by Unionbank Human Resources Group
It began with a simple idea: make work easier and more meaningful for every UnionBanker. Over time, that idea evolved into a bold vision, to transform HR into a true driver of the Techglomerate journey, where technology and humanity move forward together.
UnionBank’s HR systems had long supported essential functions such as employee data, line manager processes, payroll, timekeeping, performance management, learning and development, and career progression. As the organization continued to grow, the need to bring these functions together into a single, seamless experience became clear, one that would enhance collaboration, boost efficiency, and empower employees to engage with HR in smarter, more intuitive ways. This became the spark for transformation.
UnionBank reimagined HR by integrating all systems and processes into one unified platform: The People Online Portal, or POP. What began as a system enhancement evolved into a movement of synergy and shared purpose. HR teams that once worked independently, from HRIS, Employee Experience and HR Systems, Payroll and Timekeeping to Performance Management, Learning and Development, and Talent Management, came together to co-create solutions, simplify workflows, and reimagine how HR could empower employees.
The impact has been both measurable and meaningful. To date, 5,487 employee records including regular, probationary, seconded, project-hired, consultants, and subsidiaries have been successfully migrated into POP, giving every UnionBanker access to a single, unified HR experience. The CORE team and partner clusters have completed more than 20 roadshows, ensuring 100% workforce activation, a strong signal of engagement and digital confidence.
POP also gave employees something they’ve long wanted, 24/7 access to their payslips with full breakdowns of earnings, deductions, and benefits, as well as online and mobile filing and approval of attendance-related applications, such as overtime and leaves. Employees can now file leaves in two-hour and succeeding hourly increments, enjoy flexible personal leave scheduling, and access performance and development updates anytime, anywhere.
The transformation has yielded significant operational and financial impact. Realized gains from HRMS implementation continue to drive cost efficiency, process automation, and service improvement through system-enabled HR transformation. The initiative generated ₱4.4 million in savings through headcount optimization and reduced monthly ticket volume from 1,090 in legacy systems to just 243 in POP, reflecting faster resolutions and streamlined support. Service-level adherence improved from 57% to 92%, while self-service transactions now account for 54% of HR and People processes,34% run through automated workflows with transparency on progress, and 3% are currently being automated, leaving only 9% of opportunities for further streamlining and digitization as part of HR’s continuous improvement roadmap.
On Operational Efficiency, the Talent Management Module in POP automated previously manual and time-consuming processes while providing centralized visibility of data through real-time reports and dashboards. The Nine-Box exercise has been transformed, with the N-Grid feature now allowing line managers to directly assess the performance and potential of employees without manually preparing data or plotting ratings in spreadsheets. Calibration can now be done within the system, reducing the need for multiple review meetings.
Similarly, Succession Planning is now automated identifying critical roles, readiness levels, and building succession pipelines through dashboards that ensure leadership continuity without relying on manual tracking. Meanwhile, Individual Development Plans (IDPs) for over 5,400 employees and 900 line managers are now fully system-enabled, allowing users to create, update, and monitor their plans digitally. This automation helps talents define their growth priorities, prepare for future roles, and build capabilities aligned with business goals, supported by real time notifications and progress tracking.
The Performance Management module was designed to be BSP audit-ready, featuring weighted goals to reinforce compliance, risk alignment, and transparency. This proactive configuration embeds governance into everyday performance management, ensuring audit readiness, promoting accountability, and safeguarding the Bank’s reputation through stronger oversight and data integrity.
Employee Experience Feedback shows that POP didn’t just deliver efficiency, it delighted employees. The first user experience rating reached 4.37 out of 5, while self service functions earned 4.39 out of 5. Top anticipated features include Individual Development Plans (IDPs), performance management, and easy access to Certificates of Employment and leave requests. Feedback highlights often mention “user-friendly,” “easy navigation,” “self-service,” and “real-time updates”, clear indicators that POP is meeting employee expectations for convenience, transparency, and empowerment.
Beyond efficiency, POP has elevated both the employee and HR experience, unifying and streamlining functions into a single system that empowers self-service, enhances collaboration, and accelerates HR delivery. With the upcoming Recruitment and Benefits Modules, UnionBank continues to strengthen its digital employee ecosystem, ensuring intuitive, insight-driven, and future-ready HR operations.
This is more than a system launch, it’s a story of synergy, shared success, and digital reinvention. Different teams, one mission. Diverse expertise, one direction. From silos to synergy, from processes to people, UnionBank’s HR transformation proves that true progress happens when technology and heart work as one.
