Dyan Talain

-Develop and refine HR SOPs to ensure effective and consistent HR practices. Create and update the Employee Handbook to align with organizational policies, legal requirements, and best practices. -Design, implement, and manage performance management frameworks that align with organizational goals and culture. Support the development of key performance indicators (KPIs) and regular performance review processes. -Facilitate talent review sessions to assess employee potential and readiness for advancement. Collaborate with leadership to identify high-potential employees and develop succession plans for critical roles. -Support the design and execution of talent development initiatives, including leadership training, skill development programs, and employee engagement activities to foster a culture of continuous learning. -Work closely with HR and senior management teams to gather input and align initiatives with overall business strategy and goals. -Analyze HR data related to performance, talent management, and employee engagement to inform decision-making and continuously improve organizational processes.

-Focus areas include building and expanding client base (B2B and B2C). -Responsible for ensuring clients' staffing requirements are met by the Operations team in a timely manner.

-Led the corporate strategic planning to drive business growth and sustainability. -Implemented performance management system as part of HR strategic initiatives. -Collaborated with org leaders in driving high-performing culture. -Introduced metrics and targets by setting up dashboard in HR. -Partnered with the Finance head in educating leaders about Cost Management. -Introduced transformative mindset across the organization. -Reviewed existing process and systems/platforms in various departments in line with cost management initiative. -Provided strategic advises to management team on issues affecting the business.

-Responsible for the effective Operations Management and delivery of HR Sevices to various units within the organization including Recruitment and Staffing, HR back office support, Payroll and Benefits administration and management, Employee Relations, and HR Data Management. -Develops HR Operations policies and guidelines to achieve efficiency and effectiveness. -Manages all HR transactional services, ensures service level agreements are in place, communicated and monitored. -Leads the HR Business Partnerships in the two Business Units of GVI.

-Provided high-level advisory services to the business leaders in the Commercial team (Corporate Marketing, Business Units Marketing and Corporate Sales); -Acted as the strategic partner between the Commercial team and P&C Centers of Expertise; -Worked with the leaders in the Commercial team to create a positive and productive work culture grounded on values.

 Took the lead and provided strategic directions to Human Resources. Acted as Strategic HR Business partner to all departments. Spearheaded strategic projects that mpacted HR efficiency and employee productivity. Projects included development of HRIS in collaboration with IT Department, simple process automation projects in HR using Google collab tools, development of HR Dashboards, utilization of performance management as a tool for development and collaboration with the line managers in aligning their goals with the business.  Ensured that day to day HR Operations was attended to and required services from HR are delivered in accordance to HR KPIs. Helped the HR Team achieved a 4.5 out of 5 rating on Customer Satisfaction on the first month of employment.  Spearheaded programs aligned with the core values of Waters Philippines. Successfully launched a donation drive for the victims of typhoon Odette in line with sense of ownership value, developed HR Help Form to promote the value of proactive service and led the Employee Assistance Program to assist employees in distress. This was in line with team synergy and promoter of health values.  Coached HR staff and department leads in dealing with day to day issues in the operations which involve employee discipline and engagement.

 Translated strategic plans into programs that had direct impact on employee productivity and engagement. Among these programs implemented were Employee Welfare Services, Coaching and Mentoring of Leaders, Career Development Program and Competency Mapping;  Collaborated with line Managers in developing metrics aligned to their unit’s strategic goals. Initiated and led calibration meetings when goals were not met. Together worked in the analysis of pitfalls and came up with interventions that mitigated potential failures;  Consulted with line Managers on customized engagement programs to suit the needs of their teams. Programs were designed based on the needs of each department;  Monitored organizational health through focused group discussions, online surveys which encouraged employees to share their concerns and contribute to develop a non-discriminating work environment within MAPFRE;  Proactively developed and cascaded programs which aimed at improving employees’ well-being and productivity. One of these programs was Employee Assistance Program which provided support to employees in terms of their financial needs, physical and mental well-being, engagement and productivity. Among the notable outcomes of this program included improvement on employee retention rate, employees’ openness to seeking professional health, 96% employee vaccination rate during the pandemic, and access to more options for employees’ financial needs;  Launched a referral incentive program for MAPFRE which positively impacted the time to fill and retention KPIs of the company by 10%;  Successfully led the transition of the Performance Management Systems from manual appraisal to SAP Success Factors. Supported this transition with change management initiatives which included workshops and seminars which equipped the employees with skills needed to use the platform.100% utilization of the tool is achieved in the first year of implementation.

Recruitment  Strategically provided direction to the recruitment unit of MAPFRE Insurance;  Ensured timely delivery of manpower requirements across the organization;  Managed the Employee Experience from onboarding to off boarding;  Designed and implemented competency-based recruitment process which impacted the employee retention in the company;  Prepared comprehensive assessment reports for Management’s reference;  Conducted job analysis and initiated Job Description workshop for Sales and Non-sales group;  Utilized SAP Success Factor to keep track and record recruitment activities in the organization. Training and Development  Managed the implementation of training in MAPFRE Insurance. Conducted roadshow as part of the promotion and cascade of the training courses mandated by the Headquarter ;  Rallied the roll out and implementation of MAPFRE’s Learning Management System/Online University;  Conducted Training Needs Analysis and developed training and non-training programs that aimed to address the gaps identified;  Facilitated HR soft skills and technical training for line managers;  Ensured that all training conducted have training feedback and all trainees who attended have the training effectiveness assessment to measure the impact of the training on their productivity and effectiveness as an employee; and Organization Development  Conducted organization diagnosis through surveys to identify the gaps in the organization;  Developed intervention programs that aimed to address the gaps identified; Performance Management System  Took the lead in the transition of the Performance Management Systems from manual appraisal to SAF Success Factors;  Conducted workshops and seminars in the use of the new performance management tools to ensure that users possess the skills and knowledge to carry out the appraisal process using the new system;  Monitored the timely implementation and 100% compliance to performance evaluations on a periodic basis;

Strategic Role  Coached staff in efficiently performing their day-to-day tasks;  Prepared and monitored the annual budget of Human Resources Department;  Partnered with line managers in identifying the training and development needs of their staff;  Established HR Departmental KPIs aligned with the company’s strategic goals; Talent Attraction  Drafted the Talent Attraction policy in alignment with the ISO standards;  Identified and established recruitment metrics, set up monitoring tools to keep track of these metrics;  Developed intervention programs which addressed the non-attainment of TA KPIs. Employee Relations and Performance Management System  Identified and recommended employee engagement programs in line with Employer Branding;  Planned and designed organizational climate tool that measured employee satisfaction and employee engagement;  Led Employee Discipline Committee;  Led the implementation of the performance management system and ensured 100% compliance of all employees. Compensation and Benefits  Reviewed and revised compensation and benefits policies aligned to ISO standards;  Ensured timely and accurate administration of pay and benefits of the employees;  Conducted salary surveys to ensure competitiveness of the company compensation plan.

Recruitment & Staffing  Ensured the recruitment team’s timely fulfillment of manpower requirements from ranks to officer levels within the organization. Consistently attained the 15 days TAT at Rank and File to Supervisory levels;  Prepared weekly recruitment reports and corrective actions when KPIs were not met;  Introduced the use of competency-based assessment in recruitment. This increased the rate of employees regularized to 90%;  Developed proactive sourcing strategies based on specific job requirements of the various business units;  Coached the recruitment team in building a strong business networks across industries and leveraged on existing networks and other tools so as to build candidate pool and source market;  Closed supervision of team’s compliance to KPI of 100% accuracy of employee records inputted in HRIS; Employee Engagement  Conducted counseling of employees with regard to work-related and personal issues;  Ensured timely issuance of Disciplinary Notices to employees assigned at the Head Office;  Spearheaded/organized employee engagement activities and corporate events; and  Conducted exit interviews to outgoing Supervisors and Managers. Performance Management System  Supervised the end to end process of Performance Management. Attained 100% compliance to annual assessment. Compensation and Benefits (from July 20, 2015-December 2017)  Conducted salary basic surveys and benchmarking;  Prepared monthly payroll of Foreign Consultants.

Conducted routine audits to ensure compliance of the projects/departments to ISO standards;

Actively participated in the Peer Facilitation program of the Guidance and Counseling Office. Here, we offered free counseling and tutorial services of our younger peers.