The Transnational Diversified Group of Companies (TDG) is a globally competitive and progressive business group of highly successful companies engaged in leading industries. Since its establishment in 1976, TDG now has more than 30 member companies that are major players in diverse industries such as:

TOTAL LOGISTICS(Shipping, Transportation, Cargo Forwarding, Warehousing, Vehicle Logistics, Customs Brokerage, 3rd and 4th Party Logistics, Trucking, Distribution, Liner and Tramp Agency Service)

TOTAL SHIP MANAGEMENT(Ship Crewing, Seafarer Training, Maritime Education, Tanker Operations, Medical Services and Financial Services)

AIR &amp; TRAVEL SERVICES(Tours, Travel Agency Services, Airline GSA, Ground-Handling, Cargo Handling, Airport Support &amp; Aviation Services)

INFORMATION &amp; COMMUNICATIONS TECHNOLOGY SERVICES(Contact Centers, Business Process Outsourcing Services, Software Development and E-Business Solutions), as well as Securities Trading, Real Estate Development, Renewable Energy, and other supplemental businesses. 
With its world-class excellence and win-win outlook, TDG has become a respected strategic partner of large global corporations with stringent requirements for total quality and cost-effective services in both traditional and new economy businesses. TDG’s distinguished partners and principals include NYK Line (Japan), Asiana Airlines (Korea), American Express (USA), Vroon B.V. (Netherlands), Yusen Logistics (Japan), Crystal Cruises (USA), Malaysia Airlines (Malaysia), Disney Cruise Line (USA), ePerformax Contact Centers (USA), Nippon Container Terminal (Japan) and Uyeno Transtech Ltd. (Japan).

A Partner and Employer of Choice, TDG has grown from one strategic partner and 16 employees in 1976 to more than 30 business partners and over 14,000 employees to date.

Transnational Diversified Group

<ul>
	<li>The Human Resources Manager for Talent Acquisition &amp; Onboarding shall be in charge of planning, developing, managing and overseeing recruitment strategies and employee onboarding processes.</li>
	<li>To fulfill the hiring requirements in the company, he/she shall be responsible in managing the full-cycle recruitment process from sourcing, talent identification, screening, assessment, selection, and placement.</li>
	<li>The Manager for Talent Acquisition &amp; Onboarding shall also be in-charge of the seamless onboarding of successful candidates, including the coordination of the conduct of performance assessments during their probationary period up to regularization.</li>
	<li>Sets the direction, develops and improves the talent acquisition/recruitment services and onboarding process</li>
	<li>Prepares and communicates information to management; Proposes and presents plans on HR talent acquisition/recruitment strategies and onboarding programs</li>
	<li>Develops efficient and sustainable talent acquisition plans and strategies</li>
	<li>Designs, plans and executes the entire selection/screening processes</li>
	<li>Performs analysis of manpower needs and provides hiring forecasts</li>
	<li>Acts as an escalation point to internal stakeholders for all recruiting-related issues, challenges, and concerns</li>
	<li>Implements/conducts new employee orientation (NEO) activities.</li>
	<li>Manages or facilitates necessary documentations (manual and system-based) for new employees, including processing of work resource/material requirements</li>
	<li>Monitors/checks the conduct of the probationary performance assessments of new hires, as well as facilitates the proper implementation of employment regularization requirements</li>
</ul>

HR Manager for Talent Acquisition and Onboarding

Distriphil is a national pharmaceutical distribution company. Although new in the industry, as a company, the men and women behind Distriphil are considered veterans in the pharmaceutical field. Banded together under the banner of Chiongbian Group of Companies, Distriphil aims to be the healthcare industry's leading partner in health and wellness.

Being a pharmaceutical company, we always strive to provide each and every Filipino access to the best yet most affordable medicine that there is to offer. Setting new standards in the healthcare industry is our way of serving. We are committed to giving only the very best for the people most important to us: our patients.

At Distriphil, we place the people we help at the heart of everything we do because they are the reason for being.

Distribution Solutions Phils Inc.

<ul>
	<li>Logistic support to HR
	<ul style="list-style-type: circle;">
		<li>Provide pre-employment checklist to newly hire.</li>
		<li>Collate, check, validate, track and file all the pre-employment requirements and other accomplished / required documents such as COI, JD, insurance form, atm application form and other form.</li>
		<li>Provide, collate, check and file signed updated JD of newly promoted and transferred employees.</li>
		<li>Facilitate, process, track and file reimbursement and purchase order related to Out-Patient Benefit. Keep and update OPB record.</li>
		<li>Track, update, and file/keep leave record / tracker.</li>
		<li>Provide, collate, file, and endorse the required government benefit documents/record.</li>
		<li>Draft and email approved announcement of new employees</li>
		<li>Conduct initial interview and background investigation to assigned applicant.</li>
		<li>Responsible in tracking, routing, and endorsing (accomplished/cleared) of accomplished clearance / accountability checklist to finance.</li>
		<li>Perform other task/functions as assigned by immediate superior.</li>
		<li>Logistic support to Fleet and Admin
		<ul style="list-style-type: circle;">
			<li>Filing of Car Repair Record and PMS Record</li>
			<li>Assistance in updating Car Repair Record and PMS Monitoring</li>
			<li>Other related task</li>
		</ul>
		</li>
		<li>
		 
		</li>
		<li>Front Desk Reception Work
		<ul style="list-style-type: circle;">
			<li>Receiving, greeting, and registration of visitors and clients.</li>
			<li>Answering telephone calls and general inquiries of visitors.</li>
			<li>Assist in the proper direction of customers or visitors to the respective employee they are looking for.</li>
			<li>Filing and document control and management.</li>
			<li>Setting up of appointments</li>
			<li>Coordination of mail and message service.</li>
			<li>Other office related tasks.</li>
		</ul>
		</li>
		<li>Recruitment
		<ul style="list-style-type: circle;">
			<li>Coordinate all stages of the hiring process, including posting job openings, reviewing and screening applications, conducting interviews, and on boarding new employees.</li>
			<li>Oversee background checks and medical screens while ensuring compliance with all local employment laws.</li>
		</ul>
		</li>
	</ul>
	</li>
</ul>

HR Assistant

Aboitiz Power Corporation (AboitizPower, AP) is a leader in the Philippine Electric Power Industry with a portfolio of assets located across the country. It has several hydroelectric and geothermal assets in its generation portfolio and also has non-renewable power plants located across the country. 
 
This includes:

- Hedcor, Inc.
- Therma Luzon, Inc.
- Therma South, Inc.
- Therma Marine, Inc.
- Therma Mobile, Inc.
- East Asia Utilities Corp. 
- Cebu Private Power Corp. 
- AP Renewables, Inc.

At AboitizPower, we thrive together to drive change for a better world.

We are a PEOPLE-CENTRIC organization who provides growth OPPORTUNITIES on a professional and personal level. We shape a better future as we do purposeful WORK in an ENVIRONMENT that is culture-focused, continuously innovating, and where individual and team contributions aligned to winning with integrity are RECOGNIZED.

When you work at AboitizPower, you become part of an organization that is passionate and committed to advancing business and communities by providing reliable, reasonable, and responsible power to all.

AboitizPower is an equal opportunity employer. We believe that a diverse and inclusive workforce is crucial to our purpose of driving change for a better world. We consider and encourage all applicants without discriminating against age, sexual orientation and/or gender identity, disability, political opinion, religion, nationality, marital or parental status (including pregnancy), ethnicity or other status protected by law. Our equal opportunity and non-discrimination policy applies in all aspects of employment, including recruitment, hiring, regularization, promotions, transfers, discipline, termination, benefits and training.

We urge everyone to be vigilant against scams that involve fraudulent offers of employment with Aboitiz Power Corporation. Scammers are falsely claiming to be representatives of Aboitiz, offering jobs in exchange for recruitment fees. Aboitiz does not ask for money from our applicants at any point of the job application process.

#POWERyourFuture

Aboitiz Power Generation Group

This position shall be responsible for providing overall support for HR System and Onboarding processes.​​​​​

Responsibilities:

Onboarding

<ul>
	<li>Coordinates pre-employment requirements and ensures completion or submission of necessary new hire documents.</li>
	<li>Collaborates closely with various departments to coordinate resources, conduct orientation sessions and address logistical needs. </li>
	<li>Facilitates connections between new employees and their colleagues to promote collaboration and a sense of belongingness within the company (Meet and Greet)</li>
	<li>Encodes/Updates data needed for NHO related systems </li>
	<li>Monitors / Updates the NHO tracker and provides updates to concerned TLs.</li>
	<li>Facilitates updating of onboarding orientation materials. </li>
	<li>Assists in updating the Enboarder system</li>
	<li>Monitors the progress and integration of new employees.</li>
	<li>Facilitates Meet and Greet sessions as needed.</li>
	<li>Prepares new hire kit, Employee IDs, and creates employees 201 file.</li>
	<li>Assists new hires with the completion of the necessary paperwork, including employee forms</li>
	<li>Coordinates with concerned point persons for the set-up of access credentials</li>
	<li>Updates/Maintains the 201 files</li>
</ul>

 

HR Systems

<ul>
	<li>Ensures accuracy and completeness of manpower data in SF People Central /HRIS Data for Hedcor Group (Core).</li>
	<li>Ensures that the hierarchy of controls, access and maintenance of HR systems are properly set-up and implemented.</li>
	<li>Facilitates processing of requests and approval of Hedcor Full Time Equivalent (FTE) to ensure alignment with the approved Table of Organization.</li>
	<li>Implements the clean-up and maintenance of HR Systems for Hedcor group ie. deletion of outdated organization and positions; standardization of position titles (Luzon and Mindanao)</li>
	<li>Keeps track of employees' system applications and updates employees regarding system updates.</li>
	<li>Ensures that changes in the system follow the procedural requirements and are properly documented.</li>
	<li>Prepares the communication plan for all approved system changes and disseminates to the BU HR prior to roll-out</li>
	<li>Coordinates with Team Leaders on movements and ensures that proper changes are made both in the system and in paper/e-document.</li>
	<li>Tag/Deregister separated employees in the system.</li>
	<li>Provides troubleshooting tips to other HR TMs on features and functionality of General HR Services systems, as needed.</li>
	<li>Provides assistance in identifying areas of opportunity to improve existing General HR Services systems processes, functionality, and workflow to maximize systems capabilities, to reduce manual processes, and to improve data management and efficiency. </li>
	<li>Gathers data, analyses and presents recommendations for system enhancement, if needed. </li>
	<li>Conducts orientation on People Central, TAM, Bot Assisted Inquiry (BAI)</li>
	<li>Acts as main admin for BAI. Ensures that all tickets are timely closed. Provides analytics on BAI usage (Knowledge Management and Case Management)</li>
	<li>Coordinates with AP on level 2 system support related to People Central, TAM and BAI</li>
	<li>Coordinates with AEV ISG team on account activation, reactivation or deletion</li>
	<li>Ensures that distribution lists for Hedcor BU are updated to reflect new hires </li>
	<li>Organizes HR Directory and establishes data library for future reference: Attraction, Optimization, and Retention</li>
</ul>

 

Table of Organization

<ul>
	<li>Coordinates with the different divisions to ensure updated plantilla count (FTE), structure, and reporting lines in the Table of Organization.</li>
	<li>Ensures availability of signed and updated Table of organization.</li>
	<li>Ensures accurate, timely, &amp; complete personnel-related records to ensure compliance to management systems / internal/external audits</li>
</ul>

HR Senior Specialist for Systems & Onboarding | Benguet

Position Summary:

Responsible for designing and supporting initiatives, projects, and regular Organizational Development activities relating to Culture and Engagement to promote organizational effectiveness for the Business Group. This position should also actively collaborate with other business units Talent Optimization Culture &amp; Engagement (TOCE), Business Group, HR Business Partners, and service providers to effectively implement initiatives.

Duties and Responsibilities:

<ul>
	<li>Identifies approaches to improve effectiveness and efficiency of the organization and its people</li>
	<li>Executes measurement of the organizational climate (culture and engagement) and health of all sites to improve effectiveness through various approved tools and ways</li>
	<li>Prepares reports and analyzes results of organizational climate and health studies</li>
	<li>Designs and/or implements various organizational development programs to ensure / enhance employee engagement and culture building.</li>
	<li>Closely coordinates with Business Unit HR Single Point of Contacts' (SPOC) to monitor the implementation of initiatives and sustainability of culture and engagement programs</li>
	<li>Analyzes overall organizational pulse and gives recommendations to resolve issues and concerns</li>
	<li>Executes project implementation plan and monitors progress of Culture and Engagement Projects</li>
	<li>Evaluates project implementation and identified process improvements</li>
	<li>Supports employer branding through culture and engagement stories and documentations</li>
	<li>Manages content for Thermal-wide HR communication channels (e.g. HR emailer, intranet)</li>
	<li>Coordinates with Reputation Management in the development of employee communication systems in the organization</li>
</ul>

Culture and Engagement Specialist | Toril, Davao

Healthy Options is the first and largest all-natural and organic products retailer in the Philippines,
specializing in premium and natural food and health products.

Established in 1995, we have grown to expand our organization, creating three other equally passion-driven brands: Bow and Wow, our niche market for cats and dogs; Wine Story, a fine and rare wine retailer; and Planet Grapes, an upscale wine shop and restaurant that caters to the new generation of wine lovers.

We’re looking for the best talent who can help take our business to the next level, all while having fun and helping the world at the same time. If you believe you have what it takes, feel free to browse through the different job openings we have and see where you can fit in!

Healthy Options, Corp.

Job Summary: 

The Talent Acquisition and Placement Associate owns the recruitment process from 
sourcing until onboarding for assigned entry level roles for the group of companies. This role also manage placement for third party employees. TAP Associate supports the Manager to execute recruiting &amp; employer branding strategy and plan.

Why Join Us? 

<ul>
	<li>Be part of Asia’s largest all-natural product retailer for 26 years!</li>
	<li>Enjoy our beautiful and employee –friendly stores/office/</li>
	<li>Experience on-the-job skill development and mentoring program.</li>
	<li>Learn from our in-house and external trainings.</li>
	<li>Grow and challenge yourself to join our leadership development program.</li>
	<li>Work in a Company that values an entrepreneurial mindset on the job.</li>
	<li>Feel secure in our above industry compensation package.</li>
	<li>Join an organization that has a high retention rate, where people love where they work.</li>
</ul>

Persuasion and Negotiation

Interviewing and Hiring

Stakeholder Management

Communication Skills

Interviewing

Talent Acquisition Associate

The Ateneo de Manila University (Ateneo) is one of the leading universities in the Philippines. More than 150 years in existence, the Ateneo has grown into a major Jesuit institution. Officially it became a university in 1959. It offers over 100 academic degree programmes. 

Ateneo offers Basic Education (Grade School, Junior and Senior High School). In addition, the Loyola Schools (college) is made up of four schools (Social Sciences; Humanities; Science and Engineering; and Management) that offer graduate and undergraduate degrees, with a total enrolment of about 10,000 students per year. The Ateneo has 4 professional schools located in 3 campuses in Quezon City, Makati City and Pasig City (Business; Government; Law; and Medicine and Public Health), with about 4,000 professional postgraduate students. 

It has an array of research centres, 11 of which are recognized as Centres of Excellence by the Philippine Commission on Higher Education. In addition to a European Studies Programme, it has a Centre for Asian Studies that fosters comparative research on East and Southeast Asia. 

The Ateneo has 207 partnerships with universities around the world (82 in Europe, 87 in Asia, 11 in Australia and New Zealand, and 27 in North and South America) and is a member of the ASEAN Universities Network and 3 other international university networks. The Ateneo’s Rizal Library is the most advanced in the Philippines with over 307,000 titles in its collection and online access to most major academic journals.

Ateneo de Manila University

Summary of Work Activities and Responsibilities:

Under the supervision of the Organization Design and Development Section Head, the HR Officer will assist in designing, developing, implementing, and evaluating organization design and development projects for the University.

Main Duties and Responsibilities

I. University-wide Organization Profiling

<ul>
	<li>Tracks and detects trends in terms of organization elements and realities (e.g., organization layers, mandates, employee count, leadership profile, employee competence, etc.) which shapes the organization design, and makes the necessary recommendations to improve organization capability.</li>
	<li>Regularly provides data that would show a picture of the current organization profiles to help the University prepare for the future, in coordination with the different OPT&amp;OD sections.</li>
</ul>

II. Organization Diagnoses 

<ul>
	<li>Assists in conducting organization needs assessment, utilizing the most appropriate data gathering and validation methodologies.
	<ul>
		<li>Drafts an organization assessment plan, after due consultation and understanding of the needs of the client.</li>
		<li>Drafts questionnaires and/or data gathering guide to facilitate the sessions.</li>
	</ul>
	</li>
	<li>Comes up with an initial analysis based on data gathered from the unit, its stakeholders, and other relevant sources.
	<ul>
		<li>Identifies priority needs and recommends next steps based on the analyzed data.</li>
	</ul>
	</li>
	<li>Assists in preparing an analysis of the organization design and job design and its impact on work, service delivery, and actualization of organization mandates.
	<ul>
		<li>Works with the various OPT&amp;OD groups and sections in determining a possible course of action to support the realities and needs of the units in order for them to achieve their goals.</li>
		<li>Assists in reviewing the effectiveness of an organizational unit, working with the Workforce Analysis and Job Design (WAJD) Section in understanding how the job designs were shaped, and how it may be re-shaped to bring about optimal results for the unit to achieve its mandates, based on the inputs gathered from its stakeholders and data from industry practices.</li>
	</ul>
	</li>
</ul>

III. Organization Development Accompaniment and Evaluation

<ul>
	<li>Assists in monitoring the unit’s strategies, environment, technology, size, culture and other factors which shapes or has an impact in shaping organization design.</li>
	<li>Assists in designing organization development (OD) interventions and evaluation process to address gaps determined in the organizational diagnosis phase.</li>
	<li>Carries out OD interventions and initiatives (i.e. competency development, systems review and improvement, change management, succession planning, process re-engineering etc.) as assigned by the Organization Design and Development Section Head.
	<ul>
		<li>Monitors, coordinates, and evaluates organization development projects, keeping track of the deliverables, timelines and agreements.</li>
		<li>(Co)Facilitates individual and group discussions, and workshops towards the achievement of the required process.</li>
		<li>Proposes action points and process improvements, based on what is applicable and realistic given the unit’s context.</li>
		<li>Assists the other sections in carrying out needed interventions.</li>
	</ul>
	</li>
	<li>Documents the accompaniment process and interventions provided.</li>
</ul>

IV. HR Partnering and Administrative Functions

<ul>
	<li>Actively researches practices related to organization design and development frameworks, assessment strategies, intervention and evaluation.</li>
	<li>Keeps abreast of organization advancements, taking special interest in organization design, job design, process improvements, and change management.</li>
</ul>

HR Officer | Organization Design and Development

**Full JD to be sent to shortlisted candidates

Summary of Work Activities and Responsibilities:

Under the supervision of the Workforce Management and Analytics Supervisor, the Workforce Management Analyst will assist in monitoring, reviewing, and analyzing the University’s workforce complement vis-à-vis employee capabilities, organization capacities, market/industry trends, and recommends appropriate actions.

Main Duties and Responsibilities

I. Workforce Monitoring and Analytics

<ul>
	<li>Captures the different data that looks into organization and employee profiles, (which include plantilla, workforce complement, job specifications/profiles, and job levels/ranks, structure - reporting lines, etc.) in coordination with the other HR sections, and recommends strategies on how to improve the seamless capture of data and the integration of the databases.</li>
	<li>Monitors potential and actual employee transitions and movements to determine the state of University workforce in coordination with the offices and sections in the HR Cluster. </li>
	<li>Researches, analyzes, prepares trends, and presents University- and unit-level workforce data, in coordination with the other HR sections.</li>
	<li>Works with all unit heads in determining their workforce plans and requirements vis-à-vis the unit’s mandates, in coordination with the other OPT&amp;OD sections.</li>
	<li>Prepares the necessary materials, information, and logistics for the workforce management conversations with all the units heads in the University. </li>
</ul>

II. HR Partnering Functions

<ul>
	<li>Actively researches practices related to OPT&amp;OD functions - frameworks, assessment strategies, intervention and evaluation. </li>
	<li>Keeps abreast of industry trends and practices that might affect the University, and provides feedback to the administrators on how to anticipate and manage its possible impact. </li>
	<li>Partners with clients by understanding and addressing their needs, providing proactive solutions that meet present and long-term needs, and monitors progress of project plans and deliverables.</li>
	<li>Serves as a partner to an assigned cluster/school’s leadership teams on initiatives that require HR/OD expertise and services. Meeting with the cluster’s leadership team regularly to help identify successes and areas for improvement, achievement of set organization and HR goals.</li>
</ul>

III. Group Management Support

<ul>
	<li>Keeps abreast of organization advancements, taking special interest in organization design, workforce analytics, job design, and change management.</li>
	<li>Assists in creating/updating policies related to workforce analysis. </li>
	<li>Assists in managing and maintaining relationships with Workforce Management Analysts and builds network with various vendors for possible partnership to develop, customize, and improve project delivery and outcomes.</li>
	<li>Assists in monitoring, coordinating, implementing, and evaluating projects, deliverables, timelines, agreements, including possible sustainability measures.</li>
	<li>Assists in communicating the programs of the Group to unit heads and employees.</li>
	<li>Manages and keeps the project team abreast of developments, when necessary.</li>
	<li>Oversees the coordination, logistical, and resource requirements of the Group’s projects and activities.</li>
	<li>Documents all meetings, proceedings, and events of the Group’s projects and activities.</li>
	<li>Assists in budgeting for operational requirements. </li>
	<li>Assists the OPT&amp;OD during peak seasons, and the University for events and committee works. </li>
</ul>

IV. Performs all other duties as may be reasonably required of the position, in accordance with the instructions of the Immediate Supervisor, and its duly authorized representative.

Workforce Management Analyst

It is a multi-national company with operations in Singapore, Malaysia, Thailand and other countries in Asia. Gardenia Phils. began its operations in 1998 with a state-of-the-art bread factory rated as one of the most modern large-scale bread manufacturing facilities in the country.

Gardenia Bakeries Phils., Inc.

Job Overview: 
The Project-based Paralegal will work closely with the Employee Relations team to assist in various legal and administrative tasks related to employee relations matters. This position will be project-based, focusing on specific initiatives and tasks within the Employee Relations Section. The ideal candidate will have a strong legal background, exceptional organizational skills, and a proactive approach to problem-solving.

Key Responsibilities:

﻿﻿Legal Research and Analysis

Conduct legal research on employment laws, regulations, and precedents relevant to employee relations issues.

Analyze legal documents, case law, and other materials to provide insights and recommendations to the Employee Relations team.

Stay updated on changes in employment law and regulations that may impact company policies and practices.

Documentation and Case Management

Assist in drafting, reviewing, and updating employee handbooks, policies, and procedures to ensure compliance with applicable laws and regulations.

Maintain accurate and confidential records of employee relations cases, investigations, and outcomes.

Prepare documentation for employee disciplinary actions, grievances, and other employee relations matters as needed.

Investigations Support

Assist in conducting internal investigations into employee complaints, allegations of misconduct, and other workplace issues.

Compile evidence, interview witnesses, and document findings in a thorough and objective manner.

Collaborate with the Employee Relations team and other stakeholders to ensure investigations are conducted fairly and impartially.

﻿﻿Administrative Support

Provide administrative support to the Employee Relations team, including scheduling meetings, preparing agendas, and organizing documentation.

Assist in the preparation of reports, presentations, and other materials for senior management and legal counsel.

Handle inquiries and requests from employees regarding HR policies, procedures, and legal matters.

Project Management

Manage specific projects and initiatives within the Employee Relations Section, ensuring timely completion and adherence to objectives.

Coordinate with cross-functional teams and external stakeholders to gather information, track progress, and achieve project milestones.

Monitor project budgets, resources, and timelines to ensure efficient and effective project delivery.

Employee Relations Specialist

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<ul>
	<li>Manage large amounts of inbound and outbound calls in a timely manner.</li>
	<li>Follow communication “scripts” when handling different topics.</li>
	<li>Identify customers’ needs, clarify information, research every issue, and provide solutions and/or alternatives.</li>
	<li>Seize opportunities to upsell products when they arise.</li>
	<li>Build sustainable relationships and engage customers by taking the extra mile.</li>
	<li>Keep records of all conversations in our call center database in a comprehensible way.</li>
	<li>Frequently attend educational seminars to improve knowledge and performance level.</li>
	<li>Meet personal/team qualitative and quantitative targets.</li>
</ul>

Travel Reservation Account Advisor

<ul>
	<li>Works with the CAD Manager to implement corporate affairs programs in line with the Group’s and Corporate Center’s strategies, as well as TDG’s dream, purpose, and values:
	<ol style="list-style-type: lower-alpha;">
		<li>Coordinates with TDG member companies and suppliers and reviews their submissions to produce internal and external communication materials such as The Lighthouse publication, audio-visual presentations, press releases, etc.</li>
		<li>Develops content such as articles, speeches, and graphic designs to be used in TDG’s communication platforms.</li>
		<li>Maintains TDG communication platforms such as website, Facebook and LinkedIn pages, and newsletter.</li>
		<li>Assists in planning and executing TDG corporate events, such as TDG Day and Year-end Gathering.</li>
		<li>Monitors external mentions (news, social media) of TDG, flags reputational risks, and suggests mitigating measures.</li>
		<li>Assists in the implementation of employee engagement programs.</li>
	</ol>
	</li>
	<li>Works with the CAD Manager in overseeing programs and projects aligned with the vision, mission, and objectives of NTFF:
	<ol style="list-style-type: lower-alpha;">
		<li>Serves as a point of contact for programs/project management, reporting, and donor engagement of the Foundation.</li>
		<li>Manages the implementation and/or delivery of programs and projects of the Foundation</li>
		<li>Maintains strong network/relationship with NGOs, LGUs, communities and beneficiaries, as well as regulatory agencies and industry associations.</li>
		<li>Provides assistance in the budget or funds management of NTFF.</li>
	</ol>
	</li>
	<li>Supports in the development of CAD’s and NTFF’s annual plans and reports, evaluation of programs, and management of budget.</li>
	<li>Regularly updates CAD and NTFF file libraries, media assets, and databases, and ensures that materials are readily available and accessible.</li>
</ul>

Project Coordinator or Corporate Affairs Officer

Philippine Manufacturing Company of Murata Inc. ( PMM )
Innovator in Electronics

We are Manufacturing company but,
We are not just manufacturing products,
We are the company to foster the people.
We provide all employees the opportunity to grow up!
I. Profile
Date Of Establishment - September 22 2011
Construction of PMM factory started - January 2012
Date of Inauguration - October 22 201
PMM Production started - January 2013
Start Of Commercial Operation - March 2013
Location - FPIP, Tanauan Batangas
Product - Multi-Layer Ceramic Capacitor ( MLCC )
Number Of Employees - Total 1,891 
(1,387 Directly Hired) 
(31 EXPATS)- As of March 2017
Site Area - 227,464㎡
ISO 14001:2004 Certified - November 2013
ISO 9001:2008 Certified - May 2014
ISO/TS 16949 Certification - Gearing Towards

II. Status ( As of March 2017 )

Currently, building 1 is completely constructed and as of now the building 2 is on going construction because we are GROWING!
PMM lot area can cover 2 more buildings of the same size as the first one.

III. MLCC
This product can be found inside of ALL Electronic equipment around you! One device/gadget can contain hundreds to thousands pieces of our product- MLCC.
Like: smartphone, laptop, television, aiconditioner, cars, medical devices and etc.

IV. Culture and Environment
PMM employees:
LOVE to smile and greet one other
FREE to share ideas, perspective, improvement and learnings
SHARING one goal!
SHOWING respect and professionalism
WILLING to accept changes and challenges
DO find true friends, family, personal and professional growth (locally and overses)
ALL talented performers!

Environment:
Very Safe!
Maintaining its Cleanliness
Strong coordination and communication to all sections
Positive vibe!

Expats:
Approachable
Considerate
Proactive
Talented

Philippine Manufacturing Company of Murata Inc.

<ul>
	<li>Revises and/or designs communication strategy, principles and guidelines to ensure the most efficient delivery of information</li>
	<li>Provides guidelines in setting up targets, monitors and evaluates subordinates' performance.</li>
	<li>Creates strategy for implementation of plan, process monitoring, reviews and improvements to help meet company targets.</li>
	<li>Defines, analyzes, revises and implements talent acquisition guidelines and principles. Works with other sections and external parties to provide development interventions for subordinates.</li>
	<li>Ensures that all processes and practices adhere to all applicable laws, regulatory and customer requirements.</li>
</ul>

Talent Acquisition Section Manager

<ul>
	<li>Supervises Staff/Assistant in delivery of Training Evaluation to determine the training effectiveness and if training programs are helping employees improve,</li>
	<li>Evaluates and provides comprehensive feedback on the value of the training programs and their effectiveness in order to achieve company goals,</li>
	<li>Works with managers on program development in order to ensure training programs are implemented company-wide to increase staff know-how, efficiency and performance,</li>
	<li>Manages the Training Calendar and ensure all New Employee Orientation Program (NEOP) are executed.</li>
</ul>

HRD Specialist

<ul>
	<li>Possess unquestionable integrity, empathy, excellent human relation and problem-solving skills.</li>
	<li>Defines section mid-term plan and budget to support company initiatives and goals,</li>
	<li>Revises, analyses and designs framework for people services &amp; development,</li>
	<li>Reviews ER/IR implementations of more junior HRBPs to ensure high quality of executions,</li>
	<li>Implements &amp; reviews HR process together with CoEs to ensure likelihood of success of implementation,</li>
	<li>Mentors/Coaches other HR’s in handling, responding to and closing the grievance/complaints within the company.</li>
</ul>

HR Business Partner Jr. Section Manager

<ul>
	<li>Process and gather candidates for volume hiring requirements from various job portals and channels</li>
	<li>Contact and schedule applicants for interviews</li>
	<li>Provide relevant information requested by the applicants</li>
	<li>Prepare online job ads to attract candidates for specific positions</li>
	<li>Other tasks that may be assigned by supervisor and the management.</li>
</ul>

HR Sourcing Admin Associate | Mandaluyong | Day Shift

Mosaic is a Filipino clothing company that is known for its speed-to-market approach in the women's casual category.  Always offering reinvented classics and wardrobe essentials,  we sell timeless, comfortable yet stylish pieces in today's lifestyle.

The company operates in 9 Lifestyle malls across Metro Manila and all items are made exclusively for the brand.

Mosaic

The HR Generalist plays a critical role in managing and supporting the daily operations of the HR department. This position requires a broad knowledge of HR practices and the ability to handle a range of HR functions, including recruitment, employee relations, benefits administration, and compliance with labor laws.

Key Responsibilities:

1. Onboarding:

<ul>
	<li>Assist in creating and posting job advertisements.</li>
	<li>Conduct initial screening of applications and resumes.</li>
	<li>Manage the onboarding process for new hires, including orientation and paperwork.</li>
</ul>

2. Employee Relations:

<ul>
	<li>Address employee concerns and resolve conflicts in a professional manner.</li>
	<li>Provide guidance on HR policies and procedures.</li>
	<li>Facilitate performance management processes, including performance reviews and disciplinary actions.</li>
</ul>

3. Benefits Administration:

<ul>
	<li>Assist employees with benefits enrollment and inquiries (Pag-ibig, PhilHeath and SSS).</li>
	<li>Coordinate open enrollment periods and communicate benefits changes to employees.</li>
	<li>Compliance and Recordkeeping:</li>
	<li>Maintain and update employee records and HR databases.</li>
	<li>Prepare and submit reports related to HR metrics and compliance.</li>
</ul>

4. Training and Development:

<ul>
	<li>Assist in identifying training needs and organizing training sessions.</li>
	<li>Support employee development programs and career progression initiatives.</li>
</ul>

5. HR Policies and Procedures:

<ul>
	<li>Help develop and implement HR policies and procedures.</li>
	<li>Ensure that HR practices align with organizational goals and legal requirements.</li>
</ul>

6. Administrative Support:

<ul>
	<li>Provide general administrative support to the HR department, including preparing documents and reports.</li>
	<li>Manage HR-related correspondence and communications.</li>
</ul>

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