Mara L.

· Planning and implementation of efficient and cost effective sourcing initiatives to meet client and operational requirements for in-country and overseas Japanese hiring · Designs the selection matrix for choosing the optimum recruitment channel and recruitment source · Costing and budgeting for sourcing initiatives. Monitors and constantly reduces the costs of the recruitment process · Analysis on market and hiring trends to meet the demands of the business · Competitive checks with different BPO companies · Explores the market best practices in the recruitment and staffing and implement appropriate best practices in the organization · Builds a quality relationship with the internal customers and external recruitment agencies. · Sets the social media communication strategy for different job profiles and functions in the organization · Resource costing on new positions needed for RFPs · 100% hiring fill rate on associate volume hiring · 100% hiring fill rate and meet SLA for support hiring · Ensure quality of hires through calibration and regular touch base meetings with the hiring managers, Operations, Quality and Training · Designs, develops and maintain the recruitment process in the organization (including its description, recruitment measurement definitions, regular measurement reporting, taking proper actions to close gaps) · Implement process improvements in the hiring process to meet quality requirements · Conducts job interviews for the managerial job positions or key jobs in the organization · Monitors the labor legislation and implements required changes to keep the process compliant · Attrition management – 30-60-90 day attrition · People and team development through coaching and performance management/development · Attends business and client reviews to provide updates on hiring, challenges and action plans · Acts as a single point of contact for managers regarding recruitment topics

Duties and Responsibilities: • Planning and implementation of efficient and cost-effective sourcing initiatives to meet client and operational requirements. • Designs the selection matrix for choosing the optimum recruitment channel and recruitment source. • Costing and budgeting for sourcing initiatives. Monitors and constantly reduces the costs of the recruitment process. • Analysis on market and hiring trends to meet the demands of the business. • Competitive checks with different companies • Explores the market best practices in the recruitment and staffing and implements appropriate best practices in the organization. • Builds a quality relationship with the internal customers and external recruitment agencies. • Sets the social media communication strategy for different job profiles and functions in the organization. • Resource costing on new positions needed for RFPs. • 100% hiring fill rate on associate volume hiring. • 100% hiring fill rate and meet SLA for support hiring. • Ensure quality of hires through calibration and regular touch base meetings with the hiring managers, Operations, Quality and Training • Designs, develops, and maintain the recruitment process in the organization (including its description, recruitment measurement definitions, regular measurement reporting, taking proper actions to close gaps) • Implement process improvements in the hiring process to meet quality requirements. • Conducts job interviews for managerial job positions or key jobs in the organization. • Monitors the labor legislation and implements required changes to keep the process compliant. • Attrition management – 30-60-90-day attrition • People and team development through coaching and performance management/development • Attends business and client reviews to provide updates on hiring, challenges, and action plans. • Acts as a single point of contact for managers regarding recruitment topics.

Responsible for developing and running the JRA business. Responsible for ensuring that JRA is a vibrant, growing workplace that has a productive and a harmonious team that operates culture, ethics and principles. Direct Responsibilities include: All recruiters/ recruiting teams, business development personnel, liaison with Marketing and ensuring marketing teams deliver against JRA objectives. Directly reporting to Group CEO/Managing Consultant and in particular, a monthly executive meeting that will include Group Financial Controller and other executives as required – ultimately the JRA Responsible for delivering financial targets as agreed from time to time in these monthly meetings.

Duties and Responsibilities: • Responsible for developing and running the JRA business. • Responsible for ensuring that JRA is a vibrant, growing workplace that has a productive and a harmonious team that operates culture, ethics, and principles. • Direct Responsibilities include: All recruiters/ recruiting teams, Client delivery, account planning, business development personnel, Negotiation and onboarding, liaison with Marketing, and ensuring marketing teams deliver against JRA objectives. • Directly reported to Group CEO/President and attended monthly executive meeting that will include Group Financial Controller and other executives as required – ultimately the JRA. • Responsible for delivering financial targets as agreed from time to time in these monthly meetings. • Updated current and design new recruiting procedures. • Responsible for handling complete recruitment life cycle for high-end or niche requirements from the client. • Thoroughly understood and worked on the requirements of the client and guiding the team to work. • Worked closely with the delivery teams to ensure that the team understands the customer requirements and is aligned.

• Provides accelerated customer service to hiring managers related to recruiting and staffing issues, policies, and processes. • Gathers and analyzes requirements from clients, projects, and internal management. • Leads and guides the day-to-day activities of assigned recruiting team members ensuring workload is balanced and properly distributed. • Participates in planning activities regarding recruiting strategies and service enhancements which successfully support the objective of providing qualified candidates. • Partner with client services director in targeting, attracting, and filling technical staff positions. • Establishes recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs. • Maintains knowledge of trends and issues in attracting, recruiting, and retaining employees. • Utilize effective sourcing techniques including composing job postings and advertisements to recruit qualified candidates. • Assesses and reviews applications from various channels and conducts preliminary assessments through application screening and phone interviews. • Develops a pool of profiled CVs – suitable candidates for various business units. • Maintain constant relationships with potential hires in competing companies and keep abreast of market movements. • Assists in the preparation of job descriptions and job profiles as per the requirements of the different business unit heads and client services directors. • Responsible for sourcing, interviewing, and qualifying candidates for IT and non-IT positions. • Maintain strong working relationships with vendors to create a partnership that yields success, results, and credibility. • Maintains appropriate record-keeping systems.

Duties and Responsibilities: • Provided accelerated customer service to hiring managers related to recruiting and staffing issues, policies, and processes. • Gathered and analyzed requirements from clients, projects, and internal management. • Led and guided the day-to-day activities of assigned recruiting team members ensuring workload is balanced and properly distributed. • Participated in planning activities regarding recruiting strategies and service enhancements which successfully supported the objective of providing qualified candidates. • Partnered with client services director in targeting, attracting, and filling technical staff positions. • Established recruiting requirements by studying organization plans and objectives; meeting with managers to discuss needs. • Maintained knowledge of trends and issues in attracting, recruiting, and retaining employees. • Utilized effective sourcing techniques including composing job postings and advertisements to recruit qualified candidates. • Assessed and reviewed applications from various channels and conducted preliminary assessments through application screening and phone interviews. • Developed a pool of profiled CVs – suitable candidates for various business units. • Maintained constant relationships with potential hires in competing companies and kept abreast of market movements. • Assisted in the preparation of job descriptions and job profiles as per the requirements of the different business unit heads and client services directors. • Responsible for sourcing, interviewing, and qualifying candidates for IT and non-IT positions. • Maintained strong working relationships with vendors to create a partnership that yields success, results, and credibility. • Maintained appropriate record-keeping systems.

• End to End Recruitment process from rank and file position up to VP level. • Consulting with hiring managers to identify recruitment needs, discuss manpower planning, and propose/recommend recruitment strategies. • Leveraging online recruitment sources to identify, track and select candidates. • Maintaining accurate and up-to-date documentation on all candidates, searches, recruitment communications and other related activities to efficiently manage the recruitment process. • Managing the Recruitment Cycle, including, but not limited to screening CVs, arranging for preliminary interviews, updating and tracking recruitment files. • Ensure recruitment policy, procedures and techniques are adhered to and recommend improvements. • Obtain and assess all certificates and testimonials of the candidates. • Ensure all vacancies are filled with the suitable candidates within the targeted time. • Regular consultation with Department Managers and Group Human Resources Department. • Support and development of internal pipeline talent in functions/sectors. • headhunting and sourcing through different channels • Employee Relation support for 3 companies (BMTC, BMTS, Telematics). • Booking and processing of flight tickets for all employees (Annual, business trip and joining). • Processing medical insurance for the employees. • Processing bank account for new employees. • Directly reporting to Sr. Manager – Group HR. • Managing business concerns for more than 1000 employees. • Assisting payroll process (Reimbursement, expense and salary).

Duties and Responsibilities: • End to End Recruitment process from rank-and-file position up to VP level. • Consulted with hiring managers to identify recruitment needs, discuss manpower planning, and propose/recommend recruitment strategies. • Leveraging online recruitment sources to identify, track and select candidates. • Maintained accurate and up-to-date documentation on all candidates, searches, recruitment communications and other related activities to efficiently manage the recruitment process. • Managed the Recruitment Cycle, including, but not limited to screening CVs, arranging for preliminary interviews, updating, and tracking recruitment files. • Ensured recruitment policy, procedures and techniques are adhered to and recommend improvements. • Obtained and assessed all certificates and testimonials of the candidates. • Ensured all vacancies are filled with suitable candidates within the targeted time. • Regularly consulted with Department Managers and Group Human Resources Department. • Supported and development of internal pipeline talent in functions/sectors. • Sourced through different channels. • Employee Relation support for 3 companies (BMTC, BMTS, and Telematics). • Booking and processed flight tickets for all employees (Annual, business trip and joining). • Processed medical insurance for the employees. • Processed bank account for new employees. • Directly reported to Sr. Manager – Group HR. • Managed business concerns for more than 1000 employees. • Assisted payroll process (Reimbursement, expense, and salary).

• Handled 9 IT Recruiters and 2 admin Staff. • I was able to manage the Cebu branch office. • Reporting directly to the CEO. • Sourcing prospective clients. • Building relationships with the clients. • Meet up with the clients. • Follow up status of the resources, contracts and feedback from the clients. • Developing a good understanding of what client companies do and their work culture. • Advertising vacancies appropriately by drafting and placing adverts using a wide range of media. • Sourcing of qualified NON – IT and IT professionals from various sources. • Matching of the applicant skills and application experience as written out in the resume with that of the defined set of skills/application background required by the client projects. • Conduct preliminary screening through interview of the candidates/applicant’s for NON IT and IT before endorsing to the Clients. • Maintain a resume database of pooled qualified applicants and candidates lined-up. • Provide Marketing and other Business units with qualified IT candidates for deployment to clients. • Meet the target number of daily/weekly/monthly recruits for loading requirements of the company. • Updating current and designing new recruiting procedures. • Supervising the recruiting team and reporting on its performance. • Keep track of recruiting metrics (e.g. time-to-hire and cost-per-hire) • Implement new sourcing methods (e.g. social recruiting and Boolean searches) • Assisting other Recruitment Activities.

Duties and Responsibilities: • Handled 9 IT Recruiters and 2 Admin. Staff. • Handled the whole operations with 3 recruiters in our Cebu branch. • Handled different types of Clients (International & Local). • Reporting directly to the CEO. • Sourcing prospective candidates and Building relationships with the clients. • Discussing and preparing the job description for rank and file up to managerial level positions to be presented for the team. • Analyzed Job descriptions and communicated with hiring managers to clarify terms that could be vague: earned job-satisfaction rate 95 percent from candidates/company matches as result of the attention to detail. • Working as part of recruitment team to support recruiting strategies. • Use LinkedIn and networking contacts to gather information for making cold calls; consistently lead recruiting staff with at least 20 percent conversion rate in call calling. • Follow up status of the contracts and feedback from the clients. • Developing a good understanding of what client companies do and their work culture. • Advertising vacancies appropriately by drafting and placing adverts using a wide range of media such as different kinds of Portals. • Sourcing of qualified NON – IT, white collar, and IT professionals from various sources. • Matching the applicant skills and application experience as written out in the resume with that of the defined set of skills/application background required by the client projects. • Conduct preliminary/technical screening through interview of the candidates/applicants for NON-IT and IT before endorsing to the Clients. • Maintain a resume database of pooled qualified applicants and candidates lined-up. • Provide Marketing and other Business units with qualified candidates for deployment to clients. • Meet the target number of daily/weekly/monthly recruits for loading requirements of the company. • Assisting with other Recruitment Activities.

Clerical work.