Ma. Paula May Jose

• Recruitment: Develop and oversee recruitment strategies to attract top talent, ensuring a smooth and efficient hiring process that aligns with organizational needs.
• Performance Management: Implement and manage performance evaluation systems, providing feedback mechanisms and development plans to enhance employee productivity and alignment with business goals.
• Compensation and Benefits: Design and review compensation structures and benefits programs to ensure competitiveness, compliance, and alignment with employee retention strategies.
• Training: Identify training needs and oversee the development and implementation of training programs to support skill development and career growth.
• Offboarding: Manage the offboarding process to ensure a seamless transition, including conducting exit interviews and analyzing feedback to inform retention strategies.
• Administrative: Ensure accurate and efficient HR administrative functions, including record-keeping, reporting, and data management to support HR operations.
• Employee Relations (ER) and Labor: Foster positive employee relations through effective conflict resolution, employee engagement initiatives, and ensuring adherence to labor laws.
• Compliance: Ensure that all HR policies and practices comply with local labor laws and regulatory requirements, minimizing risk and maintaining ethical standards.
• Process Improvement: Continuously assess and optimize HR processes to increase efficiency, reduce costs, and improve the employee experience.
• Strategic Planning: Collaborate with leadership to align HR strategies with the organization's vision and long-term objectives, supporting sustainable growth and adaptability.
• Talent Development: Develop talent management strategies that include succession planning, career pathing, and targeted development programs to support internal mobility and growth.
• Organizational Development (Org Dev): Lead initiatives to strengthen organizational culture, promote change management, and support team effectiveness through OD interventions.

Career Progression:

• Team Leader : Oct 2019 to March 2021 (under MediLink)
• Assistant Manager : April 2021 to September 2022 (under MediLink)

• Project Coordination and Implementation: Assist in planning, organizing, and executing special HR projects, including workforce planning, employee engagement initiatives, and policy development. Collaborate with HR team members to ensure projects align with organizational goals and are completed on schedule.
• Data Analysis and Reporting: Conduct data gathering and analysis for special projects, providing insights to support HR decision-making. Prepare reports, presentations, and documentation that highlight key findings, trends, and recommendations based on project results.
• Cross-Functional Support and Collaboration: Work closely with other departments and stakeholders to facilitate HR projects that impact the broader organization. Assist in developing and implementing strategies for continuous improvement, focusing on enhancing HR processes and overall employee experience.

• Account Management and Customer Relations: Maintain relationships with assigned accounts, ensuring client satisfaction and addressing any issues or concerns. Act as the primary point of contact for clients, delivering exceptional service and support to retain and grow existing business.
• Sales Support and Order Processing: Assist the sales team in processing orders, tracking sales activity, and preparing necessary documentation. Coordinate with internal departments to ensure timely and accurate order fulfillment and invoicing for clients.
• Sales Analysis and Reporting: Monitor and analyze sales data to identify trends, opportunities, and areas for improvement. Prepare regular reports and presentations on account performance, providing insights that support sales strategies and account growth initiatives.