Management Team and Executive Officers
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 SEC Form 17-C filed on June 26, 2023:
|Manuel V. Pangilinan
|Chairman and Chief Executive Officer
|Simeon Ken R. Ferrer
|Ronnie L. Aperocho
|EVP and Chief Operating Officer
|Arnel Paciano D. Casanova
|SVP and Chief External and Government Affairs Officer
|Ferdinand O. Geluz
|SVP and Chief Revenue Officer, OIC Subsidiary Businesses
|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
|Maria Luisa V. Alvendia
|FVP, Chief Supply Chain Officer
|Roque D. Bacani
|FVP and Head, Information, Communications, Technology and Transformation, Acting Chief Information Security Officer
|Edgardo V. Carasig
|FVP and Chief HR Officer and Head, Corporate Services
|Redel M. Domingo
|FVP and Head, MPower
|Melanie T. Oteyza
|FVP and Chief Audit Executive
|Charina P. Padua
|FVP and Head, Customer Retail Services
|Ross Raymond B. Ravelo
|FVP and Chief Sustainability Officer and Head, Strategic Business Development
|Froilan J. Savet
|FVP and Head, Networks
|Jose Ronald V. Valles
|FVP and Head, Affairs and Head, DU Regulatory Management
|Antonio M. Abuel, Jr.
|VP and Head, Facilities, Safety, and Security Management
|Francis Euston R. Acero
|VP and Data Protection Officer
|Ireneo B. Acuña
|VP and Head, Electric Distribution Development Group
|Joseph L. Amosco
|VP and Head, Energy Management
|Patrick Dave B. Bacani
|VP and Head, Sustainability Programs, Reporting, and Partnership
|Bennette D. Bachoco
|VP and Head, Financial Planning and Reporting
|Joseph Allan C. Baltazar
|VP and Head, South Distribution Services
|Rita D. Bantigue
|VP and Head, HR Business Partner for Subsidiaries
|Sante C. Buella
|VP and Head, Central Distribution Services
|Ricardo Carmelo D. Buenafe
|VP and Head, Regulatory Compliance
|Alberto N. Castillo
|VP and Head, Sub-Transmission Services
|Maria Zarah R. Villanueva-Castro
|VP and Head, Corporate Legal Services
|Anthony Matthew N. Co
|VP and Business Development Officer
|Ricardo L. Concepcion
|VP and Head, Employee and Labor Relations
|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
|Jerry B. Lao
|VP and Head, Networks Project Portfolio Management
|Erville D. Magtubo
|VP and Head, Customer Care Group
|Roderick Dennison N. Nacu
|VP and Head, Tariff Management
|Jose S. Reyes, Jr.
|VP and Head, Network Technology and Asset 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
|Agapito R. Zaldarriaga
|VP and Head, Corporate Communications
|Ma. Cynthia C. Soluren
|SAVP, Interim Treasurer and Head, Treasury for Distribution Utility
Click here to view the Management Team as of the filing of the Amended Definitive Information Statement (DIS) for 2023.
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.
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.
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.