This document is a resume for Leonor Cajilig Liboon. It summarizes her career objective, professional experience, accomplishments, skills and education. She has over 25 years of experience in human resources management across various industries in the Philippines, US and Singapore. Currently she is the HR, Admin, Development and Security Head at 11 FTC Enterprises, Inc. in Quezon City, Philippines, where she manages personnel and develops HR policies.

1. LEONOR CAJILIG LIBOON (BENG)
Permanent Residence: 9 Horizon St. SSS Village, Marikina City
Cell Phone Number: 09179198475
Email address: beng.liboon@gmail.com
CAREER OBJECTIVE
A challenging executive or management position which would enable me to make significant impact in an
established institution in a lucrative industry.
PROFESSIONAL SUMMARY
An HR Practitioner in various industries such as Banking, Financial, Telecommunication, Business Process
Outsourcing, Real Estate, Retail, Trading, Manufacturing, Marketing, Publishing, Public Sector, Recruitment
Agencies in the Philippines, New York, USA and Singapore.
Also with experience in sales, customer service, marketing services, credit and collection, information technology
and executive office management.
EMPLOYMENT
Present- HR, Admin, Development and Security Head/Manager, 11 FTC Enterprises, Inc., Novalichez, Q.C.
Managed, developed, and implemented recruitment, training programs, compensation & benefit
programs, employee relations, communication programs, organizational develop-
ment interventions, admin, d q systems & processes.
Managed a total of 12 personnel. Developed policies based on long, short-term strategies for HR needs
in the business.
Partnered with management to drive the business vision and create initiatives to drive motivation,
diversity, retention and positive work environment. Helped in increasing company's market share & profit
yield.
2014- Present Senior Business Partner / Principal, JobHirings Global, Canada
A 360-Degree Recruitment role: Account/Client Management and as a Recruiter. Work with clients and
candidates, actively responsible for implementing process improvement. Manage a full cycle recruiting
desk.
Execute recruitment strategies to build effective networks and relationships to maintain strongpipeline of
top talents. Access candidate’s skills and competencies for professional positions.
Ensure compliance with hiring policies, practices and company values are maintained.
2002- 2014 Human Resource Consultant for the following companies:
Lifeline/New York Staffing, U.S.A.2002; Hello Corp,Call Center 2002–2003; Rubicon Real Estate2003,
Rapid Steel Forming 2005, Big C Publishing Company 2006; Talent Sourcing / Grace BTC Singapore
2006; Makati City Hall 2007; EcosystemsPrinting 2009;Landco Pacific 2009; Carryboy Philippines 2009;
Magellan Solutions 2009 –2010; Linkstar, London 2010; Volubilis/ Proformation France 2011 – 2012;
Wow Holdings, Inc. 2012- 2013,First Metro Investment Corp. 2013. BVPDigital Quest 2014 – 2015, 11
FTC Enterprises, Inc.

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Major ACCOMPLISHMENTS:
Managed, developed, and implemented recruitment & succession planning programs,training programs,
compensation & benefit programs, employee relations, communication programs, organizational develop-
ment interventions, and quality systems & processes.
Managed HR personnel with maximum of 13. Developed policies based on long, short-term strategies for
HR needs in the business.
Partnered with management to drive the business vision and create initiatives to drive motivation,
diversity, retention and positive work environment. Helped in increasing company's market share & profit
yield.
1998 – 2001 HR OD, Training , Recruitment Supervisor/Officer - Nextel Communications, Inc.
Planned, implemented and evaluated OD interventions. Conducted team building workshops, quality
programs and training, publication of management tools / articles.
Managed budgets and expenses. Successfully handled OD and training programs.
Managed the entire Recruitment and Staffing Department. Conducted the recruitment process for
supervisory & managerial levels. Ensured implementation of target recruitment cycle / turn-around time.
Identified & selected placement, executive search & advertising companies
Managed the HR Information System Project. Spearheaded the manpower headcount forecast and
organization charting & systemization.
Handled compensation, benefits, performance evaluations and salary movements of employees.
1994 – 1997 Recruitment & Manpower Planning Officer / Supervisor - Bayantel Company
Ensured effective, efficient recruitment & staffing for technical, confidential positions & affiliate Lopez
companies. Trained/supervised six specialists and assistants. Successfully planned & implemented
processes & recruitment strategies-headhunting, campus recruitment, talent bank, referrals, newspaper
advertisements, networking, accommodation of walk-in applicants, Job Fairs, Placement agencies,
executive search & advertising companies. Shortened turn-around time, filled-up all manpower
requirements for Zero back -log project. Exemplary Recruitment Performance
1993 – 1994 Human Resources Supervisor, Landmark Corp.& Trade Access, Marketing
Addressed manpower needs of department store and other departments. Facilitated performance
evaluations and Promotions of Supervisors and Managers. Represent management during grievance
meetings wd Union Officers to settle labor issues. Trained & supervised 11 HRD Specialists. Checked
payroll report every cut-off .
1989 – 1993 HR (Personnel) Assistant, Banco De Oro
Administered company and statutory benefits. Oriented newly hired employees for company benefits
&compensation. Monitored attendance of employees. Prepared payroll & manpower reports, performance
management report, job evaluation, manpower movements. Conducted exit interviews & evaluated
results. HRIS, Attendance IT System & HR Manual.
RECOGNITIONS/AWARDS
Exemplary Performance for the year 1996, Bayantel

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Best Agent for Highest Performance - December 2002, PruLife U.K.
Top Sales Agent of the Region - April & July 2004
CEO Awardee, Achiever’s Club , Quality Circle Awardee - 2006 to 2007
SPECIAL SKILLS & OTHER QUALIFICATIONS
Effective Sales Management of Insurance agents (Prulife2002-2008, Pioneer& Medserve 2008)
Efficient Executive Assistant in assisting top Company officers (Nextel 2000 & Com Asia 2005.)
Management of Real Estate Sales force (Eastwood 2011/Avida 2012/Vista Land 2014)
Good background in Business Development Management (Nextel 2001, Grace BTC
Singapore2006,&Eastwood Properties 2011)
Effective Presentation/ Training/ Facilitation Skills
Proficient in MSOfficeApplications. Working knowledge in HRIS Systems
Good interpersonal skills
With training on ISO Documentation & Business Process Improvement
Member of Personnel Management Association of the Philippines and HRCC
Advanced Leadership& Fundamentals of Leadership Excellence Graduate, OCCI
Wealth Circle, Success Speaker’s, HR/SR Ministry of Light of Jesus Community, Bo Sanchez, Inc.
Licensed Real Estate Broker
VOLUNTEER WORK/SERVICE/ MEMBERSHIPS
Light of Jesus Community & Foundations, JCI Princess Urduja & Rotaty Club-GEMSS, Makati City
EDUCATIONAL BACKGROUND
1994 – 1996 Masters in Human Resources Management Units, UST
2003 - 2004 Diploma Courses in HR Management, PMAP
1984 – 1989 Bachelor of Science in Psychology, University of Santo Tomas, Philippines
CHARACTER REFERENCES
Ma. Cristina D. Tomas, First Metro Investment Corporation, Cell No. 09209539872
Ivy Rose Villanueva, Vista Development Center, Cell No.09209175738
Severino Reyes, Jr., Power Speak, Inc. , Cell No. 0917 555 5639

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SUMMARY OF HR COMPETENCIES & ACCOMPLISHMENTS
As the Head of Human Resource Division/Department for about 10 years,I have always been in-charge of the
overall responsibility for designing & implementing strategies & policies relating to management of organizations
and individuals in the companies served.
Handled the following departments and units responsible with the following functions:
1. Strategy – contributed to the development and review of company’s strategy; develops & reviews work
processes to improve effectiveness as well as reviews and improves company’s culture and values to ensure
that they support the long-term strategy.
a. Succession Planning - identified and developed internal people with the potential to fill key business
leadership positions in the company by coordinating nomination by unit heads, testing &assessment,
training and development.
b. Organizational Development - plans, systematic change in the attitudes, beliefs, and values of the
through creation and reinforcement of long-term training program starting with a careful organization-
wide analysis of the current situation and of the future requirements, employs techniques of behavioral
sciences such as behavior modeling, sensitivity training, and transactional analysis, with the objective to
enable the organization in adopting-better to the fast-changing external environment of markets,
regulations, and technologies
c. Personnel Policy Development and Review - define the treatment, rights, obligations, relations of
people, that serve as the blueprints by which the company runs -- the rules and procedures that protect
company workers (and the organization itself) from being abused, put them in control of their jobs & keep
them from making errors that will hurt the organization or one another; specifying instructions & rules for
dealing with issues and over- coming obstacles that may present themselves both during normal working
days and under extra ordinary circumstances, touching on relationships, expectations(hours worked,
schedules, what defines the work of a position), and ways of doing things (who gets to use what equip-
ment when, how to arrange a sick day) that affect employees' lives and the running of organization.
d. Management Committee &Board Coordination– setting of regular meetings of the ManCom,
documents the discussions and resolutions, and elevates decisions to the confirmation of the
Compensation and Remuneration Committee, Executive Committee and the Board.
2. Organization Development – develop & review organizational structures, develops & maintains organizational
and individual information systems, database & files, and reports manpower information regularly and as needed.
a. Attendance–counsel, monitor employees regarding their attendance & prepares reports to employees,
management, payroll, and auditors.
b. Placement – guide employees and superiors on pre-employment requirements & pre- regularization
requirements, monitors compliance, and reports non-compliance.
c. Regulatory Reports – remind employees & superiors on regulatory requirements, monitors compliance,
coordinates submission to authorities, and reports non-compliance.
d. Organizational Structuring – orient unit heads and employees on approved organizational structure,
facilitates revisions for proposal, and prepares manpower information based on approved structures.
3. Resourcing – develop and maintain resourcing strategy and plans to consider the strategic needs of the
organization, recruiting new people, deploying people effectively within the organization, releasing employees
from the organization, and using contracted or temporary employees as part of the work force.

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a. Recruitment - source and hire the best-qualified candidate (from within or outside of the company) for
a job opening, in a timely and cost effective manner. The recruitment process includes analyzing the
requirements of a job, attracting employees to that job, screening and selecting applicants, and hiring.
b. Outsourcing - contracting to a third party for a significant period of time any task, operation, job or
process that could be performed by employees within an organization, whether on-site or off-site.
c. Job Analysis and Evaluation - detailed examination of the tasks /performance elements that make up
a job or employee role, conditions under which they are performed, what the job requires - aptitudes
(potential for achievement), attitudes (behavior characteristic), knowledge, skills, and physical condition
of employee, with the objective of determination of most efficient methods of doing a job, enhancement
of employee's job satisfaction, improvement in training methods, development of performance
measurement systems, matching of job- specifications with the person-specifications in employee
selection, and valuing of the job in terms of job level and salary grade determination.
d. Exit Processing – inform employees and superiors of the procedures which follow decision to
terminate employment, their on-going obligations with regard to confidentiality and intellectual property
rights &payroll which enables the efficient processing of the termination of employment & accurate
calculation of termination payments; ensuring that employee leaving the department have the opportunity
to provide feedback on the nature & organization oftheir work, procedures are put in place to review this
feedback & consider its implications for departmental policies and procedures.
4. Rewards – developed and maintained total remuneration strategy/plans; establishes levels of remuneration
for jobs and people; develops and manages effective employee benefits and salary administration.
a. Compensation – determine, document, and issue the monetary value of each employee’s services.
b. Benefits – determine, document, and issue the non-financial (not performance-based, membership-
based form of compensation offered in addition to cash salary with the objective of enriching workers’
lives & preventing low satisfaction level and increase in absenteeism and turnover in employees.
c. Incentives – determine, document, and issue additional rewards employees earn based on
performance or of the collective performance, with the objective of motivating employees to improve
performance.
d. Movements–determine, document, issue necessary employee movements like as promotion, transfer,
regularization, etc.
5. Development– develop and maintain strategy and plans to enhance individuals’ & groups’ performance in
order to improve the organization’s long-term competitive positioning; establishes performance plans & review
processes; promotes training to improve individuals’ capacity to perform; promotes long-term individual
development; promotes team development. This includes employee support services such as counseling,
discipline, and grievance handling.
a. Performance Management–instill motivation of employees through setting goals, measuring progress,
giving feedback, coaching for improved performance, and rewarding achievements.
b. Training – spear headed internal delivery of trainings to ensure acquisition of knowledge, sharpening
of skills, concepts, rules, or changing of attitudes and behaviors to enhance performances.
c. Discipline – ensured willing cooperation and observance of rules and regulations of companies by all
employees, with the objective of orderliness and absence of chaos, irregularity and confusion in behavior.
d. Ethics Committee Coordination – organized meetings and documenting discussion and resolutions
that examine moral or ethical problems that arise in all aspects of business conduct, with the objective of
promoting commitment to non-economic values, regulating areas & details of behavior that lie beyond
regulatory control, and ensuring sensitivity to the communities in which the company operates.