The Rewards Equation: Strengthening Our People to Better Serve Filipino Families
Macondray Finance Corporation (MFC) recently participated in The Rewards Equation: Pay, Benefits & Engagement + Roundtable 2026, held on August 27, 2026, at Dusit Thani Manila.
Representing MFC were Alan Roi Macaso, HR and Admin Manager, and Maeci Kaye Osano, HR and Admin Associate – Talent Acquisition. The session featured insights from Lydia Lily G. Quintans, FPM, CTRP, 2025 PMAP President, alongside an HCM presentation by Akrivia HCM.
The central message was straightforward: employee engagement and retention are not driven by pay and benefits alone. They are shaped by the total employee experience—fair compensation, meaningful benefits, quality leadership, recognition, development, career opportunities, and trust.
For MFC, this perspective directly supports our commitment to People & Culture Empowerment and our broader strategic direction.
From Employee Experience to Customer Experience
MFC’s people serve customers whose financial needs are deeply personal—from pensioners relying on SSS and GSIS loans to support everyday needs and family responsibilities, to seafarers and their allottees who depend on accessible financial services and timely support.
This makes employee experience more than an internal HR concern.
When employees understand their roles, feel supported by their leaders, have opportunities to grow, and trust the systems they work within, they are better positioned to provide the simple, reliable, and caring service that MFC seeks to deliver to Filipino families.
Aligning Rewards with MFC’s Strategic Thrusts
The discussions reinforced several priorities already embedded in MFC’s strategy:
People & Culture Empowerment.
Engagement begins with employees feeling valued, heard, supported, and connected to the organization’s purpose.
Operational Excellence.
Compensation, benefits, performance management, and HR processes must be consistent, understandable, and reliable—just as our customer-facing processes need to be.
Customer-Centric Growth.
The employee experience ultimately influences the customer experience. Employees who understand the needs of pensioners, seafarers, and allottees can better translate MFC’s mission into everyday service.
Innovation & Digital Transformation.
HR technology and people analytics can help connect employee data, identify patterns, improve decision-making, and create a more seamless employee lifecycle.
Financial Strength & Discipline.
Total rewards should be treated not simply as an expense, but as a strategic investment—one that should create measurable value for employees and the business.
These priorities are reinforced by MFC’s core values: Mastery, Accountability, Growth, Integrity, Clarity, and Consistency.
The MFC Rewards Equation
For MFC, the discussion points toward a broader equation:
Fair Pay + Meaningful Benefits + Quality Leadership + Recognition + Development + Future + Trust = Stronger Employee Experience
The objective is not simply to offer more benefits or programs. It is to ensure that what MFC provides is relevant, understood, accessible, consistently delivered, and connected to what employees and the organization need.
This also strengthens our approach to performance management, where individual results, competencies, and the core values are connected to organizational priorities.
Ultimately, our people strategy must support our business strategy.
And our business strategy has a clear human purpose: making loans easier for Filipino families.
By investing in an employee experience grounded in fairness, growth, accountability, and trust, MFC strengthens the people who serve our customers every day—and helps turn our mission, “Because We Care, We Make Loans Easy for the Filipino Family,” into an experience that customers can feel.
The rewards equation is therefore not only about what employees receive. It is about what the organization enables them to become—and how that translates into better service for the people we serve.
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