Corporate Events & HR Engagement LeadIngram Micro
Workplace: MetroManila, Manila, Taguig
Salary: Agreement
Work form: Full time
Posting Date: 09/11/2025
Deadline: 22/10/2020
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Description
Job Description Template
Section 1: Identifying Information
Position Title:
Senior Professional, Work Life & Wellness
Job code:
150833
Grade:
Date Prepared:
September 17, 2018
Reports to:
Manager
Prepared by:
Michael Mariano
Department:
Employee Engagement & Communications
Business line:
Human Resources
Positions reporting to this position
N/A
Target team size:
n/a
Country/City:
Philippines/Manila
Section 2: Position Summary
Guidelines: Please provide a brief summary of the overall scope of the position.
Responsible for the planning and implementation of Employee Engagement strategy. Collaborates with various internal stakeholders in assessing the employee engagement needs of the company based on the human capital goals. Executes campaigns and activities based on the engagement strategy and considering the relevance to target participants. Leads the assessment on the effectivity of the employee engagement programs and ensures that programs are implemented according to agreed success criteria. Innovates on enhancing people programs through digitalization.
Section 3: Responsibilities, Supporting Actions & End-Results
Guidelines: List the essential responsibilities, functions and/or activities, provide the supporting actions to describe how the work will be accomplished and provide the desired end results. List the responsibilities in order of importance and the estimated percentage of time for the responsibility (no one responsibility should be greater than 60% of time or less than 10%). The most important responsibility is not necessarily the one where the most amount of time is spent.
Major Responsibility:Employee Engagement Strategy
Main Job tasks and responsibilities:
Develops and rolls out the Employee Engagement and retention strategy for the center
Measures the Engagement and retention strategy through Pulse Survey
Promotes the Employee Engagement strategy through various avenues, including new hire training, leadership cascades, etc.
Creates measures to gauge the success of the strategy
Provide support to towers in terms of aligning their activities to the overall strategy
Percentage: ...25%
Major Responsibility:Employee Engagement Campaign/Program Planning
Main Job tasks and responsibilities:
Creates Engagement Calendar of activities supporting the key Engagement Drivers
Engages Key Leaders and Champions in developing campaigns and programs that are relevant to the interest of the associates and aligned on the key engagement drivers
'Researches on the feasibility of campaign mechanics employing project management principles for successful implementation
Consults with internal partners to prepare the Purchasing and Financial Plan of the campaign
Percentage: ...30%
Major Responsibility:Employee Engagement Campaign/Program Execution
Main job tasks and responsibilities:
Works with internal partners to execute the Purchasing and Financial Plan of the campaign
Works with Communication and Creative tracks in developing the communication plan for the campaign and program
Engages Champions and volunteers on the execution of event/campaign program logistical plans
Percentage: ...30%
Major Responsibility:Stakeholder Management & Administration
Supporting Actions:
Provides updates to leaders and champions on the progress of People programs and initiatives
Provides responses to queries across channels for anything related to People programs and activities
Manages key Engagement Champions, Club Officers, and leaders to ensure their engagement and performance in driving Engagement strategy goals
Consolidates data to create a month-end report for all Engagement Programs and initiatives
Manages Employee Engagement digital tools
Identifies training needs and available avenues for training, informing department head accordingly
Use project requirements as potential training opportunities for team members appropriately
Percentage: ...15%
Section 4: Decision Making Authority Level
Guidelines: Describe the authority held by the position by listing the main decisions that the position is free to make and explain the decisions that depend on the position's advice.
Decisions free to make:
...Initial review and approval of HR-initiated engagement activities
...Initial review and approval of Clubs and Resource groups' mechanics and guidelines
...Initial review and approval of budget proposal in relation to HR, Clubs, or Resource Group's initiated activities
...Initial review and approval of creative designs as aligned with the Creatives team
...
Explain the decisions that depend on position's advice:
...Approval of Events plans
...Approval of budget for activities and campaigns
...Process and policy enhancements
...
Example decisions that depend on position's advice:
...
...
Section 5: Scope/Dimensions
Guidelines: List the main quantitative measures that define the size and scope of the position (headcount, budget, profit dollar target).
...
...
...
...
Section 6: Job Qualifications and Educational Requirement
Guidelines: Provide the education, experience, skills and competencies necessary to perform the position.
Four year college degree (or additional relevant experience in a related field). Minimum 5 years experience in Human Resources including a minimum of 3 years experience in Employee Engagement.
Fluent in English, both in verbal and written form of communication
Background in advertising, marketing, and events planning
Background in Organizational Development is a plus
Basic data and reporting management skills critical in the assessment of People program's success criteria
Negotiation skills with vendors/suppliers are critical
Foundational Competencies:
Drives Results
Self-directing to get results
High level of past achievement
Achieves despite difficult personalities
High task orientation
Willing to sacrifice to get results
has a strong bottom-line orientation
persists in accomplishing the objectives despite obstacles and setbacks
Has a track record of exceeding goals successfully
Pushes self and helps others achieve results
Decision Quality
Makes sound decisions, even in the absence of complete information
Relies on a mixture of analysis, wisdom, experience, and judgment when making decisions
Considers all relevant factors and uses appropriate decision-making criteria and principles
Recognizes when a quick 80% solution will suffice
Communicates Effectively
Is effective in a variety of communication settings, 1:1, small, large groups, or among diverse styles and position levels.
Attentively listens
Adjusts to fit the audience and the message
Provides timely and helpful information to others across the organization
Encourages the open expression of diverse ideas and opinions
Manages Complexity
Asks the right questions to accurately analyze situations
Acquires data from multiple and diverse sources when solving problems
Uncovers root causes to difficult problems
Evaluates pros and cons, risks and benefits of different solution options
Section 7: IM Competencies
Guidelines: Provide the IM Competencies necessary to perform the position.
Self Development
Open to variety of ways to develop/grow
Shows Energy for and commitment to personal growth
Looks for stretching assignments
Makes the most available development resources
Takes responsibility for learning new skills
Interpersonal Savvy
Relates comfortably with people across levels, functions and culture
Acts with diplomacy and tact
Builds rapport in an open, friendly and accepting way
Builds constructive relationships with people both similar and different to self
Picks up on interpersonal and group dynamics
Some recognition of on job conflict
May suggest solutions to conflicts
Somewhat aware of sensitive issues
Some tolerance of difficult people...Instills Trust
Instills Trust
Follows through on commitments
Is Seen as direct and truthful
keeps confidences
Practices what he/ she preaches
Shows consistency between words and actions
Being Resilient
Adequate emotional control
Shows temper only with provocation
Reasonably calm under criticism
Some ability to manage conflict
Occasionally defensive
Section 8: Other Information
Guidelines: Indicate any information that would be helpful in understanding the nature, scope or purpose of the position, or any unusual or hazardous conditions associated with performing the position.
...
Ingram Micro
Job Description Template
Section 1: Identifying Information
Position Title:
Senior Professional, Work Life & Wellness
Job code:
150833
Grade:
Date Prepared:
September 17, 2018
Reports to:
Manager
Prepared by:
Michael Mariano
Department:
Employee Engagement & Communications
Business line:
Human Resources
Positions reporting to this position
N/A
Target team size:
n/a
Country/City:
Philippines/Manila
Section 2: Position Summary
Guidelines: Please provide a brief summary of the overall scope of the position.
Responsible for the planning and implementation of Employee Engagement strategy. Collaborates with various internal stakeholders in assessing the employee engagement needs of the company based on the human capital goals. Executes campaigns and activities based on the engagement strategy and considering the relevance to target participants. Leads the assessment on the effectivity of the employee engagement programs and ensures that programs are implemented according to agreed success criteria. Innovates on enhancing people programs through digitalization.
Section 3: Responsibilities, Supporting Actions & End-Results
Guidelines: List the essential responsibilities, functions and/or activities, provide the supporting actions to describe how the work will be accomplished and provide the desired end results. List the responsibilities in order of importance and the estimated percentage of time for the responsibility (no one responsibility should be greater than 60% of time or less than 10%). The most important responsibility is not necessarily the one where the most amount of time is spent.
Major Responsibility:Employee Engagement Strategy
Main Job tasks and responsibilities:
Develops and rolls out the Employee Engagement and retention strategy for the center
Measures the Engagement and retention strategy through Pulse Survey
Promotes the Employee Engagement strategy through various avenues, including new hire training, leadership cascades, etc.
Creates measures to gauge the success of the strategy
Provide support to towers in terms of aligning their activities to the overall strategy
Percentage: ...25%
Major Responsibility:Employee Engagement Campaign/Program Planning
Main Job tasks and responsibilities:
Creates Engagement Calendar of activities supporting the key Engagement Drivers
Engages Key Leaders and Champions in developing campaigns and programs that are relevant to the interest of the associates and aligned on the key engagement drivers
'Researches on the feasibility of campaign mechanics employing project management principles for successful implementation
Consults with internal partners to prepare the Purchasing and Financial Plan of the campaign
Percentage: ...30%
Major Responsibility:Employee Engagement Campaign/Program Execution
Main job tasks and responsibilities:
Works with internal partners to execute the Purchasing and Financial Plan of the campaign
Works with Communication and Creative tracks in developing the communication plan for the campaign and program
Engages Champions and volunteers on the execution of event/campaign program logistical plans
Percentage: ...30%
Major Responsibility:Stakeholder Management & Administration
Supporting Actions:
Provides updates to leaders and champions on the progress of People programs and initiatives
Provides responses to queries across channels for anything related to People programs and activities
Manages key Engagement Champions, Club Officers, and leaders to ensure their engagement and performance in driving Engagement strategy goals
Consolidates data to create a month-end report for all Engagement Programs and initiatives
Manages Employee Engagement digital tools
Identifies training needs and available avenues for training, informing department head accordingly
Use project requirements as potential training opportunities for team members appropriately
Percentage: ...15%
Section 4: Decision Making Authority Level
Guidelines: Describe the authority held by the position by listing the main decisions that the position is free to make and explain the decisions that depend on the position's advice.
Decisions free to make:
...Initial review and approval of HR-initiated engagement activities
...Initial review and approval of Clubs and Resource groups' mechanics and guidelines
...Initial review and approval of budget proposal in relation to HR, Clubs, or Resource Group's initiated activities
...Initial review and approval of creative designs as aligned with the Creatives team
...
Explain the decisions that depend on position's advice:
...Approval of Events plans
...Approval of budget for activities and campaigns
...Process and policy enhancements
...
Example decisions that depend on position's advice:
...
...
Section 5: Scope/Dimensions
Guidelines: List the main quantitative measures that define the size and scope of the position (headcount, budget, profit dollar target).
...
...
...
...
Section 6: Job Qualifications and Educational Requirement
Guidelines: Provide the education, experience, skills and competencies necessary to perform the position.
Four year college degree (or additional relevant experience in a related field). Minimum 5 years experience in Human Resources including a minimum of 3 years experience in Employee Engagement.
Fluent in English, both in verbal and written form of communication
Background in advertising, marketing, and events planning
Background in Organizational Development is a plus
Basic data and reporting management skills critical in the assessment of People program's success criteria
Negotiation skills with vendors/suppliers are critical
Foundational Competencies:
Drives Results
Self-directing to get results
High level of past achievement
Achieves despite difficult personalities
High task orientation
Willing to sacrifice to get results
has a strong bottom-line orientation
persists in accomplishing the objectives despite obstacles and setbacks
Has a track record of exceeding goals successfully
Pushes self and helps others achieve results
Decision Quality
Makes sound decisions, even in the absence of complete information
Relies on a mixture of analysis, wisdom, experience, and judgment when making decisions
Considers all relevant factors and uses appropriate decision-making criteria and principles
Recognizes when a quick 80% solution will suffice
Communicates Effectively
Is effective in a variety of communication settings, 1:1, small, large groups, or among diverse styles and position levels.
Attentively listens
Adjusts to fit the audience and the message
Provides timely and helpful information to others across the organization
Encourages the open expression of diverse ideas and opinions
Manages Complexity
Asks the right questions to accurately analyze situations
Acquires data from multiple and diverse sources when solving problems
Uncovers root causes to difficult problems
Evaluates pros and cons, risks and benefits of different solution options
Section 7: IM Competencies
Guidelines: Provide the IM Competencies necessary to perform the position.
Self Development
Open to variety of ways to develop/grow
Shows Energy for and commitment to personal growth
Looks for stretching assignments
Makes the most available development resources
Takes responsibility for learning new skills
Interpersonal Savvy
Relates comfortably with people across levels, functions and culture
Acts with diplomacy and tact
Builds rapport in an open, friendly and accepting way
Builds constructive relationships with people both similar and different to self
Picks up on interpersonal and group dynamics
Some recognition of on job conflict
May suggest solutions to conflicts
Somewhat aware of sensitive issues
Some tolerance of difficult people...Instills Trust
Instills Trust
Follows through on commitments
Is Seen as direct and truthful
keeps confidences
Practices what he/ she preaches
Shows consistency between words and actions
Being Resilient
Adequate emotional control
Shows temper only with provocation
Reasonably calm under criticism
Some ability to manage conflict
Occasionally defensive
Section 8: Other Information
Guidelines: Indicate any information that would be helpful in understanding the nature, scope or purpose of the position, or any unusual or hazardous conditions associated with performing the position.
...
Ingram Micro
Other Info
Taguig City, Metro Manila
Permanent
Full-time
Permanent
Full-time
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Ingram Micro jobs
Taguig, Metro Manila
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