MISA
Portfolio Drive

Vice President for Human Resources Candidate

Palpallatoc, Isabela S.

Goals

My goals for my term as Vice President for Human Resources are anchored on my platform, MiSABot: Stewardship, Advancement, and Belonging, with the aim of strengthening MISA’s systems while ensuring a people-centered member experience. Under Stewardship, my goal is to establish clearer, more aligned HR systems that improve efficiency and accountability across teams. I plan to implement more structured Individual Consultations, introduce data-driven insights for project monitoring, and streamline processes. By doing so, I want to ensure that both members and officers are guided by systems that are consistent, transparent, and supportive. For Advancement, my goal is to create more intentional and accessible opportunities for member growth. I aim to enhance initiatives like workshops, simulations, and discernment talks to help members better understand their roles and develop relevant skills. I also plan to provide clearer resources, such as guidebooks and role descriptions, so members can make informed decisions about their journey in MISA. Under Belonging, my goal is to strengthen the organization’s culture by fostering deeper connections among members. I plan to improve mentorship systems like Ment2Be and create more consistent engagement touchpoints through check-ins and community-building initiatives. I want to ensure that every member feels supported, valued, and connected from the moment they enter MISA. Overall, my goal is to build an HR system that not only supports operations, but also empowers people, where members are guided, developed, and genuinely feel that they belong.

Platforms

MiSABot: Stewardship, Advancement, Belonging Empowerment through intentional systems, real growth, and meaningful connection

S: Stewardship (Leadership) - Clear systems and intentional guidance. 1. Insight HR (Data-Driven HR) Regular member check-ins through actionable checkpoints

○ Rather than relying heavily on long forms with low turnout, I will implement short, strategic feedback checkpoints that are easy to answer and immediately useful. ■ Pulse Checks for member check-ins deployed at key points in the semester (includes interest-checks for review classes for calculus and enterprise architecture subjects). ■ Focus on clarity, workload, and blockers for project core team members instead of general evaluation. ■ Results are summarized and relayed to EB, BETA, and Project Directors within a week of completion. ○ This addresses the concern of timing which ensures feedback is fast, relevant, and actionable within the project timeline, not after it ends. 2. ICbreaker (Individual Consultations with Incentives) ○ To address low turnout in consultations and forms, I will introduce a light incentive-based engagement system: ■ Project Core Team members earn points for the Ment2Be system for: ● Attending ICs ● Responding to pulse checks ■ For BETA officers, there will be monthly recognition: ● Top 5 Most Responsive Members ● Most Responsive Cluster ○ This creates positive reinforcement to ensure that we are getting constant feedback, while making participation more engaging. ○ The Individual Consultation data of core teams are analyzed, visualized, and presented to Project Directors, BETA, and EB. 3. BotLine: Questions, Feedback, and Concern Platform ○ A reliable, scheduled support system platform, serving as a safe space for members. ■ Conducted through a MISA Bot Account or Page, that serves as the main platform for receiving questions and feedback. ■ Designated HR Office Hours like specific days during peak weeks like midterms ■ Clear escalation system for urgent concerns ■ Anonymous submission option through forms for sensitive concerns ○ This ensures that we are able to give realistic and sustainable help, while still providing timely support. A: Advancement (Growth) - Learning and development through real experiences 4. MISAround and Find Out!: Experience Before You Choose ○ Pre-application exposure initiative, integrated into RecWeek or Lead Month. ■ Discernment talks conducted per application wave focused on: ● Role expectations ● Time commitment ● Real challenges ■ “Day in the Life” simulations per cluster or scenario-based workshops led by experienced officers ■ Focus: What does this role actually feel like? ○ This helps address last-minute applications by giving members early clarity before they apply. B: Belonging (Culture) - Intentional connections 5. Ment2Be

○ Reworked family system (MISAyang Samahan) ○ A shift from a “family” system to a more structured and manageable mentorship model: ○ One mentor to a small group divided based on block ○ Monthly light check-ins or tambay sessions ○ Mentors act as: ■ First point of contact ■ Guide during transitions (RecWeek, Officer Applications, Projects)

○ Strengthens cross-batch support system and eases transition for new members ○ This makes support more consistent, personal, and easier to sustain. 6. Newbies Week (Post-RecWeek Integration) ○ A dedicated onboarding period integrated with Ment2Be for early relationship building. ○ A week of: ■ Tambay sessions ■ Casual cluster bonding ■ Intro to org culture and systems ○ This ensures new members don’t just attend but actually stay and connect. Additional Initiatives: ○ Clarifying of HR Officer Roles: ■ OReOs ● Support BETA ICs ● Facilitate Discernment Talks per wave ● Assist in officer workshops and simulations ■ HR Project Officers ● Handle HR concerns ● Lead member ICs and team-building initiatives ● Support mid-project data insights ■ MemRel Officers ● Lead member check-ins and engagement initiatives ● Implement Ment2Be ■ OReOs and HRPOs work together as primary manpower for Individual Consultations Overall Direction My platform prioritizes depth over breadth which focuses on a few well-executed systems that improve responsiveness and feedback loops, help members make more informed decisions, and build stronger, more intentional connections. Ultimately, my goal is to make HR not just functional, but felt, where systems are clear, growth is guided, and every member feels supported throughout their MISA journey.