Managed and led HR Cloud system and reporting efforts for the Talent and Performance module, partnered with HR IT teams to develop and improve talent reports, and ensured features are improved to provide good colleague user experience throughout the annual cycle Managed and supported the end-to-end succession planning for executive roles globally, in collaboration with the Lead Talent Advisors; drafted the executive succession planning presentation for the board’s review and discussionSupported various listening surveys (global exit and all-colleague company pulse) and headed the end-to-end planning, questionnaire design to execution and administration of the global onboarding survey for new joinersSupported and managed the Senior Promotion Process for the executive leaders in the organization, which required collaboration and partnerships with different groups in HR (Talent Advisory, Regional Delivery Leads, Talent Analytics and Compensation) Maintained and drafted company-wide communications on annual cycle reminders and user-guides on HR Cloud features for all colleagues

Designed and oversaw reporting and analytics for performance management and learning and development programs globally Led end-to-end project and program management in the different initiatives and processes under the COE, such as the Senior Promotions Process, Executive Succession Planning, Manager Effectiveness Program and the launch of the Global Exit SurveyManaged end-to-end performance management processes for employees, which covers the full employee life cycle (goal setting, midyear progress reviews and year-end evaluations). This includes the planning phase, drafting of communication packets, and designing of reports for the HR leaders Supported Project Atlas, from testing to change management phases, designing of reports and collaborating with external vendors (Accenture, KPMG, etc.) in relation to the HR system transition to Oracle HR Cloud

Continuously managed three sub-teams in Manila - Business Operations Recruitment, Recruitment Programs and Strategy, and Reports and AnalyticsDesigned and standardized recruitment reports and dashboard for both internal tracking (KPI metrics for recruiters) and reporting for business stakeholders Delivered 636 full-time equivalent (FTE) hires at the end of July 2022, which comprised 65% of the total hires in WTW PhilippinesManaged the recruitment programs and strategy for Philippines, and strengthened the recruitment and branding efforts through socialization and engagement with external vendors for full-time placement and branding services

Led and managed multiple sub-teams in Manila - Technology Recruitment, Business Operations Recruitment, Programs and Strategy, and Reports and Analytics - to ensure full-cycle hiring delivery on both full-time and intern requirements across the business units Designed and led recruitment programs through increase of branding and social media efforts, university partnerships and employee referral program to further support the hiring in ManilaAssigned as the interim TA Head for Q4 2021, ensuring delivery of the remaining hiring requirements in the fourth quarter and planning for the 2022 performance yearYielded 100% Fill Rate for FTE hiring requirements assigned to me, which varied from technology and senior leader roles

Restructured and led recruitment programs strategy (campus recruitment, employee referrals, social media and branding) to build a robust pipeline for the business operations and technical hiring requirements in Manila Partnered with local and global hiring managers and leaders to understand hiring requirements through a structured intake meeting setup, which was rolled out to the entire team for alignmentManaged the branding and social media strategy for Philippines, in partnership with the global recruitment marketing team

Continuously managed Campus Recruitment and Branding in the Philippines and hired various positions in the bank, shared services and business process outsourcing legal vehicles of the organizationDesigned and launched the Near Hire Training Program, in partnership with an external vendor and held three classes, which yielded a 98% conversion from trainees to full-time employees Handled the branding and social media channels for Citi Philippines, ensuring delivery of the campaigns and internal events set in the branding calendar Managed all sourcing channels (online job boards, employee and applicant referral, campus partnerships, headhunters and outsourcing) and footfall targets in CBPS, which resulted in 100% fill rate and exceeded leads targets throughout the yearManaged sourcing budget and accruals, ensuring adherence to financial compliance and proper budget management

Led and piloted the Campus Recruitment and Branding channel for all legal vehicles (Citibank N.A., Citibank Regional Operating Headquarters, and CBPS), exceeding the target share of hires from 2017 to 2018Streamlined and structured the campus branding strategy for Philippines and Asia Pacific Managed recruiting events and processes for both Campus Program Hiring (Associates & Analysts) and Campus as a Source/Direct Hiring efforts, which resulted to the highest number of fresh graduate hires for the Philippines in 2017 and 2018Engaged and maintained university partnerships across Metro Manila and provincial colleges and universitiesSupported the Asia Pacific (APAC) campus recruitment strategy and branding through sourcing and marketing planning for universities in the United States (US) and United Kingdom (UK)

Managed the Net Lima Recruitment Satellite Hub, performing end-to-end recruitment and branding efforts Led the candidate footfall transition (Makati to the newly built Citi Plaza, BGC) efforts Designed the branding and marketing strategy and execution for the pilot of the CBPS Provincial Job FairsExceeded all footfall and sourcing leads targets, which yielded to a 10% share-of-hire for my assigned sourcing channel