HR Director for Training and Development

HR DIRECTOR

for Training and Development

Capital Power Global, Ltd.

44th floor, PBCom Tower

6795 Ayala Avenue corner V. A. Rufino Street

Salcedo Village

1226 Makati City, Philippines

March 4, 2010 to April 26, 2015

Core Responsibility:

Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, DOLE compliance, and labor relations.
Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.
Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications.
Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.

Core Responsibility as Organization Development Manager:

Directs the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company.
Identifies/incorporates best practices and lessons learned into program plans.
Provides a broad range of consultative services to all levels of employees regarding policies and procedures.
Facilitates communication among employees and management. May guide managers and employees on problem solving, dispute resolution, regulatory compliance and litigation avoidance.
Provides expertise in strategy development and execution, planning and facilitation of employee relations efforts.
Assists with planning, implementation and ongoing maintenance of labor relations, employee relations, equal employment opportunity, diversity and compensation programs.
Consults with management and employees on equal employment opportunity issues and charges.
Designs and develops HR training programs for management and employees.
Develops learning activities, audio-visual materials, instructor guides and lesson plans.
Reviews evaluations of training courses, objectives and accomplishments.
Makes assessments of effectiveness of training in terms of employee accomplishments and performance.
Trains employees on HR issues and practices.
Presents course materials.
Consults with management on performance, organizational and leadership matters. Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance.

Let me share you this story:

My tenure as HR Director for Training and Development at Capital Power Global was a dynamic and rewarding experience, filled with both significant achievements and challenging hurdles. While the day-to-day operations involved addressing immediate employee needs and managing performance issues, my focus remained on strategic long-term initiatives designed to enhance employee skills and contribute to the company's overall success.

One particularly memorable project was the implementation of a company-wide leadership development program. This ambitious undertaking involved hundreds of employees across multiple global locations and incorporated online modules, in-person workshops, and mentorship opportunities. The meticulous planning and coordination were tested a week before launch when key trainers unexpectedly withdrew. Instead of panic, our team rallied, identifying internal talent, leveraging technology, and ultimately delivering a successful program that exceeded expectations. This experience highlighted the importance of adaptability, resourcefulness, and teamwork, demonstrating that even significant setbacks can be overcome with a dedicated team.

Beyond this, I oversaw the creation and implementation of numerous other impactful training programs. These included targeted leadership development initiatives (such as the Emerging Leaders Program and the Leadership Excellence Series) designed to cultivate future leaders and enhance the skills of existing managers. Technical skills training programs focused on software proficiency and industry-specific knowledge ensured employees remained current with evolving technologies and regulations. Finally, soft skills development programs emphasized communication, teamwork, and conflict resolution, fostering a positive and collaborative work environment.

However, the greatest challenge wasn't a single event but rather the constant need to balance competing priorities and manage expectations. This involved navigating the tension between strategic long-term goals and immediate operational needs, securing buy-in from diverse stakeholders, demonstrating the ROI of training programs, keeping up with industry trends, and managing a geographically dispersed workforce. Successfully navigating these complexities demanded adaptability, strategic thinking, effective communication, and a commitment to continuous improvement.

The most rewarding aspects of my role stemmed from witnessing the positive impact of these initiatives on employees and the organization. Empowering employees, fostering a positive and inclusive workplace, and contributing to their professional growth were deeply fulfilling. The successful implementation of these programs, particularly the leadership development program, provided a strong sense of accomplishment and solidified my belief in the power of human potential and the importance of a supportive and collaborative work environment