Carmina M.

Onsite in Netherlands: March - April 2026

From my base in the Philippines, I took on a new global challenge as an HR Project Manager. In this remote role, I work with my team (Business Manager) and manager (Head of HR COO, Head of HR Hubs) in Amsterdam, Netherlands, and HR teams across ING Hubs to drive key people projects and engagement, leveraging my experience in cross-cultural collaboration and employee experience on a global scale, focusing on ING Hubs (Slovakia, Poland, Romania, Spain, Turkiye, and Philippines). There is much more focus on strategy and ideation, than the delivery and operations in this role. Awards & Recognition: - COO Awards 2025: People Magnet category Winner - Top 3 Finalist: Global HR Impact Awards (One Team Category) for leading the Graduate Trainee Program 2024. - "Orange Drummer": Appointed as a Global Hubs Digital Employee Ambassador for LinkedIn.

As the Talent & Learning Expert Lead for ING Hubs PH, I strategized and orchestrated the people development agenda. My role was to partner with Knowledge Managers and Learning Champions across all business lines to build and execute learning initiatives that ultimately impacted over 6,000 employees. This strategic approach earned me several awards and recognition for driving a culture of continuous learning and talent growth. Awards & Recognition: - “You Help Others Be Successful” Orange Behavior Award 2024 - Growing the Difference Award in Learning 2024 - “DEAN's Lister" (Digital Engagement Ambassador Network) 2024 - 2025 - Finalist for Customer Excellence Lighthouse project lead 2024

In this role, I took on my first all-encompassing HR leadership position, where I was responsible for transforming the entire people function from the ground up. I designed and led strategic initiatives across the full spectrum of HR, all while managing a cultural shift for the group of companies. I learned to change the pace I was very much used to for more than a decade - transitioning to a pace more apt for someone who needed to slow down a little bit. I then recognized the fit and opportunity to move to an organization where my experience would be more scalable and impactful. With a solid background in multinational giant brands within the manufacturing and beauty industries, I was eager to broaden my expertise and see how I could contribute to a new industry, like banking.

My L'Oréal journey culminated in an expatriate role in Singapore, where I was entrusted with leading people development and learning initiatives. I leveraged my experience from PH and APAC zone to tackle new challenges, overseeing onboarding, leading the whole SAPMENA region's global Pulse Survey, launching the Connect talent management system, and revamping learning governance. My scope expanded to include functional learning programs for Digital, Make-up, Skin, Hair, and Fragrance, Corporate functions on top of Behavioral programs, all in close collaboration with the SAPMENA (South Asia Pacific, Middle East, and North Africa) Learning team in L'Oreal University. After SAPMENA's workforce optimization, forming the MY-SG Cluster, the Singapore market transitioning under Malaysia's direction, I returned to the Philippines, which also aligned with getting married and starting a new chapter.

* Regional Short-Term Assignment (STA) * Virtual/Remote due to COVID Lockdown During the pandemic, my planned on-site assignment with the APAC Zone Learning Team in Shanghai, China, was pivoted to a remote role. I managed this crucial position from afar, leading learning operations across the APAC Zone. My key focus was on essential topics like diversity, equality, inclusion (DEI), resilience, and sustainability during a period of unprecedented change. Embracing the "Learning Never Stops" campaign, I saw firsthand how we could work borderlessly and build strong communities across different L'Oréal Zones and with the Global team in Paris, even in uncertain times.

I expanded my leadership responsibilities to include an HR Business Partner role for the Luxe Division (Kiehl's Brand), demonstrating a broader strategic impact by not only leading learning initiatives but also partnering with the business to align talent strategy with commercial goals.

This was a pivotal opportunity where I took the role as Head of Learning, leading the entire learning and development in the market, working with APAC Zone and Global HQ in Paris, and shaping the people development strategy and roadmaps to empower employees and drive business success.

I leveraged my expertise in learning and development to lead new initiatives at a new company, managing employee engagement and onboarding programs to build a strong foundation for talent from their very first day. This was a short yet memorable stint, where I learned about balancing work and personal interests.

PMI is a fast paced company, and it also applied to internal talent movements. After my 3-month stint in MOD, I quickly transitioned into a leadership role focused on supporting the complex needs of international assignees, further expanding my strategic HR and stakeholder management skills, dealing with inbound assignees and their families. During my "quarter life crisis" so to speak, and having been with the company for almost 6 years right after I graduated from university, it was a solid foundation to build my career on, so bringing everything I learned, I decided to leave PMI and explore the life outside it.

This role was a strategic pivot that allowed me to deepen my focus on talent management and organizational development, gaining a holistic view of how to drive talent growth from within the company.

Regional role (APAC) I took on a regional role, launching the first ever PMI Asia Training Hub, leading the Learning and Development initiatives for the entire Asia Pacific and ANZ region, demonstrating my ability to coordinate cross-cultural projects and drive talent development on a large scale. My favorite part was facilitating trainings in Bangladesh and India - what a beautiful experience!

This was a key step in my career, where I started leading a team in HR services and organizational development, laying the foundation for my future growth in talent and team management.

In this role, I developed my analytical skills in a manufacturing environment, providing data-driven insights that supported core HR functions and strategic business decisions such as talent reviews, and engagement activities.

My career at Philip Morris began here, where I built a solid foundation in human resources by supporting the manufacturing team and gaining hands-on experience in HR administration and operations.

Dean’s lister

Completed 3/5 modules. To graduate.