Norvin Mendoza

• With a consolidated working experience of 21 years in handling all facets of Human Resources, 12 years in a managerial Capacity in the Philippines (BPO, Semicon, Design Engineering, Construction, Project Management and Education industries) 4 years GCC experience
• KPI Institute Certified
• Experienced in the use of HR Analytics
• A Strategic HR Business Partner that has substantial experience in multinational Fortune 500 companies (Intel, and IBM) that deploys best in class HR solutions
• Provided Strategic HR partnership to the business in the areas of performance management, talent management (succession planning), attrition and retention initiatives, drives employee engagement and formulation of CnB strategy
• Good experience in Talent Acquisition in both high level BPO agent and key personnel recruitment satisfying the metrics in desired applicant yield, recruitment cycle time and cost effective use of sourcing channels to achieve cost per hire targets and desired hiring yields.
• Trained and certified in the use of Behavioral Interviewing Techniques
• Employee Engagement and Great Place to Work Champion for millennials
• Good grasp of labor laws and positive employee relations, represented companies in NLRC mediation cases
• Understands the whole function of the training cycle from TNA to program evaluation, can facilitate small to large group structured learning experiences

• Reports directly to the General Manager and manages 150+ British ESL Teachers
• Established a strategic HR Platform focusing on policy design, performance management, employee engagement and employee retention
• Created a HR Handbook and led the employee roll out of policies that significantly improved employee understanding of policies, minimize disputes/grievances, increased employee compliance and reduced disciplinary infractions among employees
• Conceptualized and Executed a robust performance management system which created a culture of meritocracy which served as basis for salary administration and determination of equitable renewal rates

• • Reports directly to the HR Director and manages one Saudi HR Associate
• Rolled out the following Corporate HR Projects:
Talent Review/Succession planning that identified high performer high potential employees and determined the bench strength of partner business units
Driving a KPI centric Performance management culture
Employee Engagement Survey whereby a drill down analysis report was customized and prepared for the business units that I support which served as baseline data on the engagement levels of employees
Partnered with the L&D team in marketing the shift to online learning programs
• Projects whenever applicable were analyzed and created analytics to serve as basis and talking points to partner stakeholders in providing a customized HR intervention for their respective business units
• ISO audit POC and after several external audits, HR department was never assessed with any major findings
• HR Analytics led intervention

• Reports directly to the Head of Finance and Administration
• Performance management champion: monitoring of goal settings, appropriate delivery of performance messages and documentation compliance for the PMS cycle
• Leave management and preparation of annual settlement

• Reports directly to the President and CEO and manages a team of 4 HR Specialists
• Originally hired as an HR Consultant to improve HR processes and shift towards a strategic HR framework
• After conducting an HR Audit, focus areas were on Recruitment, Training and Development, Performance Management and Compensation and Benefits
• Improved recruitment process by containing recruitment cost and cycle time thru the improvement of applicant yield by using cost effective recruitment channels and deploying behavioral and technical interviewing techniques
• Redefined performance management process by standardizing key performance areas and institution of a single performance and merit cycle
• Institutionalized a salary structure to address salary compression and other inequities among incumbents
• Seamless implementation of the code of conduct, employee handbook and was able to terminate non-performing employees (performance and discipline) in compliance with the Philippine Labor Code
• Chief architect in the improvement of the HMO benefit of employees from a 50% subsidy to a 100% subsidy with no premium increase but with improved coverage.

• Reports Directly to the Site Director and Matrix to the Corporate HR Head in India
• Manages a team of 12, 3 Assistant Managers, 3 Officers and 6 assistants
• Provides strategic direction in all facets of HR from Recruitment, Employee Relations and Engagement, Compensation and Benefits and Learning and Development
• Successfully delivered a Q4 hiring ramp of 200+ FTEs during a difficult and very competitive Q4 time frame which was instrumental in staffing the company for growth and satisfying client demands
• Negotiated and renewed an HMO program that is competitive to the BPO industry at below double digit increase in premium rates
• Deployed proactive communications and engagement strategies in all HR areas to mitigate any employee issues
• Enhanced Employee Relations processes and mitigated NLRC cases
• Timely monitoring and partnership in the areas of Performance Management