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<pre>Array ( [var] => cut_url ) </pre> Resume for Led T. for HR / Recruiter / Financial Services in Makati, Philippines. Search More Resumes for HR / Recruiter on Resumark.com #ZSAHCPICC
 

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Resume for Led T. for HR / Recruiter / Financial Services in Makati, Philippines




Occupation: HR / Recruiter Industry: Financial Services
Country: Philippines City: Makati
State: Manila ZIP: 1100



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Curriculum Vitae of  
 
 
 

LED TRAJICO T. 

EMPLOYMENT HISTORY  
 
Contact Number :  +   / +       email :    /   
Educational Qualification  
Degree Institution Group Division/

Class

Board/

University

Year of

Passing

M.B.A. ATENEO DE MANILA UNIVERSITY Marketing Major B+ AMERICAN WORLD UNIVERSITY, USA
B.A. ATENEO DE MANILA UNIVERISTY ENGLISH A National University
BS. ATENEO DE MANILA UNIVERSITY HUMAN RESOURCES MANAGEMENT A National University
SECONDARY. ATENEO DE MANILA UNIVERSITY HIGH SCHOOL SECONDARY NCEE
 
 

Employment Record 

Organization Designation Duration CONTACT PERSON
 
BANKDHOFAR 

RUWI, SULTANATE OF OMAN

 
HR MANAGER

RECRUITMENT & CAREER DEVELOPMENT 
 
 

 
MAY TO PRESENT
  • LALITHA GANESH  SENIOR MANAGER
  •  
    CONTACT NUMBER :  

    EMAIL :

    ASCOTT INTERNATIONAL MANAGEMENT

    MANAMA, KINGDOM OF BAHRAIN

     
    DEPUTY DIRECTOR

    HUMAN RESOURCES

    GULF REGION

    //

    UNTIL //

  • ELMER GONZALES
  •  
    CONTACT NUMBER ;   

    EMAIL :

     
    RED SEA ENGINEERS AND CONSTRUCTORS INC 
     
     
     

    STARBUCKS  MIDDLE EAST 

    LOWER GULF 
     

    MCDONALDS MIDDLE EAST

     
     
    VP / GM 
     
     
     
     
     

    LEARNING AND DEVELOPMENT MANAGER 
     
     
     

    HR AND TRAINING MANAGER

    //

    UNTIL

    // 
     
     
     
     
     

    //

    UNTIL

    // 
     
     

    MR. JOSEPH ARNIE ATIENZA 

    CONTACT NUMBER :  

    EMAIL :   
     
     
     

    MR. CALOUS D’SOUZA 

    CONTACT NUMBER  :   

    EMAIL  :    

    CAREER OBJECTIVES: 

    I am keen to build a career with a reputed International Organization that genuinely values the contribution that HR and Training and Restaurant/Catering operations can make to achieving business objectives. I am a Certified HACCP and OSHA Practitioner. 
     

    SKILLS, EXPERIENCES AND PERSONAL ATTRIBUTES: 

    BUSINESS ACUMEN:

    In my current role as HR Manager – Recruitment & Career Development for BankDhofar, Muscat, Sultanate of Oman, I am mainly responsible to develop, review and monitor the HR corporate strategy and the annual HR Function Business Plan. This includes engaging the line directors on input into the HR strategy and the business plan; quarterly review and monitor of HR business plan and scorecard; managing the HR corporate risks and developing the strategic actions to mitigate these risks. 
     
    Also responsible to manage the HR Function internal and state audit and jointly develop actions with process owners on the audit recommendation. 
     
    Current HR projects include the following: 
    i BD HR Strategy. This project reviews the current model of HR structure, process, systems and manning requirement and level, and more importantly develop the strategic direction for HR Function and the implementation plan to equip line managers and supervisors on people management expertise. It also involves envisioning BD’s long term strategic outlook in its people attraction, development, deployment and retention in order to make BD competitive in the region and globally. 
     
    ii HR Capability. In short, this project reviews the capability and competence of current HR staff in BD and line personnel directly involve in people process and develop the actions and plan to build HR competence and capability to support the business.

     
    Well versed with the Labour and Immigration Laws of Oman, Qatar, KSA and UAE. Additionally provide various HR policies and Processes such as Internal Hiring and Promotion Policies, Selection and Hiring Criteria for Fresh Graduates, HR Management Committee Charter, HR Committee of the Board Charter, Job Rotation and Promotions of Management Processes for Retail Banking Division. 
     
    Rewards, Compensation & Benefits 
    • Actively participated in the salary surveys conducted by Hay Group & Hewitt Group in the Middle East region. Stayed informed on different compensation and benefits trends in the Middle East market and advised management on the findings. Attended an orientation/training on Job Evaluation by Hay Group in Dubai and participated in various HR Surveys conducted by HR.Com and GulfTalent Middle East 
    • responsible for the monthly payroll cycle, disbursement of bonuses fixed / performance based/loans, salary advance etc.  
    • devised a compensation and retention strategy for Omanis in line with the year Strategic Plans by Booze Allen and Hamilton • effectively designed and maintain short term and long term incentive schemes 
    • monitoring of end of service benefits for staff locals/expats, leave management and encasements, group life & accident insurance/ medical insurance coverage and its renewals etc. 
    • conducted benchmarking of various positions in the bank gather market data on regular basis to maintain internal and external parities. Stayed informed on various regional market trends on incentive plans , salary ranges, salary surveys, perks & benefits offered by different institutions / banks  
    • monitored overall regional business cost with regional Financial Controller  
    • policies and procedures or amendments on existing policies and procedures 
    • Advise business managers on internal equity / comparative analysis of different level jobs and employees and regularly submit findings for review

     
    Performance Management  
    • responsible for conducting the annual cycle of performance appraisal system and reviewing bonus and increment schemes from time to time 
    • ensure that individual goals and objectives to be in place at the start of the year. Facilitate GMs and Business Heads on MBO review exercise. Facilitate businesses through HR Unit Managers on orientation to new joiners especially line managers/team leaders on performance planning and objective setting, Guidance on managing inadequate performance through mentoring and coaching 
    • ensure annual appraisal process and its timely completion

     
    Recruitment and Staffing  
    • monitor regional recruitment full time, outsourced, reappointments in line with the HR manpower plan and budget. Ensure hiring of locals in the Middle East region as per the required government quota make possible efforts to maintain the same 
    • maintain close business relations with respective General Managers/Business Heads in order to understand hiring requirements and align HR activities and support for the same. Stay informed as to relevant skill set and qualifications required for effective performance and identification of potential candidates 
    • coordination with regional executive search channels and head hunters for various positions and job openings. Proactive solicitation of CVs/profiles through various channels of recruitment. Closely monitor critical positions and recommend management on attritions 
    • ensure external and internal parities in the region and advise HR Managers on the same. Monitor financial as well as head count budgets and update respective functional heads/department heads on latest figures on weekly/monthly/quarterly basis and also manage actual manpower in line with business plan and objectives and ensure manpower budgeting impact and calendar of cost impacts

     
    Training and Development 
    • ensure trainings to be conducted in line with the training calendar and urge businesses to actively participate in the training needs analysis. Ensure training to be in line with the allocated budget and all nationals in the middle east are given appropriate trainings as per the local regulatory requirements 
    • liaise with trainings consultants for senior management trainings.  
    • effectively manage the Talent Management Initiative in the Bank  
    Separation from the bank; ensure resignations and terminations to be in line with the bank policy and local labour laws

    Coordinate with Training Department to implement strategy for employee training and development and establish / maintain appropriate systems for measuring necessary aspects of straining & development 
     

    Staffing activities; Recruitment full time, temporary, reappointments in line with the HR plan and guidelines/policies for both newly established positions and any anticipated changes e.g. restructuring of jobs, reengineering or changed profile requirement. Others include ensuring nationality approvals, Visas, joining formalities, Resident Permits etc for all new joiners in line with the regulations of Immigration department and Ministry of Labour.

     
    Ensure the recruitment, development and retention of nationals and attainment  
    of Nationalization objectives.

     
    • Upward progression: ensure that all upward progressions are in line with the policy and guidelines 
    and are for the existing evaluated jobs or in case of new job specified procedure is adopted  
    for evaluation of such jobs.
     

    Relationship building 
    • Liaise with functional managers in order to understand all necessary aspects and needs of HR development, business requirements and fully ensure that they are informed of HR objectives , purposes and achievements

     
    • Building HR relations by making HR presence felt in regions by proactive HR facilitation in day to day HR issues, career counseling, advice and addressing issues in minimum. 
    • Propagation and promotion of HR initiatives in terms of recruitment, training and organizational development, comp & ben., performance management to build good business relations and considering regions as business partners

     
    • Periodically visit regions to meet regional management to ensure complete support and understanding of ground realities 
     
    Outsourced / contractual employee portfolio 
    • Managing outsourced employee portfolio and safe guard banks interest and mitigate risk through proper systems and policies and ensure healthy business relationship with vendors in line with the contractual policy 
     
     
    I am also a peer Coach to the Human Resource Director and other colleagues.
     

    In my previous role as Deputy Director – Human Resources, Gulf Region for Ascott International Management, a global leader in star residence apartment management and operations. In the Gulf region, I am responsible for the full facet of HR Recruitment, Training, Compensation & Benefits and HRIS for our Cluster of operations  that spans from UAE, Bahrain, Qatar and North Africa. I am required t


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