Abello - Global Manager In Recruitment And Talent Acquisition - Malamig, Mandaluyong City, Philippines

JP Abello

Malamig, Mandaluyong City, Philippines

Summary

- Has more than 10 years experience in Talent Acquisition, Employee Engagement and OD across the industries of IT, BPO, Finance, KPO and Engineering positions. With more than 2 years in Leadership and 7 yrs Managerial role.
-Launched 7 sites in the Philippines (Accenture Cebu, IBM Solutions Delivery Cebu, 4 APR Consulting sites, NYSE Technologies and Realpage). Hired the pioneer team of each sites and grew the headcount to more than 800+ headcount.
-Created the Recruitment Framework that will transform the organization from operational to strategic operation.
- Launched the RPO site for APR consulting and 24HR Med and launched CVS back office program for IBM Business Services.
- Pioneered and launched the COE (Center of Excellence) Regional recruiting for Chevron and implemented the centralized recruitment system in 3 regions.
- Grew the Business of APR from 0 to 140+ headcount of APR doing RPO recruitment. Created the process, systems, KPI, SLA, Forecasting and Budgeting.
- Created the Skill / Talent Matrix for Northgate Arinso, APR Consulting, Realpage and NYSE.
- Awarded and cited by Chevron for Done and well done awardee for service excellence and completing all the hiring requirements 2 months before the year end.
- Awarded by IBM Business Services as Pride of CVS of the year for service excellence. Blue Stripe awardee for Launching IBM Cebu.
- Certified for Greenbelt six sigma for being part of launching the Quality Improvement Program for CVS and improved the SLA

Services

Global Manager In Recruitment And Talent Acquisition

Summary:

Awardee: Cheers Award : "Done and Done well" for completing the requirements of the Infratsructure team on my 2nd week for service excellence

Handles end to end recruitment of all IT positions
- Account Management : Gather skill requirements with the hiring managers through intake discussion, initiate strategic sourcing strategy to present to the managers and the team, conduct market analysis for pool selection and Take ownership of all IT requisitions for Chevron. POC for all IT positions
- Project Management: Handled and launched all the content management recruitment, UNIX and hard to fill positions by providing and engaging with the business about the current talent market and also create an efficient sourcing methodology to fill in the requirement.
Created cost efficient processes that will save time and company margins by doing Root Cause Analysis and Gap Analysis
- Sourcing: Supports the sourcing initiatives and activities of the organization
- Consulting

Work History

Managing Consultant / RPO Head/ AVP Level

Deutsche Knowledge Services

From February 2014

• Recruitment Operations. I handle a team of 17 Recruiters, 1 MIS and Sourcing and Brand Specialist and ensures that the target is met on time without compromising compliance.
• Performance Management
• Conducts GAP Analysis using Six Sigma approach and utilizes Pareto Chart for analysis
• Project Management and Systems Integration. In charge of the automation of the IJP and reporting using DB Careers.
• Forecasting and Planning with use of data and close partnership with the stakeholders, I have forecasted key growth in the areas of Accounts and Allocations. Utilized the Gann chart approach I was able to divide the task on a per phase basis and improve the KPI of the team.
• Budgeting. The company went to a cost centric approach thus I make sure we are with the per project budget and minimize operational expenses and charge offs.
• Reporting. Lead the MIS reporting team to ensure a standard and accurate data being sent to the BU on a weekly basis. I have created a pivot and vlookup enable excel sheet to use and implemented now.
• Process Audit and Governance. Maintains a monthly audit of the red flags for non compliance both for systems and processes and provide recommendation to ensure 95-100% compliance.
• Job Segmentation. We are working with the BU about creating the skill matrix so that each level has its own KPI and competencies to provide developmental programs and rate card if we hire a new candidate we ensure we are not encroaching internal equity. We are on the pha

Manager - Global recruitment, HR, Marketing and Engagement

Remotestaff

October 2013 - February 2014

Consultant
• Manages a large team of Recruitment covering Sourcing, Candidate Management (Custom and ASL), Contracts management and Support.
• Integrated the OE / Operational Excellence Model : People, Process, Technology
• Responsible for overall sourcing implementation and non conventional way of sourcing candidates
• Pool and Resource management
• Forecasting and Budgeting
• Handles a team of Recruiters and Recruitment Lead for Different Regions (Americas, Europe, Asia Pacific and Africas)
• Creates Sourcing Plans and transition it from Reactive to Proactive
• OD – Created the skill matrix, salary structure per level and skills
• Employee Engagement, Employee Retention and Relations
• Created the Applicant Tracking system and integrate it with HRIS and Cronos to have one end to end HR systems. (www. Remotestaff.com.ph)
• Created the Market Intelligence and Pay Structure in partnership with towers Watson.
• Created the Forms, the Interview Forms and Competencies to assess per level.
• Rebranded the sites of remotestaff globally.
• Corporate Reporting. Creates High level reporting to our CEO.
• Created the Recruitment Dashboard and automated the reporting to make the results real time.
• Implemented on dashboard for all social media sites
• Heads the marketing team to strategically position our branding to our target market through Google Adwords and SEO.
• Implemented a paperless environment in recruiting through the use of the ATS.
• Changed the SLA and KPI of the team.

Regional Recruitment Manager- Asia Pacific and Japan

Northgate Arinso

March 2012 - October 2013

• Reports to: Global Recruitment Leader in Recruitment
Direct Reports: Recruitment Manager and Recruitment Supervisor per site, Recruitment Specialist and Recruitment Assistant
• In charge of the governance and delivery of the Recruitment requirements for the whole asia pacific region (14 countries; 6 GDCs)
• Project Management: Analyzes, Design and Ensures delivery of projects focusing in Recruitment which covers standardization and process improvement in a quarterly basis for all sites in Asia Pacific.
• End to End Recruitment Lifecycle: End to End recruitment for all APJ Key recruitment Positions (Managers and UP). Analyzes the Gap in the process, Acquire and Resource Talents in the region.
• Process Governance and Control in the recruitment process to ensure compliance in the region (Taleo compliance - 100%)
• People Management: Manages a large team of onshore and offshore recruiters in the region. Ensures Development, Succession Planning, Talent Retention and Business Continuity is in place.
• Metrics and Reporting: Identify, Analyze and Innovate recruitment SLA and align it with the business goals and objectives of the organization.
• Forecasting: Created a forecasting tool to ensure that my recruitment strategies is executed properly from stabilization to sustainable phase.
• Branding, Analytics and Sourcing: Point person in the analysis, Design and Execution of all Branding standardization and improvements in the region.

Staffing - IT Recruitment Lead

Chevron

November 2010 - March 2012

Awardee: Cheers Award : "Done and Done well" for completing the requirements of the Infratsructure team on my 2nd week for service excellence

Handles end to end recruitment of all IT positions
- Account Management : Gather skill requirements with the hiring managers through intake discussion, initiate strategic sourcing strategy to present to the managers and the team, conduct market analysis for pool selection and Take ownership of all IT requisitions for Chevron. POC for all IT positions
- Project Management: Handled and launched all the content management recruitment, UNIX and hard to fill positions by providing and engaging with the business about the current talent market and also create an efficient sourcing methodology to fill in the requirement.
Created cost efficient processes that will save time and company margins by doing Root Cause Analysis and Gap Analysis
- Sourcing: Supports the sourcing initiatives and activities of the organization
- Consulting: Provides strategic direction in filling all the requirements by creating business cases that will support the roadmap for all IT recruiting for Chevron.

Skills Handled:
ERP: SAP (Basis, FICO, SD, MM, BI, HR , PI and XI), JD Edwards(Payroll, HR)
Non ERP: .Net, Sharepoint(Developer, support, Build Manager and admin), Documentum, Filenet and Alfresco. Solution Architect (Integration and Middleware - Tibco, Oracle Fusion, SAP PI / XI), Tibco Spotfire, Principal DBA ( SQL and Oracle), ITIL ' ITSM Process Analyst, Information Risk Management, QA ( Manual and Automated), Project management, Datastage / ETL developer and Admin and Business Analyst
Infrastructure: Sys Ad (Windows and Unix - Linux, HPUX and Solaris), Network Engineer, Information Security Analyst, Service Desk and etc.
Middleware and Integration: SAP PI, Oracle Fusion, Tibco
BI: SAP BI, Olap and Spotfire Tibco
Budgeting: Utilization of projected costs for each hires.

Recruitment Account Manager for Technical, IT and Engineering Accounts

Globe Telecom

January 2010 - November 2010

 Initiate sourcing, interview,endorsement and offer of candidates for Network Transmission Group, Product and Service delivery, Information Security Group and Consumer Sales and Stores Division.

 Account Management

 Responsible in gathering the Job requisition requirements with counterparts and provide strategic planning and consultation with our counterparts.

 Vendor, channel and network management
 Distributes the Job Requisition to the team, set up goals daily, weekly and monthly as to where the team will focus to maintain pipeline of candidates in the process.
 Utilize the manpower of Globe Telecoms by making sure that the employees on projects are allocated another seat before the project ends.
 Conducts exit interview, document it and create a business case to further improve the employee experience.
 Conducts Market sweep and business intelligence to make sure that are align with the current trends, rates, competitors , skills and other factors to make sure that we practice the best practices in recruitment.

Technical Recruiter- Project Based

IBM Solutions delivery inc

September 2009 - December 2009

-Successfully closed the quarter requisition of IBM Solutions delivery. The pioneeer batch for IBM cebu and 300 requisitions of IBM Lift and shift project

I work as a Technical Recruiter for an IT company that accelerates change and values multiculturalism.

II do the end to end recruitment process for IBM Solutions Delivery Inc. My project is good for 3 months only. I handled the PRF for Java, .Net, DBA, DB2 and VB6 developers. I also spearheaded the sourcing and recruitment for the first batch of developer who will join the pilot team for IBM Cebu. I benchmarked the process and hired the first 4 batches of the team.

My target is 30 hires a month for manila and 25 hires a month for Cebu.

The process followed: Sourcing, CV screening, Phone and initial interview, formatting CV, preparation of JO and pre onboarding

Manager for US Strategic Sourcing and Staffing (Technology and Finance Capability)

APR Consulting

June 2008 - September 2009

As a Manager, I am responsible for the center performance of 4 recruitment centers here in the Philippines, Our clients includes Aerospace, IT, Telecommunications, Healthcare, Government, Utilities, Military and Banking companies.

As an Assistant manager,My Duties are:
- Account Management
-Client Engagement
-Business Development
-Training
-Process improvement, creation, mapping and development
-SWOT, GAP and RCA
-Budgeting and Forecasting
-Site and Account Set up
-Project Management
-Performance Management, Transition and Succession Planning
-Employee retention ( Certified by DDI: Retaining Talent Module)
-SLA set up

I have 32 Sourcers and recruiters directly reporting to me and grew it to 100+ HC.

HR Generalist - CVS Project

IBM Business Services

May 2007 - June 2008

Recipient of Pride of CVS Award for the year 2007 and 2008.

Secondment QA / peroformanace management analyst
Consisten top 10 best employees in IBM Business Services in SLA.
Major contributory in improving the HR processes set up here in the Philippines for US clients

- handled payroll, recruitment, compensation, 401k, esop and espp for CVS, Albertsons and caremark.

Recruitment Analyst

Accenture

March 2004 - May 2007

I am part of the sourcing team for Accenture Delivery Center.
• Understand recruitment demand and skills profiles within area of responsibility (IT, BPO, Enterprise and Contact Center).
• Conduct screening activities such as paper screening, phone or face to face interviews.
• Enter and update data in recruitment information systems (ABACUS).
• Conduct skill matching of candidates and allocate to the correct capability or project.
• Provide complete documentation.
• Participate in recruitment events and sourcing activities.
• Assists in preparation of status reports on a regular basis and special reports on request. Identify issues and recommend actions.
• Update statistics and prepare presentations.
• Assists in projects and/or initiatives within or outside the team.
• Assist in review of recruiting material regarding relevant content and need.

Skills handled: Java, Cobol mainframe, C#, asp.nET, c++, Sysad, DBA, DB2, Datastage, websphere administrator, Testers and BA

ERP: SAP Commodity( SAP SD, MM, PP, APO, HR, FICO, ABAP, BI, Basis, BW, XI and PI)
Peoplesoft ( HCM, Campus and Finance)

Candidate Management:
• Understand recruitment demand and skills profiles within area of responsibility.
• Screen and manage incoming telephone calls and emails.
• Pre-Screen applications and conducts initial selection.
• Schedule and assist in preparation of interviews and assessment days.
• Provide interviewers with complete candidate files and appropriate interview results forms.
• Prepare recruitment events and sourcing activities.
• Prepare and organize internal and external meetings.
• Assist in the contract management and post offer management.
• Update and utilize recruitment database and tools.

Projects

Process Improvement

Created and improved the process of Northgate Arinso Asia Pacific and Japan region and grew the headcount from 800 to 1300 in 5 months

Rebranding for Northgate Asia Pacific

Rebranded the Asia Pac NGA

Site Build up for IBM Cebu

In charge of building the site for IBM Solutions Delivery Cebu.

Systems Integration for the whole asia pac, africa and UK

Spearheaded the centralization and systems integration of yhe whole chevron holdings group to ensure one process in recruitment

Site Built up for RealPage

Hired the first 300 headcount of Realpage both for BPO and IT.

Site Built Up for APR Consulting

Number 1 emoloyee of APR consulting Phils. Who built up the 4 sites and created workflow procesd, technology capability, systems integration and grew the headcount to 138 employees

Site Built Up for Accenture Cebu

Part of the team who built up the site for Accenture Cebu both Java and Peoplesoft Capability

Talent Acquisition

Successfully completed all the hiring ram plan for 2012 and about to close this week the hiring ramp plan for Q1 for 2013

HR Re Engineering

Re Engineered, Reviewed and Improved all HR Process and revisited the talent capability of Ammex

Qualifications & Certifications

LLB

Lyceum of the Philippines College of Law

LLB

San Beda College of Law

Bachelor of Laws

San Beda College Manila

Bachelor of Arts major in Political Science

Ateneo de Manila University

Highschool Diploma

Colegio De San Lorenzo

AB Political Science

Ateneo de Manila University

Ateneo De Manila University

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JP Abello provides the following services:


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