When people think of Human Resources, they often imagine paperwork, job interviews, and annual evaluations. But for Marichu K. Cruz, Certified Human Resource Professional (CHRP) and Senior HR Officer II, the reality is far more dynamic, strategic, and people-focused.
“As Senior HR Officer II, my role involves overseeing various HR functions to support the company and its employees,” Cruz told Financial Adviser PH in an exclusive interview.
Her day-to-day work reflects a unique balance between operational structure and human connection. At Cosmetique Asia Corporation, where she leads HR functions across multiple manufacturing sites, the role demands both strategic oversight and on-the-ground engagement.
Hiring With Purpose: Finding the Right People for the Right Roles
A major part of Cruz’s daily focus is recruitment and talent management. But for her, hiring isn’t just about filling vacancies—it’s about shaping the future of the organization.
Whether it’s sourcing new talent, interviewing candidates, or aligning hires with the company’s long-term goals, Cruz ensures each recruitment decision is made with care. “We don’t just look at skills—we assess potential, values, and long-term fit,” she said.
Beyond hiring, she leads efforts to track performance and ensure employees are thriving in their roles. “Retention starts the moment you onboard someone,” she added.
Planning for the Future, Not Just the Present
With a growing company comes the need for workforce planning across multiple locations. Cruz works closely with department heads to forecast staffing needs and align HR capabilities with operational requirements.
“It’s about anticipating growth, restructuring where needed, and making sure we have the right people in the right places before the need becomes urgent,” she shared.
Her role also involves identifying internal talent for promotions and lateral movements—ensuring the business continues to grow with people who are already aligned with the company culture.
Compliance Is Culture, Too
An often overlooked aspect of HR is compliance with government regulations, something Cruz takes seriously.
She leads all efforts related to DOLE compliance and labor audits, ensuring that the company meets all legal obligations. But she views compliance not just as a regulatory box to check, but as a reflection of the company’s integrity.
“Compliance builds trust—not just with authorities, but with employees. It sends a message that we do things right,” Cruz emphasized.
Data-Driven HR That Doesn’t Forget the Human Side
Cruz also dedicates time to tracking HR metrics—from employee turnover rates to labor relations indicators and process improvement analytics. “We use numbers to improve how we serve our people,” she said.
But numbers never replace intuition or empathy. “The data guides us, but the day-to-day stories of employees remind us why we do this work.”
Building a Culture That Recognizes People
Beyond systems and metrics, Cruz leads employee engagement and recognition programs that ensure staff feel valued and motivated.
From coaching conversations and recognition programs to birthday celebrations and wellness check-ins, she believes that culture is built one small gesture at a time.
“People stay where they feel appreciated,” she said. “And that starts with how we make them feel day to day—not just during performance reviews.”
More Than a Job Title
For Cruz, HR is not a static job—it’s a mission. Her work blends structure, empathy, foresight, and discipline to create a work environment where both people and the business thrive.
“I don’t just manage people processes. I build systems that help people grow, feel safe, and do their best work,” she said.
