As HR becomes increasingly powered by artificial intelligence, analytics, and automation, Frances Opulencia Bongolan, Certified Human Resource Professional (CHRP), embraces the change—but with one clear conviction: the heart of HR will always be about people, not platforms.
“I’m particularly excited about HR data analytics and the integration of AI tools in HR functions,” Frances shared with Financial Adviser PH. “They’re changing the way we work, allowing us to make better decisions, personalize experiences, and manage tasks more efficiently.”
In her role as HR and Administration Manager at Rutherford + Partners, Frances oversees HR operations across five countries—Qatar, KSA, UAE, Egypt, and Jordan. From policy implementation to strategic planning and talent development, she works at the intersection of global processes and local people.
Yet, despite managing a region-wide function that spans cultures, legal systems, and corporate structures, Frances says the most powerful driver of business success is still culture.
“Culture starts with leadership and is shaped by consistency, fairness, and communication,” she explained. “Technology can streamline operations, but it can’t build trust or inspire loyalty. That’s the role of culture—and it must be led intentionally.”
Frances has always been people-centered in her approach, but her passion for strategic HR was ignited when she took on greater responsibilities and pursued professional development through the CHRP certification. The journey to certification gave her the structure and strategic lens to manage complexity with confidence.
“I discovered CHRP through the PHRP-Q network in Qatar. The program stood out because of its depth, relevance, and how well it aligned with my leadership goals,” she said.
She didn’t need a mentor to push her—Frances was self-motivated from the start. Determined to grow, she pursued CHRP to strengthen her credibility and expand her impact.
“I wanted to step into a more senior HR leadership role, and I knew a globally recognized certification like CHRP would help me get there,” she said. “It gave me not only the technical grounding in labor law, talent management, and organizational development—but also the confidence to lead strategic initiatives.”
Frances is especially passionate about recruitment and learning and development, calling them the most rewarding parts of her work.
“Helping match people with the right roles and then seeing them grow through structured development gives me a great sense of purpose,” she said.
Whether she’s managing policy compliance in one country or running engagement programs across multiple offices, Frances makes it a priority to build a culture where people feel seen and supported.
“I prioritize building relationships with my team, encouraging open dialogue, and recognizing each person’s contribution,” she said. “A strong workplace culture is inclusive, values-driven, and people-centered—and that’s the kind I strive to cultivate.”
Even with all the powerful tools now at HR’s disposal—from predictive analytics to automated onboarding—Frances believes that technology must serve, not replace, human connection.
“Data and systems are essential, but they don’t replace leadership or empathy,” she said. “HR’s real power lies in building a culture where people can thrive—and that takes consistency, intention, and heart.”
With CHRP backing her strategic vision and regional leadership sharpening her operational skills, Frances is the kind of HR leader who blends structure and soul—making space for people to grow while keeping the organization future-ready.
“HR will keep evolving—but if we keep people at the center, it will always be a force for good,” she said
