Rhens Emil Guevarra

Partnered with the Head of Leadership University to conduct a leadership prospective analysis, translating business strategy, scientific research, and megatrends into interventions that redefined the leadership development roadmap.

Diagnosed the global coaching strategy for Top 300 & Top 2000 Executives & Middle Managers worldwide, analyzing multi-million investments, governance, needs, and solutions to shape future strategic coaching direction.

Deployed digital & AI-enabled HR solutions globally, augmenting people development approaches and driving skills transformation across the enterprise via quarterly activation assets adopted by markets.

Designed and scaled a leadership workshop on skills-based performance conversations and simplified performance development learning for all employees in the LXP to boost adoption and engagement.

Led the launch of the FIT Magazine 2025 Edition, an onboarding magazine for all new hires around the world to accelerate integration and communicate the Employee Value Proposition (EVP) of the enterprise.

Established trusted partnerships with director-level TA stakeholders across EMEA markets, ensuring recruitment and onboarding delivery directly supported organizational priorities.

Optimized operational performance by leading data-driven processes, improving SLA adherence from 40% to 95%, while successfully managing the region's largest onboarding operations.

Created a robust new hire training program (end-to-end mapping + CTQ identification), significantly reducing payroll errors, cutting escalations, and improving output quality.

Built and rolled out a comprehensive performance management framework for the entire EMEA R&O organization, incorporating KPIs, competencies, and evaluation processes at individual and team levels.

Developed a team skills matrix and led operational health reviews, aligning current and future capabilities to strengthen operational excellence and resilience.

Resolved a Critical Situation (CritSit) through weekly executive (VP-level) and operations reviews, reducing offer letter cut times from 12 days to 2, clearing 400+ backlogs, and preventing escalations in North America.

Drove the exit strategy with modeled timelines and integrated solutions (headcount augmentation, control point activation, automation) to stabilize operations.

Led a cross-region change initiative, embedding proactive, data-led leadership that improved oversight and SLA performance across regions.

Co-designed the first SLA framework and performance dashboard, exposing bottlenecks and automating manual work processes.

Executed the virtual Global HR Community Meeting for 700+ employees, achieving 70% participation, 90% satisfaction, and 80% direct role relevance.

Delivered a 38-day time-to-fill (vs. 47-day target) for recruitment, achieving 100 Net Promoter Score (NPS) from hiring managers.

Led the Breakthrough Opportunities for Leadership Talents (BOLT) Program strategy, attracting over 1000 candidates from top universities and designing end-to-end assessment centers for High-Potential (HiPo) selection.

Activated employer branding for the Accelerated Employee Referral Program, increasing referrals by +63.33% by year-end and exceeding market targets.

Designed and trained 100+ leaders on competency-based hiring, upskilling Hiring Managers and strengthening business-Talent Acquisition partnerships.

Redesigned the performance management system, integrating KPIs for all roles, competencies mapped to jobs, and values into assessment processes.

Managed performance cycle analytics, tracking quarterly trends on low/high performers and succession health to inform strategic decisions.

Designed and delivered comprehensive training programs for employees and managers covering onboarding and soft skills.

Oversaw LMS L&D initiatives, enabling continuous skill growth and employee development across the organization.

Spearheaded culture and well-being initiatives, including leading the COVID-19 task force response during a critical period.