Benedno Gabis

• Worked in conjunction with hiring managers and senior management to discuss department hiring
• Identified and qualified creative and digital candidates and arranged management
• Determined applicant qualifications by interviewing applicants, analyzing responses, and verifying references by comparing qualifications to job descriptions
• Managed job posting for the career page, external websites, and social channels
• Led the creation of recruitment for each open position
• Familiarity with online source recruiting
• Built a pipeline of candidates.

• Contributed broadly to strategic and operational priorities, discussions, and decisions as a member of the senior leadership team
• Developed and implemented best practice systems, frameworks, and models for effective people management and ensured continuous improvement across the HR portfolio
• Together with the President and Senior Vice President, ensured the business complies with relevant employment-related legal and other standards and regulatory requirements
• Ensured appropriate resources and systems are in place for the effective delivery of HR services to the business
• Provided strategic advice and planning on organizational design, workforce planning, and change management
• Provided an appropriate framework of HR policies and HR policy decisions
• Acted as a subject matter expert on HR systems and practices
• Provided operational support to leaders and employees on people management practices
• Maintained strong internal relationships and networks to ensure an understanding of business needs
• Reported proactively to the business and leadership team on HR issues and key indicators
• Delivered HR services (including recruitment, remuneration, employee benefits, and employee relations) within budgeted costs.

• Made sure that hiring processes are within the required parameters - SLAs, cost, and qualifications
• Promoted and strengthened Employer Branding practices that are directly linked to attraction and retention of talents
• Reviewed and cascaded implementation of HR processes particularly in Talent Acquisition, Employee and Relations, and HR Retail Operations
• Provided consultation to People Leaders regarding implementation of the Code of Discipline
• Spearheaded end-to-end processing of employee discipline
• Ensured that attrition rate will not exceed up to 15% monthly - direct hires
• Zero cases of labor cases
• Established and maintained effective relationships with agency partners
• Made sure that the agency partners' processes are compliant with both HOBLI’s rules and DOLE
• On-time monitoring and execution of performance evaluation for probationary employees
• Implementation and monitoring of employee movements - promotion
• Provided mentorship for Account Leads of TA and Labor Relations.

• Worked in conjunction with hiring managers and senior management to discuss department hiring
• Determined applicant qualifications by interviewing applicants, analyzing responses, and verifying references by comparing qualifications to job descriptions
• Managed job posting for the career page, external websites, and social channels
• Led the creation of recruitment for each open position
• Built a pipeline of candidates.

• Partnered with the leadership team to understand and execute the organizations’ human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning
• Provided support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations and investigating allegations of wrongdoing, and terminations
• Managed the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborated with departmental managers to understand skills and competencies required for openings
• Analyzed trends in compensation and benefits; researched and proposed competitive base and incentive pay programs to ensure the organization attracts and retains top talent
• Created learning and development programs and initiatives that provide internal development opportunities for employees
• Oversaw employee disciplinary meetings, terminations, and investigations
• Maintained compliance with local employment laws and regulations and recommended best practices; reviewed policies and practices to maintain compliance
• Maintained knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

• Advised management on the administration of Human Resources policies and procedures
• Led, managed, and influenced other members of the team and employees across the business
• Served as an internal consultant by analyzing the company’s current HR programs and recommending solutions
• Improved and adapted to organizational changes as and when they arose
• Developed, revised, and implemented HR policies and procedures
• Ensured HR programs and services comply with established policies and procedures and Philippine Labor Law and regulations
• Prepared and maintained reports and business plans related to specific HR projects
• Conducted audits of HR activities to ensure compliance
• Presented training activities/sessions related to specific HR programs
• Built relationships both with employees and clients
• Worked with HR systems and IT programs (i.e., Payroll system, HRIS, etc.)
• Ensured proper manpower scheduling for manpower optimization
• Commended subordinates for exemplary work performance and enforced disciplinary action on erring subordinates
• Conducted research/statistical analyses pertaining, among others, to wages/benefits.

• Advised management on the administration of Human Resources policies and procedures
• Led, managed, and influenced other members of the team and employees across the business
• Served as an internal consultant by analyzing the company’s current HR programs and recommending solutions
• Improved and adapted to organizational changes as and when they arose
• Developed, revised, and implemented HR policies and procedures
• Ensured HR programs and services comply with established policies and procedures and Philippine Labor Law and regulations
• Prepared and maintained reports and business plans related to specific HR projects
• Conducted audits of HR activities to ensure compliance
• Presented training activities/sessions related to specific HR programs
• Built relationships both with employees and clients
• Worked with HR systems and IT programs (i.e., Payroll system, HRIS, etc.)
• Ensured proper manpower scheduling for manpower optimization
• Commended subordinates for exemplary work performance and enforced disciplinary action on erring subordinates
• Conducted research/statistical analyses pertaining, among others, to wages/benefits
• Handled Alien Employment Permit (AEP) and 9G VISA for Expats.

• Provided effective leadership in business operation to achieve the business objectives and operating revenue and profit (Responsible for the overall country P&L)
• Developed strategic and tactical business plan (by the overall regional strategy/direction) and helped the company achieve its growth plans, especially in the area of E-commerce logistics
• Assisted in developing operational excellence by building the right organizational structure, setting up infrastructure (IT, physical infrastructure, etc.), and hiring and developing the right people
• Designed an overall performance management system that aligns team and individual performance to the company’s objectives
• Leveraged organization resources and alliance partners to take advantage of opportunities and/or address organizational challenges
• Prepared an annual operating budget and prudently managed the organization's resources to ensure business efficiency, service, and cost-effective management
• Responsible for recruitment, selection, and development of the executive team and constantly identifying and developing a pool of talents within the organization
• Monitored and controlled weekly and monthly P&L and performance of the company
• Identified new business opportunities and/or new services/products based on customer needs and industry development
• Ensured consistent improvement of revenue quality through customer relations management and efficient and effective operation
• Ensured effective induction, training, and development of staff to maximize performance
• Ensured that innovation is stimulated to achieve continuous improvement in all aspects of company business activities.

• Contributed broadly to strategic and operational priorities, discussions, and decisions as a member of the senior leadership team
• Developed and implemented best practice systems, frameworks, and models for effective people management and ensured continuous improvement across the HR portfolio
• Ensured appropriate resources and systems are in place for the effective delivery of HR services to the business
• Provided strategic advice and planning on organizational design, workforce planning, and change management
• Provided an appropriate framework of HR policies and HR policy decisions
• Acted as a subject matter expert on HR systems and practices
• Provided operational support to leaders and employees on people management practices
• Maintained strong internal relationships and networks to ensure an understanding of business needs.

• Advised management on the administration of Human Resources policies and procedures
• Led, managed, and influenced other members of the team and employees across the business
• Served as an internal consultant by analyzing the company’s current HR programs and recommending solutions
• Improved and adapted to organizational changes as and when they arose
• Developed, revised, and implemented HR policies and procedures
• Ensured HR programs and services comply with established policies and procedures and Philippine Labor Law and regulations
• Prepared and maintained reports and business plans related to specific HR projects
• Conducted audits of HR activities to ensure compliance
• Presented training activities/sessions related to specific HR programs
• Built relationships both with employees and clients
• Worked with HR systems and IT programs (i.e., Payroll system, HRIS, etc.)
• Ensured proper manpower scheduling for manpower optimization
• Commended subordinates for exemplary work performance and enforced disciplinary action on erring subordinates
• Conducted research/statistical analyses pertaining, among others, to wages/benefits.

· Contributes broadly to strategic and operational priorities, discussions, and decisions as a member of the senior leadership team.

· Develop and implement best practice systems, frameworks, and models for effective people management and ensure continuous improvement across the HR portfolio.

· Together with the Vice Chairman and President, ensures the business complies with relevant employment-related legal and other standards and regulatory requirements.

· Ensures appropriate resources and systems are in place for the effective delivery of HR services to the business.

· Provides strategic advice and planning on organizational design, workforce planning, and change management.

· Provides an appropriate framework of HR policies and HR policy decisions.

· Acts as a subject matter expert on HR and GA systems and practices.

· Provides operational support to leaders and employees on people management practices.

· Maintains strong internal relationships and networks to ensure an understanding of business needs.

· Maintains a strong network within government agencies.

· Ensures that all permits are up-to-date and secure.

· Manages staff in the human resources and general affairs team.

· Reports proactively to the business and leadership team on HR and GA issues and key indicators.

· Delivers HR services (including recruitment, remuneration, employee benefits, and employee relations) within budgeted costs.

· Handle and represent the company for Alien Employment Permit (AEP) and 9G VISA (Working VISA) for Thai Expats.

• Ensured proper manpower scheduling for manpower optimization
• Ensured the prompt, consistent, and correct implementation of personnel-related policies and procedures
• Ensured the dissemination and adherence of subordinates to established Company Safety Rules and Regulations, SOPs, and other policies
• Displayed professionalism and encouraged safety and environmental practices that encompass the company’s strategy and attitude
• Checked and monitored the correct implementation of wage and salary increases/adjustments
• Commended subordinates for exemplary work performance and enforced disciplinary action on erring subordinates
• Conducted research/statistical analyses pertaining, among others, to wages/benefits
• Formulated, reviewed, and if necessary, recommended amendments to existing personnel policies, procedures, and developed manuals for the department and other end-users.

• Responsible for formulating, implementing, and evaluating HR policies and procedures
• Responsible for providing guidance and assistance to top management on their HR functions and concerns
• Ensured that labor laws and other related government regulations are strictly implemented and followed
• Responsible for ensuring that the organization has the right quantity and quality of manpower at all times
• Responsible for developing, administering, and reviewing employees’ compensation and benefits schemes.

• Responsible for formulating, implementing, and evaluating HR policies and procedures
• Responsible for preparing, implementing, and reviewing the annual business plan and budget of the department
• Responsible for providing guidance and assistance to top management on their HR functions and concerns
• Ensured that labor laws and other related government regulations are strictly implemented and followed
• Responsible for ensuring that the organization has the right quantity and quality of manpower at all times
• Responsible for developing, administering, and reviewing employees’ compensation and benefits schemes
• Responsible for implementing learning and organizational development framework, plans, and interventions
• Responsible for providing mentoring, coaching, and counseling to subordinates and other employees
• Responsible for facilitating periodic performance assessment of subordinates/staff.

• Responsible for planning, developing, and implementing a proper HR strategy
• Responsible for preparing and updating job descriptions, specifications, and coordinating the recruitment process, maintaining knowledge of applicable government laws and directives affecting human resources functions, ensuring the smooth and effective operation of all employee-related activities, mainly in the areas of personnel and administration
• Responsible for developing and implementing effective recruitment strategies to source, screen, interview, and recruit high-quality candidates for various positions
• Responsible for managing end-to-end recruitment functions such as receiving, tracking, and supporting the entire resource request for different accounts, and sourcing candidates through strategic advertisements, internal database, references, and job boards
• Responsible for managing and appraising the compensation, benefits, and performance functions.

• Responsible for planning, developing, and implementing a proper HR strategy
• Responsible for preparing and updating job descriptions, specifications, and coordinating the recruitment process, maintaining knowledge of applicable government laws and directives affecting human resources functions, ensuring the smooth and effective operation of all employee-related activities, mainly in the areas of personnel and administration
• Responsible for designing recruitment advertisements
• Overseeing recruitment and selection
• Responsible for handling recruitment-related reports
• Responsible for conducting interviews and the selection process
• Liaising with department heads to fulfill their manpower requirements
• Responsible for managing and appraising the compensation, benefits, and performance functions
• Responsible for giving orientation for new employees
• Responsible for maintaining an active and organizing database of applicants for various positions
• Responsible for handling all employee relations.

• Directly reported to the Vice President for Human Resources Management division and Top Management Officials
• Responsible for developing and implementing all human resource-related matters, including effective recruitment, induction, appraisal, and remuneration strategies
• Responsible for designing, developing, and implementing a full training and development program for every level of employee
• Guided the management and the organization in compensation and benefits, organization structure, manpower planning, recruitment, selection, performance management, and HR budgets
• Handled a team of HR personnel.

• Responsible for interviewing pupils
• Responsible for giving orientation to parents and pupils
• Responsible for maintaining files of the pupils
• Responsible for assisting teachers and administrators in the different school activities
• Encoding pupils’ records
• Responsible for issuing the graduating pupils’ recommendation form and “good moral character’ forms
• Responsible for administering and interpreting Psychological Tests of pupils
• Counseling.

• Conducted initial interviews among project hired employees
• Oriented newly hired employees
• Transacted with the suppliers
• Checked the sales and stocks of the section
• Managed 150 sales associates in the General Merchandising Section
• Encoded files.