Maya has earned recognition at the 2026 HR Excellence Awards Philippines for the third consecutive year, highlighting the digital financial services company’s efforts to simplify employee processes through self-service tools, AI, and redesigned performance and career systems.
At the awards ceremony held at Grand Hyatt Manila, Maya received a Silver Award for Excellence in Performance Management Evolution and a Bronze Award for Excellence in the Use of HR Tech.
The company was also named a finalist in five other categories covering employee engagement, employer branding, leadership development, talent acquisition, and talent management.
Maya brings self-service to everyday HR tasks
Much of Maya’s HR transformation centers on moving routine processes away from manual HR intervention.
Employees can now generate commonly requested documents themselves, including Certificates of Employment (COEs) used for requirements such as travel, bank transactions, and loan applications.
Managers can likewise initiate employee transfers, promotions, and other team changes directly through the company’s system instead of relying on manual consolidation and document uploads.
The approach mirrors a broader trend in enterprise technology: using digital systems to let employees complete routine transactions themselves while freeing specialists to focus on work that requires judgment.
AI handles repetitive HR work
Maya is also applying AI to specific HR processes where automated checks can reduce manual workload.
For BIR Form 2316 validation, AI-assisted checks can flag inconsistencies when employees submit their forms. Rather than manually reviewing every entry, HR teams can focus on submissions that require further attention.
The company is also using AI for LinkedIn recruitment sourcing and market data, extending automation beyond internal employee services into talent acquisition and workforce intelligence.
Maya’s approach keeps people involved in decisions that require context while using technology for repetitive validation and information-processing tasks.
Performance reviews move beyond year-end assessments
Maya has also changed how it approaches employee performance management.
Instead of treating performance as something primarily assessed during a year-end review, managers are expected to discuss priorities and progress throughout the year.
The approach gives employees an opportunity to receive feedback while there is still time to act on it, while managers can connect current performance with longer-term development.
“There are things employees should be able to do without waiting for HR, and technology helps us get those out of the way,” said Charee Lanza, People Group Head at Maya.
The company says the goal is not to automate people management entirely. Feedback, coaching, career conversations, and significant personnel decisions remain areas where managers and HR teams provide the human judgment.
Career growth gets a clearer framework
Maya has also introduced its Career Growth Navigation framework to make career progression more structured.
The framework outlines expectations for an employee’s current role, what readiness for the next level looks like, and potential career paths.
Those paths can include deeper specialization, lateral moves, or progression into leadership roles.
By making these options more explicit, Maya aims to give employees and managers a clearer basis for career conversations instead of relying solely on informal discussions about progression.
Maya’s third straight year of HR recognition
The 2026 HR Excellence Awards recognition continues Maya’s run at the program, but the company’s latest entries focus less on individual HR initiatives and more on how technology is changing everyday employee workflows.
The underlying strategy is straightforward: automate routine processes where technology can make them faster, while giving people more time for feedback, coaching, development, and decisions that require context.
For Maya, that means HR technology is not simply about replacing manual processes. It is about reducing the administrative work surrounding employees so managers and HR teams can spend more time on the people behind those processes.
