Responsibility and other ad hoc tasks:1. Customized the Sales Incentive Plan (SIP) training approach to be particularly new-hire friendly, placed emphasis on comprehensive navigation guidance and activities designed to assess their understanding.2. Supervise compliance with the designated audit sample sizes for Rewards towers, specifically GCP and SIP, in accordance with the completion percentage requirements outlined by Operations.3. Leads the preparation of monthly and annual Quality Performance Review (QPR) for Rewards team.4. Played a crucial role as one of the key contributors in the inception of the new Escalation Prevention process, spearheaded the conceptualization phase and actively collaborated with other teams to acquire valuable knowledge and insights.5. Acted as a supportive buddy for new members of the Escalation group, ensuring that all their queries were addressed promptly and encouraged them to reach out in case of any confusion.6. Assumed a crucial role in the creation of Escalation Prevention RCA Job Aid, took screenshots for visual demonstration, actively participated in its development and conducted a thorough review of the content before its publication on the myHelp page.7. Acts as an intermediary with Rewards to ensure clear communication between both parties, facilitating effective coordination of changes and addressing challenges.

Transferred to a newly formed team at Pearson to gain a comprehensive understanding of QA processes and provide support to functional teams (Workforce Assignment and Rewards) in achieving Operational Excellence aligned with the company's global policies.Responsibility and other ad hoc tasks:1. Acquired certification levels (Global Compensation Program, UK Benefits, Assignment Changes such as Absence, HR Operational Reports, Offboarding)2. Rolled out sessions to People Care's audience (Director, Manager, Team Leads, SMEs, and Administrators) about the Escalation Prevention. Prepared as well as backup facilitator in the event of internet issues, assumed as chat moderator, and took charge as the post-documentation during the rollout session.3. Feedback tickets were raised to include all comprehensive details such as observed infractions and the necessary actions needed for rectification.4. A key collaborator in the identification of sub- parameters for 12 Global Compensation Program (GCP) processes and in recalibration session for Experience letter.5. Provided essential pre-QA support to guarantee the accuracy of details in Eligibility Letters and Results Timelines (SIP) and for Reconciliation reports of UK Benefits.6. Provided a Manager Report as requested, outlining the infractions committed by Sales Incentive Admins which aid in understanding of the incidents and the resolution strategies.7. Ensures the timely delivery of daily reports to the relevant People Care functional teams and conducts peer reviews to validate the accuracy and completeness of the data submitted by the assigned team member for the day.8. Stepped into the role of project leader for Workforce and Skills UAT and successfully guided the team to project completion.9. Go-to POC/SME for Rewards - Sales Incentive Plan (SIP)10. Successfully spearheaded the project, ensuring the completion of absence proration input for all 45 SIP eligible employees.

1. Oversaw the implementation of the Rewards - SIP (Sales Incentive Plan) work intake project in Manila hub.2. Successfully spearheaded three Annual Sales Incentive Plan Programs during the Q1 seasons of 2020, 2021, and 2022, each tailored to different eligibility cycles for 1,500+ employees (bi-monthly, quarterly, semi-annual, annual) globally ensuring their accurate Bonus and Commission Earnings payment.3. Performed manual calculations as requested by the Business Point of Contact (POC) to accurately reflect the employee's received earnings.4. Collaborated closely with the SIP Director in the UK and Global Reward Partners in Hong Kong and India to address any gaps identified within the SIP process.5. Successfully uploaded the latest updates to the employee's data as requested.6. Trained new members to get accustomed with the day to day operations within Rewards.7. Ensured comprehensive documentation of SIP steps in alignment with Pearson Global policies, while incorporating local business requirements.8. Previously managed cases for the Rewards - Global Compensation Program team (involved in Annual Salary Review, Annual Incentive Plan, Compensation Toolkit, etc.)9. Generated reports as requested by Business Points of Contact (POCs) to ensure compliance with their local requirements.10. Ensured the accuracy and alignment of Performance Metrics with global requirements. Promptly communicated any missing data or inaccuracies.

Role: WORKFORCE and ASSIGNMENT ADMINISTRATOR - LATAM REGION (DECEMBER 2018 - OCTOBER 2019)1. Handled the updates of LATAM Work Instructions in compliance with Global Pearson policy.2. Connected with different Local HRs for their local requirement inputs.3. Managed requests with their Data Changes and Offboarding information in Fusion.4. Assisted other team members who had questions or clarifications with LatAm’s processesRole: WORKFORCE and ASSIGNMENT ADMINISTRATOR - DATA MAINTENANCE (MAY 2018 - DECEMBER 2018)1. Delegated to oversee Latin America (LatAm) region and processed all of their requests offline to align it with thedetails from their local system and with Fusion.2. Generated reports to effectively communicate requested changes via email.3. Assisted in conducting quality checks on interns' work across APAC, EMEA, and LatAm regions.Role: WORKFORCE and ASSIGNMENT ADMINISTRATOR - ONBOARDING & OFFBOARDING (NOVEMBER 2017 - APRIL 2018)1. Responsible for verifying the accuracy of all details and documents endorsed by the Recruitment team, ensuringthey are correctly reflected in Fusion.2. Verified term dates entered in Fusion and sent all the pertinent documentation to employees before they leavePearson.3. Worked closely with Payroll in resolving queries raised by employees through tickets.4. Managed high call volumes on a temporary basis.

Duties & Responsibilities1. Analyzed requirements by carefully assessing job description and qualifications in order to find suitable candidates2. Facilitated sourcing by using various channels (Job Posting, Social Networking Sites, Personal Networking, Linkedin)3. Administered personal and/or phone interviews to candidates4. Reformatted resumes based on client's needs5. Endorsed candidates to clients meeting both qualitative and quantitative requirements6. Monitored and managed candidates (endorsement, interview process, final stages, start date up to completion of warranty period)7. Prepared necessary reports8. Performed other duties that may be assigned from time to time in relation to Recruitment

May 5 - June 11, 2014 (155 hours)Department: Carnival Cruise Lines1. Placed at the back office to extend help on our Manning processors. 2. Assisted the crew about their flight details, PDOS and Anti-Piracy Certifications. 3. In-charged of issuing Letter of Agreement and Letter of Guarantee. 4. Organized 201 files of UPL-CCL employeesOctober 16 - November 22, 2013 (171 hours) Department: Source Asia Business UnitIntern activities:1. Screened CVs for endorsements before initial interview2. Answered calls & messages regarding the applicant's status after his/her initial interview3. Provided vital information about newly available job vacancies4. Administered JPPI (Personality Test), Marlins Exam (Test for English proficiency; computer-based), SPEACS (Oral test for English proficiency)5. Encoded necessary information and maintained the Source Asia's databaseJune 6 - 28, 2013 (120 hours)1. Assigned at the Front Desk area to execute the curriculum vitae screening before endorsing it to my boss for an initial interview. 2. Accountable for every walk-in applicant if he/she was matched for positions available in F&B, Galley and Cargo department3. Assigned at various departments such as Logistics, Accounting and SHELL