Introduction
Human Resources — Supporting Every IBFM Journey
From recruitment to growth, wellbeing to recognition, the Human Resources team ensures every IBFM is supported, guided, and empowered throughout their entire career lifecycle.
Our Role in IBFM
Human Resources exists to protect people, strengthen culture, and enable performance across the organization.
We partner with leaders and teams to ensure:
- Fair and compliant employment practices
- Clear policies and structured processes
- Positive employee experience and engagement
- Accurate compensation and benefits administration
- Safe, respectful, and inclusive workplace culture
HR is not only about processes —it is about people, trust, and long-term growth.
HR Teams Directory
EXPLORE HR SUPPORT AREAS
1. Recruitment Team
Builds the future workforce of IBFM. Handles sourcing, assessments, verification, onboarding readiness, and referral programs.
- Go to Recruitment Section
2. HR General
Manages the employee lifecycle and operational HR processes.
Covers attendance, leave, payroll endorsement, documentation, procurement, and HR policy governance.
- Go to HR General Section
3. HR Culture
- Go to Culture Section
4. Compensation & Benefits
- Go to Compensation & Benefits Section
New IBFM Onboarding Hub
Start Your Journey with Confidence
- Understand company policies and expectations
- Learn HR processes that affect employment
- Know where to ask for help
- Prepare for successful integration into IBFM
This hub connects you to:
- Recruitment onboarding guidance
- HR General policies and documentation
- Culture programs and engagement
- Compensation and benefits understanding
- Legal Compliance and Speak-Up protection
Everything a new IBFM needs — in one place.
WHAT NEW IBFMs SHOULD REVIEW FIRST
Week 1 Essentials
- Employee policies and code of conduct
- Attendance, leave, and payroll basics
- HR contact points for support
- Culture values and LTIW principles
First 30 Days Foundations
- Role onboarding plan from department
- HR process awareness
- Engagement and communication channels
- Benefits and compensation understanding
Important:
Help every IBFM feel prepared, supported, and confident from Day 1.
How HR Supports IBFM
HR is committed to:
- Fair and lawful employment practices
- Accurate payroll and documentation
- A respectful and inclusive culture
- Clear communication and guidance
- Confidential support when concerns arise
HR is not only operational — it is protective and people-focused
- Recruitment onboarding guidance
- HR General policies and documentation
- Culture programs and engagement
- Compensation and benefits understanding
- Legal Compliance and Speak-Up protection
Everything a new IBFM needs — in one place.
When to Contact HR
You may contact HR for:
- Employment or onboarding questions
- Attendance, leave, or payroll concerns
- Workplace engagement or recognition
- Benefits or compensation clarification
- Policy guidance or confidential support
No concern is too small when it affects your work experience.
- recruitment@insboss.net
- hr@insboss.net
- culture@insboss.net
- compben@insboss.net
Recruitment
Recruitment Team — Building the Future of IBFM
We identify, assess, and welcome talented professionals who align with IBFM’s values, service standards, and long-term vision.
Our Role in IBFM
The Recruitment Team ensures that every hiring decision is:
- Fair and structured
- Skills-based and role-aligned
- Compliant with verification and documentation standards
- Designed for long-term employee success
We safeguard the quality, integrity, and readiness of every new IBFM joining the organization, helping build strong, reliable, and high-performing teams.
Core Responsibilities
- Candidate sourcing and initial screening
- Structured recruitment assessments (SRAP and role-based evaluations)
- Background verification and compliance checks
- Pre-employment documentation tracking and validation
- Internship program coordination
- End-to-end recruitment process management
- Employee Referral Program administration
These responsibilities ensure consistent, ethical, and high-quality hiring outcomes across IBFM.
Hiring & Assessments SOPs
This section contains the official procedures that guide how IBFM evaluates and selects candidates.
These SOPs ensure:
- Objective and consistent candidate asses
- Compliance with company and legal standards
- Reliable hiring decisions across all roles
- Operational continuity even during disruption
Included SOPs
Important:
Always follow the official SOP before executing any hiring activity.
Onboarding & Pre-Employment
This section ensures that every selected candidate becomes a fully prepared and compliant IBFM before Day 1.
These SOPs ensure:
- Completion of pre-employment requirements
- Verification of submitted documentation
- Coordination with HR for onboarding readiness
- Confirmation of deployment preparedness
This protects:
- Compliance
- Employee Readiness
- Smooth Team Integration
Referral & Internship Programs
IBFM strengthens its workforce through trusted referrals and structured internship pipelines.
These programs help:
- Attract high-quality, culture-aligned candidates
- Build future talent pools
- Encourage employee participation in hiring
- Confirmation of deployment preparedness
Included Programs
- Employee Referral Program (ERP)
- HR & Marketing Internship Programs
These initiatives support sustainable and community-driven hiring growth.
RECRUITMENT - FIRST 30 DAYS FOCUS
Days 1–10 — Foundations
- Understand IBFM hiring philosophy and culture-fit standards
- Review the End-to-End Recruitment SOP
- Study SRAP and Background Verification procedures
- Observe live recruitment interviews
Days 11–20 — Guided Execution
- Assist in candidate screening and interview scheduling
- Practice assessment scoring with supervision
- Review onboarding and pre-employment timelines
- Learn referral and internship workflows
Days 21–30 — Independent Readiness
- Handle initial screening for assigned roles
- Coordinate interview steps from start to finish
- Validate documentation completeness
- Demonstrate full compliance with recruitment standards
- Employee Referral Program (ERP)
- HR & Marketing Internship Programs
Success Goal:
Operate recruitment processes accurately, fairly, and independently, while maintaining IBFM’s hiring integrity and quality standards.
Recruitment Team Required SOPs
To ensure operational excellence and compliance, all IBFMs are required to review and acknowledge the following Standard Operating Procedures (SOPs) specific to their department.
These documents define workflows, quality standards, security protocols, and escalation procedures. Completion of all required readings is mandatory within your onboarding period and contributes to your performance and compliance record.
Note:
These are the mandatory SOPs for your department. Please review and acknowledge each document to complete your onboarding compliance requirement.
List of SOP
Organizational Chart
Anton Federico Ysmael Fabico
Senior HR Manager
Joan Marie Abejero
TA Lead
Aliz Joy Flores
Jr. TA Lead
Jamaica Gumpad
Jr. TA Lead
Anne Lorraine Lumauig
Jr. TA Lead
Maria Victoria Punzalan
Jr. TA Lead
Francis Carlos Villariba
Jr. TA Lead
Diana Rosete
Sr. Assessment Coordinator
Samantha Clarisse Malicsi
Assessment Coordinator
Contact Recruitment
Join Us in Building Strong IBFM Teams
For assistance with:
- Hiring requests
- Candidate status updates
- Interview coordination
- Referral inquiries
- Onboarding readiness
Please contact the Recruitment Team for professional support and guidance. We are committed to fair, responsive, and compliant hiring assistance.
HR General
HR General — Managing the Employee Lifecycle
We ensure policies, records, attendance, payroll coordination, and compliance are handled with accuracy, fairness, and professionalism throughout every stage of the IBFM journey
Our Role in IBFM
HR General protects organizational stability and employee trust by ensuring:
- Accurate employee records and documentation
- Proper attendance, leave, and overtime handling
- Compliant payroll endorsement and final pay processing
- Clear HR policies and operational governance
- Structured procurement and inventory coordination
This function ensures IBFM operations remain lawful, fair, organized, and reliable for every employee.
Core Responsibility Areas
Attendance & Timekeeping
Management of time log filing, approvals, dispute handling, and computation to maintain
accurate work records.
Leave & Overtime
Administration of leave requests, overtime approvals, disputes, and correct computation
aligned with company policy.
Payroll & Documentation
Support for payroll endorsement, employment contracts, onboarding records, and final pay computation.
Procurement & Inventory
Oversight of procurement requests, approval flow, asset tracking, and office inventory
monitoring.
HR Policies & Compliance
Implementation and governance of all HR operational policies, ensuring fair and consistent
application across IBFM.
Attendance, Leave & Timekeeping
This section governs how employee work hours, absences, and overtime are recorded and validated.
It ensures:
- Accurate payroll-impacting records
- Fair dispute resolution
- Policy-aligned approvals
- Transparent attendance tracking
Proper handling of attendance and leave protects both:
- Employee Rights
- Organizational Compliance
Payroll, Documentation & Final Pay
HR General ensures that all employment records and payroll-related processes are:
- Complete
- Verified
- Policy-compliant
- Financially accurate
Key responsibilities include:
- Payroll endorsement validation
- Contract issuance and documentation control
- Onboarding record completeness
- Final pay computation and release coordination
This guarantees fair compensation handling and lawful employee transitio
Procurement & Inventory
HR General supports operational continuity through structured procurement and asset monitoring.
This includes:
- Processing procurement requests
- Tracking approvals and releases
- Monitoring office inventory and accountability
- Ensuring responsible use of company resources
Strong procurement governance protects:
- Financial Accountability
- Operations Readiness
- Resource Transparency
HR Policies & Compliance
This section ensures that all HR actions follow approved company policies.
It provides:
- Clear behavioral and operational guidelines
- Consistent enforcement across teams
- Compliance with legal and organizational standards
- Protection of employee welfare and company integrity
- Legal Compliance and Speak-Up protection
HR General serves as a guardian of fairness, order, and policy discipline within IBFM.
HR GENERAL - FIRST 30 DAYS FOCUS
Days 1–10 — Policy & Process Immersion
- Study attendance, leave, overtime, and timelog SOPs
- Review payroll endorsement and final pay workflow
- Understand contract issuance and onboarding documentation flow
- Learn core HR policies and compliance governance
Days 11–20 — Supervised Handling
- Process sample attendance and leave scenarios
- Assist in payroll endorsement validation
- Review documentation completeness checks
- Observe procurement request handling and approvals
Days 21–30 — Operational Readiness
- Handle real employee HR requests under supervision
- Validate payroll-impacting attendance and leave reco
- Ensure policy-compliant documentation handling
- Support procurement coordination and inventory tracking
Success Goal:
Maintain accurate, compliant, and reliable HR operations that protect both employees and the organization.
HR General Required SOPs
To ensure operational excellence and compliance, all IBFMs are required to review and acknowledge the following Standard Operating Procedures (SOPs) specific to their department.
These documents define workflows, quality standards, security protocols, and escalation procedures. Completion of all required readings is mandatory within your onboarding period and contributes to your performance and compliance record.
Note:
These are the mandatory SOPs for your department. Please review and acknowledge each document to complete your onboarding compliance requirement.
List of SOP
Organizational Chart
Anton Federico Ysmael Fabico
Senior HR Manager
-
JV
Jolar Verdadero
HR Generalist
-
LG
Lance Kenneth Garcia
HR Generalist
-
AA
Abigail Adducul
HR Generalist
Contact HR General
Need HR Operational Support?
For assistance with:
- Attendance, leave, or overtime concerns
- Payroll endorsement or final pay inquiries
- Employment documentation or onboarding records
- Procurement requests or inventory coordination
- HR policy clarification or compliance guidance
For assistance with:
We are committed to fair, responsive, and compliant hiring assistance.
HR Culture
Strengthening Engagement, Communication, and Belonging
We cultivate a positive, connected, and values-driven workplace where every IBFM feels informed, recognized, and engaged in the company’s mission and community.
Our Role in IBFM
HR Culture strengthens the employee experience and organizational unity by ensuring:
- Clear and meaningful internal communication
- Consistent engagement initiatives and activities
- Recognition of achievements and milestones
- Measurement of employee happiness and sentiment
- Governance of culture programs aligned with IBFM values
We protect the human connection behind performance, ensuring IBFM remains not only productive—but supportive, respectful, and inspiring.
Communication & Engagement
HR Culture manages how information, updates, and shared experiences reach every IBFM.
This includes:
- Internal and external communication coordination
- Content planning and official announcements
- Engagement activities and team initiatives
- Company-wide updates and participation programs
Strong communication ensures:
- Transparency
- Alignment
- Inclusion
Recognition & Programs
Recognition reinforces performance, morale, and belonging.
Key programs include:
- New IBFM welcome and promotions
- Insights Magazine and storytelling initiatives
- Engagement and celebration activities
- Cultural recognition programs across teams
These programs help IBFM employees feel:
- Seen
- Vaued
- Motivated
- Connected to Purpose
Survey & Insights
HR Culture measures employee sentiment through structured feedback tools.
Key mechanisms:
- Monthly Happiness Index Survey
- Quarterly Happiness Index Survey
- Engagement trend analysis
- Culture improvement planning
This ensures leadership decisions remain:
- Data-driven
- Employee-centered
- Continuously Improving
LITW & Culture Governance
LTIW (Living the IBFM Way) protects the values, behaviors, and cultural standards of the organization
This includes:
- LTIW manuals and SOP governance
- Cultural expectation reinforcement
- Alignment of behavior with IBFM principles
- Long-term culture sustainability
HR Culture ensures IBFM grows without losing its identity.
HR CULTURE - FIRST 30 DAYS FOCUS
Days 1–10 — Culture Foundations
- Study IBFM values, LTIW principles, and engagement philosophy
- Review communication and recognition programs
- Understand survey purpose and confidentiality
- Observe engagement activities and announcements
Days 11–20 — Guided Participation
- Assist in communication planning and posting
- Support engagement or recognition initiatives
- Review survey monitoring and reporting process
- Coordinate with HR and Operations on activities
Days 21–30 — Culture Stewardship
- Manage selected engagement or communication tasks
- Support recognition or storytelling initiatives
- Help monitor survey participation and insights
- Demonstrate alignment with IBFM culture standards
Success Goal:
Actively support a positive, connected, and value-driven workplace culture.
Culture Team Required SOPs
To ensure operational excellence and compliance, all IBFMs are required to review and acknowledge the following Standard Operating Procedures (SOPs) specific to their department.
These documents define workflows, quality standards, security protocols, and escalation procedures. Completion of all required readings is mandatory within your onboarding period and contributes to your performance and compliance record.
Note:
These are the mandatory SOPs for your department. Please review and acknowledge each document to complete your onboarding compliance requirement.
List of SOP
Organizational Chart
Anton Federico Ysmael Fabico
Senior HR Manager
Elaiza Erika Palis
Sr. Culture Enablement Officer
Patricia Gail Po
Jr. Culture Enablement Officer
Contact HR Culture
Building a stronger IBFM community
For support with:
- Engagement activities
- Internal communications
- Recognition initiatives
- Surveys or culture programs
Please contact HR Culture
Together, we create a workplace where every IBFM belongs and thrives.
Compensation & Benefits
Compensation & Benefits — Ensuring Fairness, Accuracy, and Employee Support
We manage compensation, benefits, attendance impact, and payroll-related processes with transparency, compliance, and care for every IBFM.
Our Role in IBFM
Compensation & Benefits ensures:
- Accurate payroll computation and endorsement
- Proper handling of attendance-related p
- Fair dispute resolution and clarification
- Compliance with company compensation policies
- Employee understanding of benefits and entitlements
We protect financial fairness, transparency, and trust across IBFM.
Attendace, Leave & Overtime Impact
Work records directly influence employee compensation.
This section governs:
- Leave computation
- Overtime calculation
- Timelog validation
- Payroll impact verification
- Dispute handling procedures
Accurate attendance handling ensures:
- Correct Pay
- Policy Compliance
- Employee Confidence
Payroll Processing & Disputes
Compensation & Benefits manages:
- Payroll endorsement accuracy
- Salary dispute review and resolution
- Final pay computation
- Payroll documentation validation
This ensures:
- Lawful compensation handling
- Fair resolution of concerns
- Financial accountability
Benefits, Policies & Employee Support
This section provides clarity on:
- Employee benefits and entitlements
- Compensation-related HR policies
- Financial assistance or donation policies
- Promotion and salary governance guidelines
The goal is to ensure every IBFM understands:
- What they Receive
- Why it is Computed
- How it is Protected
COMPENSATION & BENEFITS - FIRST 30 DAYS FOCUS
Days 1–10 — Compensation Foundations
- Study attendance, leave, and overtime computation rules
- Review payroll endorsement and dispute processes
- Understand benefits structure and policies
- Learn documentation and approval workflows
Days 11–20 — Supervised Processing
- Validate sample payroll-impacting records
- Review dispute scenarios and resolutions
- Assist in benefits clarification support
- Observe payroll endorsement coordination
Days 21–30 — Independent Accuracy
- Handle real payroll validations with supervision
- Support dispute clarification processes
- Ensure policy-aligned compensation handling
- Demonstrate accuracy and confidentiality
Success Goal:
Maintain accurate, fair, and compliant compensation support for all IBFMs
Compensation & Benefits Required SOPs
To ensure operational excellence and compliance, all IBFMs are required to review and acknowledge the following Standard Operating Procedures (SOPs) specific to their department.
These documents define workflows, quality standards, security protocols, and escalation procedures. Completion of all required readings is mandatory within your onboarding period and contributes to your performance and compliance record.
Note:
These are the mandatory SOPs for your department. Please review and acknowledge each document to complete your onboarding compliance requirement.
List of SOP
Organizational Chart
Anton Federico Ysmael Fabico
Senior HR Manager
Gene Rose Raymundo
C&B Officer
Contact Compensation & Benefits
Need help with pay, benefits, or disputes?
For assistance with:
- Payroll concerns or discrepancies
- Leave or overtime pay impact
- Benefits clarification
- Salary or final pay questions
Please contact Compensation & Benefits.
We are committed to fairness, transparency, and financial accuracy for every IBFM.
HR Support
Need Help or Guidance?
If you are unsure which HR team to contact, the HR Department will guide you to the right support
We are here to support your success at IBFM — every step of the way