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“We recognised that behind every affected position was a person whose life, confidence, and sense of security had been shaken,” says Patricia Isabel Sandoval, Brand Experience Lead.
The COVID-19 pandemic brought the human impact of workforce transitions into sharp focus for PM Consulting, as thousands of Filipino workers faced job loss, financial uncertainty, and concerns for their families. This prompted the organisation to consider whether workforce transition could feel less like abandonment and more like an opportunity for people to rebuild and begin again.
This became the foundation of Malasakit, an initiative rooted in the Filipino value of genuine care. Recognising that many participants were dealing with fear, grief and uncertainty, the programme begins with emotional wellness and compassionate listening before moving into coaching, resume development, interview preparation, livelihood training and employment support.
The initiative earned bronze for 'Excellence in CSR Strategy' at HR Excellence Awards 2026, Philippines. In this interview, Patricia Isabel Sandoval, Brand Experience Lead shares the thinking behind Malasakit, the challenge of helping people rebuild confidence during career transitions, and why HR will need to play a bigger role in building lifelong employability.
Read the full interview below.
Q What was the “lightbulb moment” behind your HR initiative?
'Malasakit' took shape during the COVID-19 pandemic, when thousands of Filipino workers suddenly faced job loss, financial uncertainty, and fear for their families. We recognised that behind every affected position was a person whose life, confidence, and sense of security had been shaken.
We asked ourselves: What if workforce transition did not have to feel like abandonment? What if people could be supported with compassion and equipped to begin again?
This became the heart of Malasakit. Grounded in the Filipino value of genuine care, it supports the whole person through Kapakanan, or well-being; Kaunlaran, or development; Kabuhayan, or livelihood; and Kinabukasan, or future employability.
Malasakit is our promise that even when one chapter ends, people will not have to face the next one alone. There will always be an open door waiting for them.
Q What was the biggest challenge your team faced, and how did you overcome it?
Our greatest challenge was reaching people weighed down by fear, grief, and uncertainty. For many, joining a transition programme felt like accepting the loss of a career they had worked hard to build. We realised that before helping them find another opportunity, we first had to help them believe in themselves again.
Malasakit therefore begins with emotional wellness and compassionate listening before moving into coaching, résumé development, interview preparation, livelihood training, and employment support.
Through patient communication and genuine human connection, participants felt seen — not simply processed. Strong partnerships also allowed us to extend this care at scale.
During #MalasakitforSofitel, 400 displaced employees received support. Ultimately, 80% found employment or pursued livelihood and entrepreneurial paths, with access to over 70 hiring companies. Behind every number is a person who found the courage to start again.
Q How has the initiative influenced your people and organisation—and what conversation do you hope it sparks across the HR community?
Malasakit changed how we understand the employee journey. It reminded us that an organisation’s responsibility does not simply end when employment does. The way people are treated as they leave can stay with them long after their final day.
Within PM Consulting, the programme strengthened our partnerships and deepened our commitment to compassionate, responsible talent management. More importantly, it helped participants rediscover their direction and recognise that losing a role did not mean losing their value or potential.
We hope Malasakit inspires HR leaders to ask: Do we care for people as thoughtfully when they leave as we do when we welcome them?
Workforce transitions should not be measured only through costs, timelines, and compliance.
They should also be measured by whether people walk away feeling respected, supported, prepared, and hopeful enough to begin again.
Q What’s next, and how are you planning to keep the momentum going?
This award is not the end of our journey. It is a call to reach more people who may one day find themselves standing at an uncertain crossroads.
We aim to make Malasakit more scalable and adaptable across industries and accessible to every individual, regardless of their educational background. By strengthening partnerships with employers, government agencies, learning providers, coaches, and livelihood organisations, we hope to create more pathways toward employment, reskilling, financial resilience, and entrepreneurship.
We will also look beyond immediate placement and measure whether participants sustain their employment or livelihood and feel better prepared for future change.
Technology will help us personalise career recommendations, identify skills gaps, connect people with opportunities, and track long-term outcomes. But as Malasakit grows, its heart will remain unchanged. Technology may extend our reach, but empathy, trust, and human connection will always define how we care.
Q What will be the next big opportunity for HR leaders, and how is your organisation preparing for it?
The next great opportunity for HR is to build workforce resilience in a world where change is constant. As AI, automation, and evolving business models reshape work, HR must ensure that people are not left behind.
This means becoming an architect of lifelong employability — helping people learn continuously, move into new roles, and prepare for change before disruption occurs.
PM Consulting is developing Malasakit into a proactive workforce solution for both employees transitioning out of organisations and those whose roles and skills are evolving within them. We are also exploring AI and people analytics to provide more personalised support.
Yet the future of HR will not be defined by technology alone. It will be defined by how compassionately we use it.
Progress becomes truly meaningful when it helps people adapt, grow, and move forward with dignity.
Read more interviews on why organisations have won trophies for their HR practices - head over to our Winning Secrets section!
Lead image / Provided
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