Science University of Mindanao, Davao City Cum Laude Graduate April 1999master’s degree: Urban and Regional Planning University of the Philippines, Davao “Earned Units” March 1995Notre Dame of Kidapawan College Highschool Diploma Graduate March 1991Kidapawan Pilot Elementary School Primary Diploma Graduate