Who we are
AboitizPower is a major Philippine energy provider focused on building a balanced fleet of generation capacities. We also manage the second and third largest electric power distribution networks across the country, providing Filipinos energy they need to prosper.

What we do
We provide reliable and affordable electricity through responsible operations and investments while supporting the country's energy transition goals.

Our impact
We are proud to be among the Philippines' leading providers of energy and aim to continue paving the way toward a brighter, more sustainable future for everyone.

AboitizPower is an equal opportunity employer. We believe that a diverse and inclusive workforce is crucial to our purpose of driving change for a better world. We consider and encourage all applicants without discriminating against age, sexual orientation and/or gender identity, disability, political opinion, religion, nationality, marital or parental status (including pregnancy), ethnicity or other status protected by law. Our equal opportunity and non-discrimination policy applies in all aspects of employment, including recruitment, hiring, regularization, promotions, transfers, discipline, termination, benefits and training.

We urge everyone to be vigilant against scams that involve fraudulent offers of employment with Aboitiz Power Corporation. AboitizPower will never ask or solicit any form of payment at any point during the job application process.  AboitizPower only uses its official pages and links to communicate open roles and its recruitment. To ensure your security, please correspond and refer to the official channels only. Our official channels are: 
1. Aboitiz Power Corporation Website: https://www.aboitizpower.com
2. Careers Website: https://careers.aboitizpower.com
3. LinkedIn: https://www.linkedin.com/company/aboitizpower




AboitizPower

The HR Business Partner Specialist collaborates with the HRBP team to enhance the employee experience through HR services, focusing on organizational development, learning and development, talent engagement, and retention, while also contributing to initiatives that improve overall organizational effectiveness.

HRBP Specialist

Toyota Motor Philippines Corporation (TMP) is the largest automotive company in the country, with the widest vehicle line- up of 21* Toyota models. It has 71* dealers nationwide, including Lexus Manila, Inc., for its sales distribution and service centers.

TMP was incorporated on August 3, 1988 as a joint venture of the following business entities:
        GT Capital Holdings, Inc. (51%)
        Toyota Motor Corporation (34%)
        Mitsui & Co., Ltd. (15%)

TMP's head office and manufacturing plant are located inside the 82-hectare Toyota Special Economic Zone (TSEZ) in Santa Rosa City, Laguna. TSEZ is also home to a number of investors performing strategic roles in the manufacture and export of automotive products to ASEAN, Japan and other parts of the world. The Marketing Office of TMP is located at the 28th and 31st floors, GT Tower International, Makati City.

TMP currently produces the best-selling Innova and Vios. Its existing manufacturing plant has the capacity to produce over 55,000* units per year on two-shift production operations.

TMP operates with ten (10) organizational units: Marketing, Manufacturing, Production Control & Logistics, General Administration, Comptrollership, Treasury, Purchasing, Corporate Affairs, Vehicle Logistics and Affiliate Operations Support & Audit.

The company’s regular and outsourced manpower is composed of 3,695* Team Members.
—
*as of end-December 2019

Toyota Motor Philippines Corporation

An Organizational Development Analyst is a member of the Organizational Development section that handles headcount management, organization design, manpower movements and succession plans.

You will also have access to our human resources information systems to ensure timely and accurate manpower database, succession plans and table of organization which serve as basis for top management decisions and directions.

Your role and responsibilities:

<ul>
	<li>Validation of reorganization, manpower requests, movements, and succession nominations</li>
	<li>Updating of the company-wide table of organization and manpower database</li>
	<li>Monitoring of manpower and organizational movements</li>
	<li>Implementation of manpower, succession &amp; leadership development programs</li>
	<li>Support company’s organizational development initiatives by analyzing data and providing recommendations to improve the overall effectiveness and efficiency of our organization</li>
	<li>Collaborate with various departments and stakeholders to gather information and insights on organizational needs and challenges</li>
	<li>Prepare monthly headcount report</li>
	<li>Responsible for HRIS OD module</li>
</ul>

Organizational Development Staff

Quezon City is a vast and teeming city with a steadily increasing income and occupation of one-third of Metro Manila’s total land area. It now serves as the Philippines’ government center with the legislature and other important government offices located in its area. All of these are reminiscent of the same noble dream that brought forth the creation of the City.

Quezon City is situated on the northeast portion of Metro Manila. It is bounded on the north by Caloocan City and San Jose del Monte City in Bulacan Province, on the east by San Mateo and Marikina, on the south by Pasig and Mandaluyong, San Juan and Manila, and on the west by Valenzuela, Caloocan, and Manila. Its northeastern and eastern boundaries are defined by the Novaliches Watershed and the Marikina River. With an area of 16,112.58 hectares (based on 1995 GIS graphical plot), it is the largest among the sixteen (16) cities and one (1) municipality in the region and is almost one-fourth the size of Metro Manila.

VISION

The Quezon City Government envisions itself to be a model of effective governance and responsible leadership, working in partnership with the citizenry in building a Quality Community. 

MISSION

To provide quality service which will make Quezon City an ideal community where people live, work and do business in a hospitable, progressive & peaceful environment.

For more information on the application process, kindly visit the link below to learn more.

t.ly/Hpx8



Quezon City Local Government

<ul>
	<li>Assist with administrative tasks, including filing, data entry, and managing correspondence.</li>
	<li>Support the HR team in recruitment processes, onboarding new employees, and maintaining employee records.</li>
	<li>Participate in departmental meetings and contribute ideas for process improvements.</li>
	<li>Help coordinate company events and employee engagement activities.</li>
	<li>Conduct research and compile reports as necessary.</li>
</ul>

College Interns

Sinematika Inc. is a visionary production house dedicated to pushing creative boundaries and fostering collaboration. 

Our team is in constant pursuit of fresh and effective ideas when we go through the entire production process — from pre-production to post-production. 

Together with all the members of our team, we work to transform our partners' visions into creative realities, while continually innovating and surpassing expectations. Our passion lies in bringing ideas to life in the most imaginative and still highly effective ways, with our enthusiasm for work fueling our creative fire.

Sinematika Inc.

Job Summary: The HR Generalist will administer human resource programs and processes, including recruitment, employee relations, performance management, and compliance with labor laws. This role will contribute to a positive workplace culture by implementing employee engagement initiatives and serving as a liaison between employees and management.

Recruitment and Onboarding:

<ul>
	<li>Source, screen, and interview candidates for various positions.</li>
	<li>Prepare and manage employee contracts and onboarding processes.</li>
</ul>

Performance Management:

<ul>
	<li>Administer employee performance evaluations and coordinate development plans.</li>
	<li>Maintain a system for tracking and managing employee performance.</li>
</ul>

Record Management:

<ul>
	<li>Maintain and update employee records and ensure compliance with company policies and legal requirements.</li>
	<li>Develop and implement systems to improve HR department efficiency.</li>
</ul>

Payroll and Compliance:

<ul>
	<li>Process payroll and ensure compliance with applicable government regulations.</li>
	<li>Manage employee benefits, leave credits, and related inquiries.</li>
</ul>

Employee Engagement:

<ul>
	<li>Plan and organize company activities, meetings, training, wellness programs, and seminars to enhance employee engagement and satisfaction.</li>
</ul>

Labor Law Compliance:

<ul>
	<li>Stay current with the latest labor laws and regulations, ensuring adherence to company policies.</li>
	<li>Enforce rules and regulations within the organization.</li>
	<li>liaise with government agencies, including the Social Security System (SSS), PhilHealth, Home Development Mutual Fund, and the Department of Labor and Employment (DOLE).</li>
</ul>

Internship Program Management:

Oversee the internship program.

Human Resource (HR) Generalist

The Ateneo de Manila University (Ateneo) is one of the leading universities in the Philippines. More than 150 years in existence, the Ateneo has grown into a major Jesuit institution. Officially it became a university in 1959. It offers over 100 academic degree programmes. 

Ateneo offers Basic Education (Grade School, Junior and Senior High School). In addition, the Loyola Schools (college) is made up of four schools (Social Sciences; Humanities; Science and Engineering; and Management) that offer graduate and undergraduate degrees, with a total enrolment of about 10,000 students per year. The Ateneo has 4 professional schools located in 3 campuses in Quezon City, Makati City and Pasig City (Business; Government; Law; and Medicine and Public Health), with about 4,000 professional postgraduate students. 

It has an array of research centres, 11 of which are recognized as Centres of Excellence by the Philippine Commission on Higher Education. In addition to a European Studies Programme, it has a Centre for Asian Studies that fosters comparative research on East and Southeast Asia. 

The Ateneo has 207 partnerships with universities around the world (82 in Europe, 87 in Asia, 11 in Australia and New Zealand, and 27 in North and South America) and is a member of the ASEAN Universities Network and 3 other international university networks. The Ateneo’s Rizal Library is the most advanced in the Philippines with over 307,000 titles in its collection and online access to most major academic journals.

Ateneo de Manila University

Summary of Work Activities and Responsibilities:

Under the supervision of the Employee Capability and Development Assistant Director, the Senior Employee Capability and Development Officer II attends to the University’s learning and development, performance management, promotion management, career management, and succession management systems.

Main Duties and Responsibilities

HR Business Partnering and Accounts Management

Keeps track of updates and developments that affect the University as an organization, including its employees.

Serves as a partner to an assigned cluster/school’s leadership team on initiatives that require HR/OD expertise and services. 

Employee and Team Profiling 

Tracks employee profiles, which includes performance growth requirements and interventions and employees with potentials, and provides insights per cluster, job family, and sub-family, and recommends strategies on how to improve the optimal work performance level of the units and the University.

Regularly provides data that would show a picture of the current employees, leaders, and team profiles and dynamics.

Works with units in addressing perennial and extraordinary individual and/or team concerns, developing high potential employees.

3. Performance Management and Accompaniment

Designs, implements and evaluates an adaptive performance management system, ensuring its effectiveness in capturing the performance of the employees; periodically reviews the system to check reliability in measuring employee performance vis-à-vis organizational performance. 

Monitors the performance of probationary employees in ensuring that the employees are properly oriented and capacitated to perform their roles during the crucial stages of the employees life 

Career Development and Accompaniment

Designs, implements, and evaluates a responsive career management and development program.

Works with the various OPT&amp;OD groups and section in determining a possible course of action to support the realities and needs of the units in order for them to achieve their goals. 

Learning and Development Accompaniment

Designs and sets up the learning and competency frameworks vis-à-vis the University’s career management and job classification system. 

Oversees the delivery of learning programs, ensuring that various learning modalities are utilized to meet the different learning styles, preferences, and needs of employees.

Leadership and Succession Management 

Formulates, designs, organizes, and evaluates leadership development programs for potential and incumbent leaders.

Accompanies leaders in spotting talents who have the potential to take on critical positions, and mapping the possible interventions to prepare them for the roles. 

Team Capability and Accompaniment

Develops a high-quality orientation, onboarding, and socialization experience for new team members, rooted in the University’s mission and values.

Monitors the probationary employees and sees how they are settling in with their teams, ensuring that they have the necessary support to succeed in their roles.

HR-Specific: Development

Assists in reviewing the capabilities of OPT&amp;OD team members, and recommends programs possible capability and learning interventions.

Coordinates the attendance and payments of OPT&amp;OD team members to capability development programs.

Group Management Support

Keeps abreast of employee capability and development assessment, intervention and evaluation methodology and frameworks within and among the academic community and other industries.

Reviews employee capability and development programs, and (re)designs a responsive transition program.

Senior Employee Capability and Development Officer II

Summary of Work Activities and Responsibilities:

Under the supervision of the Organization Design and Development Section Head, the HR Officer will assist in designing, developing, implementing, and evaluating organization design and development projects for the University.

Main Duties and Responsibilities

I. University-wide Organization Profiling

<ul>
	<li>Tracks and detects trends in terms of organization elements and realities (e.g., organization layers, mandates, employee count, leadership profile, employee competence, etc.) which shapes the organization design, and makes the necessary recommendations to improve organization capability.</li>
	<li>Regularly provides data that would show a picture of the current organization profiles to help the University prepare for the future, in coordination with the different OPT&amp;OD sections.</li>
</ul>

II. Organization Diagnoses 

<ul>
	<li>Assists in conducting organization needs assessment, utilizing the most appropriate data gathering and validation methodologies.
	<ul>
		<li>Drafts an organization assessment plan, after due consultation and understanding of the needs of the client.</li>
		<li>Drafts questionnaires and/or data gathering guide to facilitate the sessions.</li>
	</ul>
	</li>
	<li>Comes up with an initial analysis based on data gathered from the unit, its stakeholders, and other relevant sources.
	<ul>
		<li>Identifies priority needs and recommends next steps based on the analyzed data.</li>
	</ul>
	</li>
	<li>Assists in preparing an analysis of the organization design and job design and its impact on work, service delivery, and actualization of organization mandates.
	<ul>
		<li>Works with the various OPT&amp;OD groups and sections in determining a possible course of action to support the realities and needs of the units in order for them to achieve their goals.</li>
		<li>Assists in reviewing the effectiveness of an organizational unit, working with the Workforce Analysis and Job Design (WAJD) Section in understanding how the job designs were shaped, and how it may be re-shaped to bring about optimal results for the unit to achieve its mandates, based on the inputs gathered from its stakeholders and data from industry practices.</li>
	</ul>
	</li>
</ul>

III. Organization Development Accompaniment and Evaluation

<ul>
	<li>Assists in monitoring the unit’s strategies, environment, technology, size, culture and other factors which shapes or has an impact in shaping organization design.</li>
	<li>Assists in designing organization development (OD) interventions and evaluation process to address gaps determined in the organizational diagnosis phase.</li>
	<li>Carries out OD interventions and initiatives (i.e. competency development, systems review and improvement, change management, succession planning, process re-engineering etc.) as assigned by the Organization Design and Development Section Head.
	<ul>
		<li>Monitors, coordinates, and evaluates organization development projects, keeping track of the deliverables, timelines and agreements.</li>
		<li>(Co)Facilitates individual and group discussions, and workshops towards the achievement of the required process.</li>
		<li>Proposes action points and process improvements, based on what is applicable and realistic given the unit’s context.</li>
		<li>Assists the other sections in carrying out needed interventions.</li>
	</ul>
	</li>
	<li>Documents the accompaniment process and interventions provided.</li>
</ul>

IV. HR Partnering and Administrative Functions

<ul>
	<li>Actively researches practices related to organization design and development frameworks, assessment strategies, intervention and evaluation.</li>
	<li>Keeps abreast of organization advancements, taking special interest in organization design, job design, process improvements, and change management.</li>
</ul>

HR Officer | Organization Design and Development

ThinkBIT is an award-winning software development outsourcing company based in the Philippines operating since 2014 servicing local and multinational clients in both the public and private sectors.

We service a wide variety of industries and clients, from food manufacturing and processing, telecommunications, marketing, and health and medical care in varied regional markets such as Europe, the Americas, and the Asia-Pacific.

We adhere to global standards and have been certified ISO 27001:2013 compliant. We have also helped our clientele get HIPAA and SOC2 compliance.

ThinkBIT offers fully end-to-end custom software development services geared towards corporate entities.

1. DevOps Services (AWS, GCP, Azure)
2. Mobile Application Development
3. Web Application Development
4. Project Management
5. Game / Gamification Development
6. Quality Assurance

ThinkBIT Solutions

You are expected to be involved in the different facets of Human Resources:

Recruitment

<ul>
	<li>Manage end-to-end recruitment and staffing </li>
	<li>Conduct employee orientations, onboarding, and offboarding</li>
	<li>Administer employee regularizations</li>
</ul>

Compensation &amp; Benefits

<ul>
	<li>Administer compensation and benefits (HMO)</li>
</ul>

Payroll &amp; Timekeeping

<ul>
	<li>Process/assist in timekeeping reports every cut-off</li>
	<li>Submit to our accountant for processing and do a final verification</li>
</ul>

Performance appraisal

<ul>
	<li>Manage employee performance reviews</li>
</ul>

Employee Relations

<ul>
	<li>Ensure compliance with labor regulations</li>
	<li>Administer NTEs, consultations, memos, in accordance with the company’s Code of Conduct</li>
</ul>

Employee Engagement

<ul>
	<li>Budget and organize employee activities</li>
	<li>Promote HR programs to create an efficient and conflict-free workplace</li>
</ul>

Policies

<ul>
	<li>Develop and document policies throughout the organization</li>
	<li>Implement company rules, regulations, and policies</li>
	<li>Make suggestions and recommendations to existing company policies</li>
</ul>

Training and Development

<ul>
	<li>Help organize training &amp; development initiatives</li>
</ul>

General administration

<ul>
	<li>Handle all HR documents, forms, and templates</li>
	<li>Maintain correctness of employee files and records</li>
	<li>Send out internal emails for company memos and announcements</li>
	<li>Process employees’ queries and respond in a timely manner</li>
	<li>Other tasks that relate to the function of the human resources</li>
</ul>

The position holder acts as a strategic partner to the line by embedding corporate HR 
strategy into day-to-day work and providing professional HR guidance and support to 
relevant internal client groups with the objective of adding value to the business. 
 
Outcomes Expected and Responsibilities:

<ul>
	<li>Contributes to the business strategy by helping Team Leaders identify, prioritize, and build organizational capabilities, behaviors, structures, and processes</li>
	<li>Supports the Team Leaders in forecasting and planning their talent pipeline requirements in line with the function or business strategy</li>
	<li>Facilitates long term HR initiatives aligned with the strategic leadership agenda</li>
	<li>Ensures leadership and coaching culture is cascaded through the organization</li>
	<li>Reviews key business performance targets and their related talent implications with business leaders</li>
	<li>Assists CSU Heads in providing employees with development opportunities that align with current and future performance standards</li>
	<li>Develops and promotes ongoing feedback mechanisms for employees to influence the continuous improvement of HR services and processes</li>
	<li>Understands and solicits employee opinions and anticipates their needs and concerns</li>
	<li>Provides advice and coaching to employees where appropriate</li>
	<li>Acts as a liaison between the line and HR to ensure HR services are aligned with internal client needs</li>
	<li>Ensures compliance to DOLE standards (for special cases such as redundancy, retrenchment) and just cause</li>
	<li>Ensures proper implementation of company code of discipline </li>
	<li>Reviews and benchmarks the internal and external environment to improve HR 
	policies and initiatives to enhance overall business performance</li>
	<li>Identifies and drives communication and sharing of best practices across functions to facilitate continuous improvement</li>
	<li>Conforms to the company’s Quality, Environmental, Occupational Health and Safety, 
	and Information Security Management Systems policies, standards, procedures, and guidelines based on ISO 9001, ISO 14001, OHSAS 18001, and ISO 27001 Standards</li>
	<li>Reports Environmental, Occupational Health and Safety, and Information Security 
	events/incidents or potential events, or other security risks to the organization/ 
	committees-in-charge</li>
	<li>Protects information assets from unauthorized access, disclosure, modification, destruction, or interference in accordance with ISMS policies</li>
	<li>Maintains availability, confidentiality, and integrity of documents.</li>
	<li>Travels at times given nationwide presence of accounts.</li>
	<li>Performs strategic communication materials to include corporate announcements and memoranda.</li>
</ul>

HRBP Manager

Auraland Group of Companies has operation and ownership of several companies involving Mining, Swine Farming, LDPE Manufacturing, Logistics, Real Estate and soon, Hospitality mainly in Southern Philippines (Davao Region). The first companies was established in 1980's and has diversified since then. The group has remained 100% family-owned and run and operated by it's owners thus creating a personal approach in it's management core.

By profession and putting into practice it's Core Values, the company was able to meet and surpass it's initial goals of expansion and growth.

Cap One Resources and Equity Corp.

Consistently recruiting excellent staff.

Maintaining a smooth onboarding process.

Ability to build and maintain positive relationships with colleagues.

Training, counseling, and coaching our staff.

Resolving conflicts through positive and professional mediation.

Conducting performance and wage reviews.

Developing clear policies and ensuring policy awareness.

Creating clear and concise reports.

Giving helpful and engaging presentations.

Handling workplace investigations, disciplinary, and termination procedures.

Maintaining employee and workplace privacy.

Human Resource (HR) Manager

Reedley International School is a private, co-educational, non-sectarian International School that offers program levels from Kindergarten to Grade 12. Accredited by the Western Association of Schools and Colleges (WASC), Reedley provides quality, college-preparatory education for local and international students permanently or temporarily residing in Metro Manila.
Driven by various curricular and co-curricular activities, a passionate group of personnel and about 700 students from various nations, Reedley has grown to be a reputable institution known for its kind and nurturing culture. The school has a dynamic, stimulating, and collaborative working environment, with excellent opportunities for professional development. 
Changing lives is at the core of what we do in Reedley as we believe in what matters most -- academic excellence and happy students. If you are an educator that passionately takes on the holistic formation of learners, then we invite you to join us on this exciting journey to greatness!

Reedley International School

The Human Resources Assistant must be able to take on training and development administrative tasks of the office; training program administration through coordination of logistical requirements; and provide administrative support for record keeping and organization at the office of Human Resources.

Organizing and Planning

Training Facilitation

Record Keeping

Interpersonal Skills

Employee Relations

HR Assistant

Eurofragance Philippines Inc. is a distribution company of fragrances and flavours for over 20 years with a team of God-fearing, dedicated and passionate people. We build and maintain strong partnerships with our clients through our unwavering commitment of providing only the highest quality products and excellent customer service.

Eurofragance Philippines Inc

<ul>
	<li>Lead, mentor, and support HR staff to ensure efficient HR operations.</li>
	<li>Oversee recruitment activities, including job postings, candidate screening, interviewing, and onboarding new employees. </li>
	<li>Promote a positive workplace culture and handle employee relations matters with discretion.</li>
	<li>Ensure compliance with National Government agencies like DOLE, SSS, Phil Health and PAG-IBIG.</li>
	<li>Assist in managing performance review processes, including goal setting, performance evaluations, and feedback.</li>
	<li>Identify training needs and coordinate development programs to enhance employee skills and performance.</li>
	<li>Oversee HR administrative tasks, including maintaining employee records, managing benefits administration, and supporting payroll processing.</li>
	<li>Prepare and maintain HR reports and documentation.</li>
</ul>

HR Supervisor

Remedy is a dermatology technology company focused on treating acne, which is one of the most common skin conditions worldwide. Remedy seeks to be the trusted innovative acne solution.

Founded by tried and tested professionals in dermatology and tech, we are grounded in experience, expertise and continued innovation in the marriage of both fields.

We pride ourselves in developing reasonably priced high quality dermatological solutions, because we believe that everyone deserves long- lasting confidence in themselves.

Remedy Skintech, Inc.

This is a full-time hybrid role for a Group Human Resources Manager at Remedy. The Group Human Resources Manager will be responsible for ensuring overall organizational effectiveness to achieve desired business results. You will oversee all aspects of HR management, including recruitment, onboarding, performance management, employee relations, and policy development.

In addition we want you to:

<ul>
	<li>Develop a strong understanding of business objectives and goals</li>
	<li>Provide consultation to leaders on organization design/structure</li>
	<li>Ensure organizational structure aligns with strategic objectives</li>
	<li>Drive clear communication initiatives within assigned groups</li>
	<li>Provide an objective perspective on business decisions with alternative solutions</li>
	<li>Measure employee engagement and facilitate action planning with local leadership</li>
	<li>Drive Leadership Development Initiatives</li>
	<li>Identify and implement development programs aligned with local management/leadership needs</li>
	<li>Understand and address talent issues before they impact the business.</li>
	<li>Oversee local compensation and benefits, ensuring market competitiveness.</li>
</ul>

 

The role will be based in Taguig, with flexibility for some remote work.

Human Resources Manager

First ISO 9002 Certified Agency in the Philippines.

“The Only Foundation of the Security Business is Reliable
Service.”

Awards:
Outstanding Security Services Provider (National)
(Best Choice Awards, 2017)

Most Outstanding Security Services Provider
(Global Awards for Marketing Excellence, 2006)

Best Security Services Award
(Quezon City Awards, 2006)

One of the Top 10 Leading Security Agencies
(PNP SAGSD, 2002)

Eaglewatch Security Services

We are looking for trainable &amp; willing to learn HR Personnel to oversee aspects of Human Resources practices and processes involved in the Security Services Industry.

You will be trained and/or rotate in several departments such as:

<ul>
	<li>HR Management Information Systems Maintenance</li>
	<li>Audit / Encoding</li>
	<li>Staffing &amp; Recruitment</li>
	<li>Training &amp; Development</li>
	<li>Health &amp; Welfare</li>
	<li>Deployment</li>
	<li>Discipline</li>
	<li>HR Systems Improvement</li>
</ul>

Attention to Detail

Customer Service

Critical Thinking

Communication Skills

Data Encoding / Data Entry

Human Resource (HR) Officer

The UP Career Assistance Program (UP CAP) is UP Diliman's premier career development partner, dedicated to supporting every undergraduate student in their journey toward career success. With a strong focus on business and economics-related opportunities, we equip students with the resources and guidance they need to make informed career choices and take the next step in their professional journey.

As part of our commitment to career development, we are glad to present the UP CAP’s Career Fair, the largest university-wide career fair of UP Diliman and the largest student-run career fair in the country that services over 3,000 students from different colleges and universities year after year. 

This year, we're thrilled to offer even more opportunities, with an expanded fair and enhanced events designed to guide students toward their dream careers. Cater to students at all stages of their career journey – from freshmen exploring different career paths to seniors looking to land a full-time job. Each phase of Career Fair targets a different type of student: 

1) Industry Talks (Mobile) for students interested in gaining deeper insights into specific fields, 
2) Company Conventions (Online) for 3rd or 4th year students seeking internships and employment, and 
3) Company Booths (On-site) for students ready to apply for jobs and seek one-on-one discussions with company representatives.

Schedule of Events
🌌 𝗠𝗼𝗯𝗶𝗹𝗲 𝗖𝗮𝗿𝗲𝗲𝗿 𝗙𝗮𝗶𝗿: 𝗜𝗻𝗱𝘂𝘀𝘁𝗿𝘆 𝘁𝗮𝗹𝗸𝘀 𝘄𝗶𝘁𝗵 𝗨𝗣𝗖𝗚, 𝗨𝗣 𝗝𝗙𝗔, 𝗔𝗖𝗠𝗘, 𝗮𝗻𝗱 𝗦𝗧𝗔𝗧𝗜𝗦𝗧𝗜𝗖𝗦 𝗦𝗖
February 17 (Monday) to 19 (Wednesday)

🌌 𝗢𝗻𝗹𝗶𝗻𝗲 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗖𝗼𝗻𝘃𝗲𝗻𝘁𝗶𝗼𝗻𝘀
Zoom
February 20 (Thursday) → Employment opportunities and more
February 21 (Friday) → Internships, training programs, and more

🌌 𝗢𝗻𝘀𝗶𝘁𝗲 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗕𝗼𝗼𝘁𝗵𝘀
Ang Bahay ng Alumni, UP Diliman
February 26 (Wednesday) to 28 (Friday)

📌 𝗥𝗦𝗩𝗣 𝗡𝗢𝗪: https://bit.ly/CareerFair2025RSVP
The UP CAP Career Fair 2025 is open to ALL undergraduate students in the Philippines and is completely FREE of charge. 

 UPCAP Career Fair 2025

Xenon Health is a physician-led management company that provides comprehensive anesthesia services across United States. Xenon Health is a physician-led management company that provides comprehensive anesthesia services across United States. Our services include recruiting, scheduling, credentialling, staffing, and medical billing.	

Xenon Health

Healthcare Recruiters will be responsible for calling providers (MDs and CRNAs) for client sites nationwide. 

<ul>
	<li>Source and screen healthcare providers for client sites, adhering to established policies, procedures, and legal regulations.</li>
	<li>Coordinate and manage schedules for clients and healthcare providers to ensure seamless coordination.</li>
	<li>Maintain all needed and valid credentials of healthcare providers working for us.</li>
	<li>Foster and maintain positive and professional relationships with clients and healthcare providers.</li>
	<li>Remain accessible by phone and text for at least a few hours outside your working schedule to handle urgent issues.</li>
</ul>

Healthcare Recruiter

Main Duties and Responsibilities:

<ul>
	<li>keeps up to date with HR-related legislation, and prepares recommendations on updating the university’s policies and procedures</li>
	<li>reviews, revises, drafts HR-policies
	<ul>
		<li>conducts studies, and coordinates with the different sections in gathering data for (non)compliance of policies, and provides recommendations on how to improve processes, and if needed, update policies</li>
		<li>conducts studies to evaluate the appropriateness and applicability of policies to current realities</li>
		<li>reviews current practices and determines if it should be covered by a policy, if so, drafts recommended policy</li>
	</ul>
	</li>
	<li>drafts a roadmap of information and education campaign program for policies, code of discipline, code of ethics, and other pertinent government regulations in coordination with different sections and units
	<ul>
		<li>coordinates schedules of information and education campaign programs, especially for new supervisors, in coordination with the different sections and units</li>
		<li>assists in the conduct of information and education campaign programs.</li>
		<li>monitors and evaluates the effectiveness of information and education campaigns, including the understanding of the audience, and recommends areas for improvement</li>
	</ul>
	</li>
	<li>screens concerns of employees and units, and provides initial advice/guidance and professional support, and elevates to the section head, when appropriate</li>
	<li>serves as secretariat for the HR Council, and prepares the necessary logistics, coordination, and minutes of the meeting</li>
	<li>ensures that the office is compliant with the government regulations related to HR, as manifested by the receipt of Certificate of Compliance and Certificate of No Pending Cases </li>
	<li>accounts for the release and liquidation of office petty cash, including its replenishment</li>
	<li>monitors the office supplies system, which includes the release, inventory, and purchase of supplies, and regularly tracking and analyzing requirements to support office operations
	<ul>
		<li>coordinates with pertinent offices in purchasing the needed supplies, monitoring its delivery and payment</li>
	</ul>
	</li>
	<li>monitors the condition and inventory of office equipment, furniture, and fixtures.
	<ul>
		<li>recommends a schedule of upgrading (repair and/or purchase) equipment, and refurbishing furniture and fixtures</li>
		<li>coordinates with pertinent offices to purchase, repair, and/or upgrade office equipment, furniture and fixtures, monitoring its completion, and when necessary, proper turnover</li>
	</ul>
	</li>
	<li>ensures the general upkeep of the office, making sure everyone follows the necessary office protocols to ensure a clean, safe and secure office space
	<ul>
		<li>recommends a schedule for general cleaning</li>
	</ul>
	</li>
	<li>perform other duties as may be required by the Immediate Supervisor and authorized representative</li>
</ul>

Kalibrr Job Search

Featured Jobs

Remote Jobs

Hybrid

Fresh Grads

All Jobs

New Jobs

Internship and Junior Level Jobs

High Paying Jobs

IT and Software

Sales and Marketing

Accounting and Finance

Senior Level Jobs

HRBP Specialist

Organizational Development Staff

College Interns

Human Resource (HR) Generalist

Senior Employee Capability and Development Officer II

HR Officer | Organization Design and Development

Human Resource (HR) Generalist

HRBP Manager

Human Resource (HR) Manager

HR Assistant

HR Supervisor

Human Resources Manager

Human Resource (HR) Officer

Healthcare Recruiter

HR Officer for Governance | For Pooling