Manager
CompenBen (Compensation and Benefits)
PLEB Internationale, Inc.
Anvil Tower, Pioneer Street, Ortigas, Mandaluyong City
October 21, 2003 to April 30, 2006
CORE RESPONSIBILITY:
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Plans and directs implementation and administration of benefits programs designed to insure employees against loss of income due to illness, injury, layoff, or retirement.
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Directs preparation and distribution of written and verbal information to inform employees of benefits programs such as insurance plans, pension plans, paid time off, bonus pay, and special employer sponsored activities.
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Analyzes existing benefits policies of organization, and prevailing practices among similar organizations, to establish competitive benefits programs.
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Evaluates services, coverage, and options available through insurance and investment companies to determine programs best meeting needs of organization.
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Plans modification of existing benefits programs.
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Recommends benefits plan changes to management.
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Notifies employees and labor union representatives of changes in benefits programs.
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Directs performance of clerical functions such as updating records and processing insurance plans
Let me share you this story:
My time as HR Manager and College Dean at the College of Computer and Information Technology, Southern Mindanao Cooperative Colleges, wasn't just about ticking boxes on a checklist; it was a whirlwind of challenges, triumphs, and unforgettable moments. One particularly vivid memory involves navigating a significant faculty shortage in our rapidly expanding Cybersecurity program. Demand for cybersecurity professionals was exploding, and we were struggling to find qualified instructors to meet the student influx.
The initial reaction was panic. We had a waiting list of eager students, a state-of-the-art lab, and a curriculum ready to go – but no teachers. Simply posting job ads wasn't generating sufficient applications. This wasn't just an HR problem; it threatened the reputation and future of the entire college.
My problem-solving approach began with a deep dive into the root cause. We weren't just competing with other colleges; we were competing with lucrative private sector jobs offering significantly higher salaries. So, I shifted our recruitment strategy. Instead of solely relying on traditional job boards, I reached out to industry professionals directly, attending cybersecurity conferences and networking events. I presented the college not just as a place to work, but as a chance to make a real impact on the next generation of cybersecurity experts, offering competitive benefits and opportunities for professional development.
I also implemented a creative mentorship program, pairing experienced faculty with recent graduates interested in teaching. This allowed us to train and retain talent, addressing the shortage in the long term. It wasn't easy; it required late nights, countless phone calls, and a lot of persuasive communication. But the result was incredibly rewarding. We filled all the vacant positions, launched the Cybersecurity program successfully, and even had a waiting list for future semesters.
This experience taught me the power of proactive, strategic thinking and the importance of building strong relationships within the industry. It also reinforced my belief in the value of mentorship and the potential for creative solutions to overcome seemingly insurmountable obstacles. It wasn't just about filling positions; it was about building a vibrant, thriving program that would empower students and contribute to the growth of the cybersecurity field. This story, I believe, showcases not just my HR and administrative skills, but also my resilience, creativity, and dedication to the success of both the college and its students.