1. Maria Pearl Solon
Summary
 Results oriented Talent Acquisition/Corporate Recruiter / HR professional with ability to self-direct to
complete a task independently as well as in a team setting.
 Proven track record in executing tactical and strategic HR operations with focus on efficient delivery of HR
services.
 Expertise includes Talent Acquisition, Compensation & Salary Administration, Affirmative Action
Compliance, Performance Management, Coaching leaders and consultation, Employee Relations, Training
and Organization Development, Succession Planning, Employee Engagement.
 Reliable, conscientious, accountable, thrives in a fast paced environment, excellent interpersonal skills,
works with the highest level of integrity
Technical Skills
Proficient in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook), ADP for Payroll and HRIS, Applicant
Tracking System - Virtual Edge by ADP, People Soft, Vendor Management
Education
MS, Human Resources Management, University of St. Thomas, Manila, Philippines
BS Psychology, Major in Clinical Psychology, Minor in Industrial and Educational Psychology, St Paul College,
Manila, Philippines (Curriculum equivalent to US Standards as per IERF evaluation #S06-11274)
Affiliation & Certifications
SHRM Active Member, Certificate in Human Resource Planning & Acquisition, Harrison Innerview Profiling
System – Certified Assessment User/Administrator
Professional Development
SHRM Learning System, Conflict Resolution, Kepner Tregoe (KT) Problem Solving and Decision Making
Workshop, Kepner Tregoe (KT) Project Management Workshop, How to Hire the Right Person, Managerial
Guide in Improving Communication (MAGIC – a supervisor effectiveness program), Guided Interviewing and
Selection Techniques, Behavioral Interviewing, Team Building Workshop, Train the Trainor Program,
Competency Based Pay Compensation System, Effective Business Writing, Crew Resources Management
Workshop, Human Factors in Aircraft Maintenance, Know your DC 9 Aircraft, Service Plus: How to Gain
Customer Satistaction, Harrison Innerview Accreditation Workshop, Harrison Innerview Interpretation and Guide
for Higher Level Template Development, Harrison Innerview Reaccreditation Workshop,
Professional Experience
Laboratory Corporation of America, Raritan, NJ July 2008 - present
Human Resource Business Partner - Recruiting - Northeast Division
A full cycle recruiter in a high volume, fast-paced environment executing recruiting initiatives in compliance with
applicable employment laws and regulations in the most cost effective manner. This includes collaboration with
local and corporate human resources and various business units to implement recruiting activities. Most recent
assignment was being the lead human resource business partner behind the timely and flawless execution of
recruiting 150 + positions’ in a 2 month period for Accessioning, Phlebotomy, IT, Client Services, Warehouse
and Distribution to meet the company’s contractual obligation.
Responsibilities
 Lead person in recruiting 200 + positions in a two month period for several acquisitions within the
Company. This resulted to a seamless integration of employees information on boarded in the HR system
 Lead person for developing the Affirmative Action Plans for the division including data conciliation for three
consecutive years that led to a successful audit from the OFCCP
 Lead person for developing successful Outreach Programs for the division which resulted to OFFCP
compliance requirement
 Developed hiring and selection processes for certain non-technical and technical positions which resulted to
improved efficiencies and consistencies in the hiring process
 Designed, developed and taught Behavioral Interviewing Classes for Line Supervisors and Managers and
travelled extensively within the division.
 Completed training classes for about 85% of the entire supervisory personnel since classes launching in less
than a year
 Works closely with the business partners to assess job openings, develop competencies and assessment
as a selection tool and maintain a team approach to ensure healthy candidate pipeline
 Trained and hired junior recruiters who successfully helped recruit for the Hospital Group, Laboratory and
Phlebotomy personnel requirements.

2. Laboratory Corporation of America, Raritan, NJ July 2006 - July 2008
HR Generalist - Clinical Trials Division
 Executed full range of HR operations which included recruitment, visa sponsorship, compliance, I 9
administration, benefits & salary administration, Executive & Line Managers counselling,
compensation, termination, employee relations, conflict resolution, FMLA, disability, workers’
compensation.
 Conducted internal investigations to resolve employee relations issues in areas of work place conflict,
manager – subordinate relationship, theft, harassment, substance abuse
 Administered major rewards programs. These included annual salary increases, promotions, sales
commissions, sign in bonuses, relocation and other recognition programs (Lab Week, Service Awards, etc.)
Designed and develop recognition award system to improve engagement and retention. Designed and
developed a quarterly newsletter for the division
Cebu Pacific Airlines, Manila Philippines November 1995 - November 2002
Manager – Recruitment & Manpower Planning
The airline is the country’s second largest national carrier that was patterned after Southwest Airlines. It became
famous because of its “low fare, great value” culture that changed how airlines do business by being customer-
centric while keeping their fares low. Few years later, the airline has opened its regional flights and remains up to
this day a formidable carrier in the country.
Responsibilities:
 Single handedly pioneered and started the HR operations in the Airline during the infancy stage.
 Started as an HR Assistant, promoted to Recruiting Supervisor, and to Manager in Recruitment and
Manpower Planning
 Executed full cycle recruitment for all positions from entry level to technical positions (pilots, aircraft
and avionic mechanics, flight attendants, flight controllers, etc.) throughout the country. Supervised and
trained a staff of three in the recruiting department
 Lead person in the design, development and implementation of the organization's first web based Applicant
Tracking System (ATS) called SIVA. This major initiative was completed and rolled out months before its
anticipated implementation, resulting to cost savings for the company
 Created Standard Operating Procedures Manual for the Recruiting Department. This was a key in getting an
ISO 9000:121 accreditation for the airline. Served as an Internal Quality Auditor and audited processes in the
operational side of the business
 Conducted Behavioral Interview Classes for Line Supervisors in close coordination with HR Leaders and
Consultants (Guided Interviewing & Selection Techniques)
 Developed and introduced On the Job training (OJT) program for graduating students from a Flying School
that provided practical experience as curriculum requirement for graduation
Awards Received
 Recipient of JFK’s Recognition Award for Outreach program in hiring people with disabilities - JFK Lab
Assistant Program, April 2015
http://www.mycentraljersey.com/story/news/local/middlesex-county/2015/05/14/jfk-hospitals-career-options-
day-recognizes-supporters/27321939/
 Northeast Division #1 Employee Award – LabCorp
 Laboratorian of the Year Award – LabCorp
 Numerous commendations from various Functional Heads for filling positions in a timely manner – LabCorp
 Pioneer Task Force/Internal Quality Auditor - Aviation, Quality and Safety - Cebu Pacific Ai
 Letter of Appreciation for coming to work despite heavy rains and floods - Cebu Pacific Air
 Numerous commendations from various Functional Heads for filling positions in a timely manner – Cebu
Pacific Air
 Certification of Appreciation for the on time delivery of test evaluation reports for pilot candidates – Cebu
Pacific Air
 Early Bird Award - Accenture