Jean Bernice Camat

Achieved successful recruitment for GCB exiting markets and hard-to-fill positions across Asia Pacific. Enhanced recruitment processes for officer to SVP roles, contributing to diversity and compliance goals. Increased hiring efficiency through strategic collaboration with business leaders.

Lead project management initiatives to drive successful outcomes across multiple projects. Oversaw classification and prioritization of projects to enhance operational efficiency. Coordinated with cross-functional teams to align project goals with strategic objectives such as follows:

• Lead the TTOA reduction for ICG Operations in Malaysia and Philippines that contributed to the TTOA reduction of about 15% for 2 quarters which is not just limited to volume hiring but also includes specialized and niche requirements which was highlighted and presented to our Global Townhall
• Led development of skills mapping and design principles to enhance sourcing stratifications implemented regionally which became the reference of all Recruiting Managers in drafting their own design principle for the respective teams across the region
• Created the Maker - Checker Project to confirm certification of CBPS recruiters to ensure that all recruiters are equipped with proper knowledge to adhere in all TA Global Compliance and Regulatory requirements. This has been very useful as they transition to the new model from segmented to end to end recruiter.
• Strengthened partnership with KYC business as Talent Advisor by driving a universal hiring approach for C09 and C10 roles, designed to improve time-to-offer (TTOA) and enhance candidate experience. This included developing comprehensive interview materials and facilitating live interview training sessions for nominated panel members to ensure consistency and quality across assessments.
• Successfully piloted the Universal Hiring Approach through Super Day events in India and Malaysia, achieving results that exceeded selection targets and secured a strong candidate pipeline for upcoming hiring needs. These events have since become a best practice model for future large-scale hiring initiatives.
• Partnered with the Business and Compensation team to implement a process for salary alignment during internal promotions, enabling smoother justification and approval of competitive salary increases while maintaining pay equity and transparency.
• Addressed long-standing KYC hiring challenges in Taiwan by taking on end-to-end recruitment for four complex requisitions beyond my assigned markets—despite these being originally owned by a local recruiter. In addition to filling the roles successfully, I also streamlined outdated practices in the local process, resolving long-pending issues and improving efficiency.

Compiled and delivered data-driven insights and reports for Philippines CSC team, maintaining compliance with regulatory requirements and enhancing collaboration with HR partners and risk control groups.

Created and presented decks and reports to HR Partners for leadership visits to the Philippines, ensuring that Talent Acquisition updates and achievements were accurately represented and aligned with business priorities.

Achieved successful recruitment outcomes by leading a team of 6 professionals in talent acquisition for technology roles at Manulife IT Delivery Center. Developed and implemented effective talent acquisition strategies while managing team operations. Drove recruitment efforts for executives and essential corporate roles across Manulife Philippines, Manulife China Bank Life Assurance Corp, and Manulife Asset Management Corp.

Directed comprehensive recruitment initiatives for positions across all levels, from entry to executive. Partnered with regional stakeholders and country line managers to devise strategies that effectively reduced recruitment lead times and costs.

Assisted in market compensation assessments to attract and retain high-caliber talent. Oversaw the execution of process enhancements to optimize operational workflows.

Managed the compilation of licensing requirements for financial sales associates and coordinated submissions to the licensing team.

Developed and implemented strategic sourcing plans to elevate candidate acquisition efforts.

• Led campus recruitment initiatives to enhance employer visibility and student engagement.
• Oversaw job fair planning and execution to maximize participation and networking opportunities.
• Cultivated relationships with university career services to strengthen recruitment efforts.
• Coordinated logistics and activities for recruitment drives and special events in various geographic areas.
• Facilitated strategic networking initiatives to enhance professional connections.
• Oversaw employee referral strategies to optimize recruitment outcomes. Managed external referral activities to expand talent pipelines and enhance candidate quality.
• Coordinated with stakeholders to refine referral processes and drive engagement.
• Directed high-volume job board campaigns to elevate talent acquisition strategies. Partnered with recruitment teams to enhance job posting workflows.
• Formulated approaches to optimize candidate engagement and drive application rates.
• Analyzed target demographics and crafted tailored social recruiting campaigns to optimize talent acquisition efforts.

Achieved successful candidate selection through comprehensive assessments using behavioral interviewing and technical tools.

Helped in enhancing hiring manager capabilities by delivering targeted coaching on interview techniques, proactive pipelining, and market data insights. Elevated the recruitment process by providing managers with essential tools for identifying the most qualified candidates.

Established and maintained valuable connections with executive search firms, enhancing recruitment effectiveness. Achieved seamless access to the right contacts for confidential searches and niche requirements through strategic relationship management. Streamlined vendor management by executing comprehensive due diligence on contracts with external recruitment firms.

Engaged with branding team to design and implement initiatives that strengthen Manulife's employer brand presence.

Created and implemented sourcing plans and tactics to effectively manage business needs and strategies

• Production of recruitment collaterals like posters and flyers
• Campus Job Fair Activities
• Mass Hirings in various geographical locations depending on the need of the store
• School Partnerships and Activities
• Gathering of graduates list

Facilitated business reviews on cost effectiveness of recruitment activities and deliberate every end of the year to determine effectiveness of recruitment strategies

Regularly meets with Department Managers on targets and timelines on manpower requests for the entire year after computing management needs based on turnover, promotions and openings

Performed end to end recruitment from sourcing to deployment of regular employees from rank and file to officer roles

Supervised and recruited non-regular employees that includes negotiations with possible service providers

Ensured compliance with DOLE 18-A for our staffing roles

Responsible for internal recruitment process including administration of psychological exam and creation of evaluation reports

Responsible for attracting quality candidates and matching them to temporary or permanent positions needed

Dealing with university deans and discuss program proposals. This involves tapping fresh graduates or graduating students ahead of time through: Industry - Academe Partnerships by creating new programs to involve students in training within the premises of the company like internship programs (restaurant and office based)

• Conducts career talks for high school and graduating student which include topics on how to choose a course, career opportunities, resume writing, company advertisement and counseling
• Facilitated faculty immersion by introducing scholarship grants and community involvement activities
• Created a program for Corporate Graduate Trainee
• Handled 3 Sourcing Assistants wherein I conduct performance appraisals and employee development programs

Supplemented Interns on requisitioning departments all year round

Ensured proper onboarding of new hire Management Trainees including but not limited to request of nameplates, uniforms, emails, company phones, laptops and trainings

Created recreational activities like love your health, holiday programs, fun runs, HO Olympic that ensure people involvement

Conducts exit interviews to determine and understand reason why employee resign to serve as basis on people practice improvement.

• Led comprehensive recruitment activity at Megatrade Hall in Megamall, effectively identifying and securing candidates to fulfill hiring objectives.
• Facilitated recruitment efforts for diverse roles from service crew to head office, streamlining candidate selection and onboarding procedures.
• Conducted research on best practices to refine recruitment processes and promote a compelling employer brand narrative.
• Oversaw pooling and sourcing operations to ensure resource availability.
• Facilitated effective candidate evaluations through initial interviews. Achieved thorough assessments by administering relevant exams. Enhanced hiring decisions by delivering well-informed endorsements to hiring managers.
• Facilitated job offer extensions and orchestrated comprehensive company orientation sessions.
• Oversaw completion of 201 file to ensure compliance with regulatory standards.
• Implemented comprehensive re-orientation program for new hires within initial 3 months to support effective onboarding.

• Coordination with clients on manpower requests
• Facilitated initial interview, administration of Battery Test and endorsement of candidates to final interview
• Supervised and mentored HR assistant I
• Joined provincial Jobs fair and kept track of the status
• Acted as support arm for the program and facilitated final interview between provincial applicants to operations managers via phone and generate report after
• Managed the internal and external referral program
• Responsible for online sourcing, job postings
• Coordinated with online partners on their proposals
• Created and managed ACS accounts among social networking sites
• Conducted job offer and orientations to new employees
• Ensures completion of pre hiring requirements
• Generates daily report and monthly accomplishments.