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Corporate Governance

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Corporate governance navigation (About)

  • Corporate Governance in Meralco
  • Governance Structure
    • Governance Structure
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Thank you for your interest in instituting good governance practice in Meralco

If you are aware of any violation of the following corporate governance rules, committed by any our directors, officers or employees, related to the following:

  • Violation of the Corporate Governance Rules
  • Violation of the Code of Ethics and Company Code of Employee Discipline or other similar codes
  • Financial Malfeasance including those relating to financial fraud and questionable accounting and auditing matters

Kindly fill out the appropriate forms (click to download) and submit to any of the CG communication channels

Meralco values your privacy.

We collect your name, address, employee number, job title/position, company/office, contact number, email address, and signature solely to facilitate action on the Violation of Corporate Governance Rules and/or Retaliation Protection report you have submitted. These are accessed by Corporate Governance Office who hold such information under strict confidentiality. These are retained while any of the involved parties is employed in Meralco and shall be disposed of accordingly thereafter.

To know more about how we protect your data, visit Privacy. To exercise your data subject rights, contact cdpo@meralco.com.ph

eReport Mo Form Anti-Retaliation Form

Management Team and Executive Officers

Management Team and Executive Officer

Our Management Team

Our Management is primarily accountable to the Board of Directors and is responsible for Meralco’s successful implementation of the corporate strategy and direction. Management is represented by a Management Committee (ManCom) composed of the corporate officers and executives headed by the President and CEO.

The Board is primarily responsible for approving the selection of Management. The Remuneration and Leadership Development Committee reviews and endorses for Board ratification all promotions to the rank of Vice President up to Senior VP, including the Chief Risk Officer, Chief Compliance Officer, and Chief Audit Executive.

Regular meetings are conducted by the ManCom to ensure implementation of major policies and directions governing the Company and its subsidiaries. It reports to the Board during regular Board meetings or during special meetings through the President and CEO.

The following are the members of the Management Team of the Company as provided in the 2025 Amended Definitive Information Statement filed on April 24, 2025.

 

Manuel V. Pangilinan Chairman and Chief Executive Officer
Lance Y. Gokongwei  Vice-Chairman 
Simeon Ken R. Ferrer Corporate Secretary
Ronnie L. Aperocho EVP and Chief Operating Officer
Maria Luisa V. Alvendia SVP and Chief Supply Chain Officer
Edgardo V. Carasig SVP and Chief HR Officer and Head, HR and Corporate Services
Arnel Paciano D. Casanova SVP and Chief External and Government Affairs Officer
Ferdinand O. Geluz SVP and Chief Revenue Office
Melanie T. Oteyza SVP and Chief Audit Executive
William S. Pamintuan SVP, Chief Legal Counsel, Assistant Corporate Secretary, Compliance Officer and Head, Legal & Corporate Governance Office
Betty C. Siy-Yap SVP and Chief Finance Officer
Jose Ronald V. Valles SVP and Head, Regulatory Affairs and DU Regulatory Management Office
Roque D. Bacani FVP and Head, Information, Communications, Technology and Transformation
Bennette D. Bachoco FVP and Head, DU Finance and Financial Planning and Reporting
Redel M. Domingo FVP and Head, MPower
Charina P. Padua FVP and Head, Customer Retail Services
Ross Raymond B. Ravelo FVP and Chief Sustainability Officer
Froilan J. Savet FVP and Head, Networks
Francis Euston R. Acero VP and Data Privacy Officer
Ireneo B. Acuña VP and Head, Utility Partnership
Joseph L. Amosco VP and Head, Energy Management, MPower
Francis Dino S. Antonio VP and Head, Regulatory Legal Case Management
Remigio R. Angeles Jr. VP and Head, South Distribution Services
Patrick Dave B. Bacani VP and Head, Sustainability Programs and Communications
Joseph Allan C. Baltazar VP and Head, Integrated Asset Management
Christopher Redeemson R. Brocales VP and Head, Shared Services HR and Employee and Labor Relations
Sante C. Buella VP and Head, Energy Management
Ricardo Carmelo D. Buenafe VP and Head, Regulatory Compliance
Alberto N. Castillo VP and Head, Sub-Transmission Services
Anthony Matthew N. Co VP and Business Development Officer
Ma. Cecilia M. Domingo VP and Head, Enterprise and National Government
Lawrence S. Fernandez VP and Head, Utility Economics
Marvin G. Gonsalves VP and Head, Revenue Assurance and Metering Services
Danilo R. Ignacio VP and Head, Network Portfolio and Resource Management
Jerry B. Lao VP and Head, Facilities and Safety Management
Edeliza T. Lim VP and Head, Marketing and Brand Experience
Ariel G. Lucas VP and Head, Central Distribution Services
Erville D. Magtubo VP and Head, Customer Care Group
Ralph M. Menchavez VP and Head, Commercial Strategy Management and Energy Solutions
Roderick Dennison N. Nacu VP and Head, Tariff Management
Noel S. Porciuncula VP and Head, Customer Process and Revenue Assurance
Paul Jason I. Ramos VP and Chief Investor Relations Officer
Jose S. Reyes, Jr. VP and Head, Networks Technology Management
Glen N. San Pedro VP and Head, Supply Chain Management
Andrew Jason B. Tan VP and Head, DU Business Development Office
Jeffrey O. Tarayao VP and Chief Corporate Social Responsibility Officer
Marilene P. Tayag VP and Chief Information Security Officer
Paola Marguerite A. Verayo VP and Head, Revenue HR & Corporate Talent Management
Maria Zarah R. Villanueva-Castro VP and Head, Corporate Legal Services
Jocelyn C. Villar-Altamira VP and Head, Corporate Governance and Compliance Office
Agapito R. Zaldarriaga VP and Head, Corporate Communications
Aldwin Christian S. Ang SAVP, Treasurer and Head, Treasury, Distribution Utility, Subsidiaries and Other Business Units

Click here to view the Management Team as of the filing of the SEC Form 17-C as of May 28, 2025.

 

Performance Assessment and Remuneration

The annual performance of Management is assessed through the achievement of the Company’s Goals and Initiatives (GAINs) indicators.

The Board ensures that the remuneration of directors and officers is consistent with the Company’s culture, strategy, and the business environment in which it operates and aligned with the long-term interest of the Company. Meralco adopts measurable standards to align the performance-based remuneration of the executive directors and senior executives with long-term interest, such as deferred bonuses. Officers and employees are accordingly compensated based on Company, team, and individual performance to help achieve corporate goals and targets and provides for long term incentives such as pay based on Meralco Group’s achievement of specified level of consolidated core net income approved by the Board and determined on an aggregate basis for a three-year period as well as executives’ attainment of a minimum level of performance rating.

 

Succession Planning

The Board of Directors ensures and adopts an effective succession planning program for key officers and management. The Remuneration and Leadership Development Committee (RLDC) is responsible for overall guidance and direction on succession planning and leadership development of the President and CEO and Senior Management. The Committee, working closely with the head of Human Resources (HR), drives the strategy for succession planning, leadership development, and talent management. The HR head develops and implements the processes and the tools to ensure robust pools of succession candidates for the President and CEO, senior management, middle management and first line management.

Talent Management and Succession Planning Programs are top priorities in the Human Resources (HR) agenda by ensuring that the right leaders and talents are in place to drive our business plans. The succession planning process involves the assessment of the Company's leaders career aspirations, strengths, and development needs. A key feature of the Company's succession planning process is the talent review conducted at the Senior Management level and at various levels of the organization. The talent reviews have been a hallmark of the Company’s process and is a best-in-class talent management practice. Progressive talent management assessment tools and methodologies were used to identify, assess, and develop leaders for critical positions. The process deliverables are individual development plans designed to bring key talents to higher levels of performance and accountability. It involves authentic and extensive management discussions and deliberations by leaders on the aspirations, strengths, development needs, and challenges of key talents.

Presently, the succession plan covers the top 666 leaders of the Company. The succession planning process involves the assessment of the Company’s leaders’ career aspirations, strengths, and development needs. A key feature of the Company’s succession planning process is the talent review conducted at the senior management level and at various levels of the organization. The senior management talent review has resulted in a pool of about 20 candidates who, subject to the realization of their development plans, could become management committee members within the next five (5) years.

All of these have created a development mindset throughout the organization and have established a strong and robust leadership pipeline that will adequately meet Meralco’s senior leadership requirements well into the future.

 

Retirement

The Board adopts a policy on the retirement for directors and key officers. The Remuneration and Leadership Development Committee assists the Board in the development of the Company’s overall performance management, compensation, retirement and leadership development policies and programs based on the Company-approved philosophy and budget. 

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