• HR
  • Selangor, Malaysia
  • Oct 02, 2020
Full time

Personal Summary

• Drive the organization in managing change, intervention, organization development, and people
• To hold a position in a HR driven organization, which enables me to develop strategic plans,
thus leading the organization dynamically.
• To acquire a position with an opportunity for professional growth in an organization where career
advancement is based upon skills and contribution with a desire to use my knowledge and skills
to benefit the industry, my employer and myself.

• Task Oriented, very consistent in achieving the corporate mission, with high level of planning
and organizing skills.
• High learning curve, with high ability to assimilate facts and adapt to rapid change.
• Congenial working manner, with fast adaptability in new working environment.

• Proven ability to work independently, as well as part of a team, handle simultaneous projects,
and meet deadlines.
• An organized, detail oriented and conscientious self-starters, able to strategize and prioritize
effectively to accomplish multiple tasks and stay calm under pressure.
• Devoted learner having insatiable appetite to gain and apply new knowledge.
• Exceptional organizational skills where over the years has acquire the ability to integrate details
and coordinate tasks in accomplishing overall project goals.
• Executive with diverse expertise in implementing human development solutions with large and
medium size organizations.
• Strong and visionary leader who combines technical and functional knowledge in realizing
consensus and initiative plans.
• Self motivated and goal oriented, who easily influence the members in the team to reach the
organization desired goal within the timeline.
• Results oriented achiever with excellent track record in recognizing opportunities to propel

Work Experience

OD & Talent Manager / HRBP & HR Admin Operations
Jan 2018 - Jun 2020 Pacific Inter-Link Sdn Bhd

Reporting to Regional Head, Human Resources

Key Responsibilities:
• Define & develop learning and development strategies in consultation with business unit managers
• Implement, evaluate and review learning & development framework that meet the strategic
objectives of the business
• Assist in the delivery of group programs as well as local programs including evaluating the effectiveness of the programs
• Support and coach Line Managers and their subordinates to identify learning and development
needs, plan and register them for programs to address the gaps
• Develop and manage relationships with external providers and strategic partners (internal and external) to ensure high quality and effective delivery of services
• Manager the Performance & Development Assessment process
• Assume the HR business partner role for specific Business Units which involves business support
and delivery of people plan to key Business Division and Business Units
• Provide professional expertise and support in the design, development and implementation of the
talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent.
• Collect, analyze and maintain data gathered to inform targeted leadership development (e.g., succession planning).
• Research and assist in the development of training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns.
• Serve as a business partner with hiring managers to develop effective sourcing and recruitment
strategies that result in client satisfaction. Develop effective relationships within the organization and the hiring community to have influence and impact the recruiting process and hiring.
• Develop, initiate and maintain effective programs for workforce retention, promotion and succession
• Manage the maintenance and execution of the performance management system, including current
job descriptions, standards of performance and performance evaluation instruments.
• Create and maintain an environment of equal employment opportunity, diversity and competitive
advantage in support of the company's diversity and inclusion strategic plan.
• Ensure that organization-wide talent management initiatives are focused and aligned on improving
operational and program efficiencies and effectiveness.
• Recruit full-time, part-time, temporary, contractual and intern personnel. Manage full life cycle
recruitment (post, source, prescreen, schedule, background, references, offer, onboarding, etc.).
Complete hiring process within defined metrics to minimize overall time-to-start. Develop appropriate
marketing strategies, define roles and responsibilities of hiring team, and develop service-level
agreements to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire.
• Work closely with the managers to collect and coordinate aggregate data for talent pool and translate
those data into insights through data analysis that drives deliberate action plans at the appropriate
• Develop and implement creative and innovative sourcing strategies and techniques to build a
pipeline of qualified candidates

Major Achievements:

• Design on the Talent Framework , Leadership Program and Executive Program for the organization.

• Revised the Job Description format with Group requirements. Revision of policy and Performance

• Process Improvement & ISO 9001 Implementation, 5s System Launch on Project Lead

• Successfully activated Employee Engagement activities as part of the Organization Strategy
Human Development

Asia Pacific Division Management Development Manager
Sep 2017 - Dec 2017 HR BP

Reporting to Asia Pacific Human Resources Director

Asia Pacific Management and Talent Development Manager/HR BP role support Asia Pacific regional full
functions and lead HR analytics, initiative program launch across different countries. Business Perimeter
cover Japan, South of Korea, India, Indonesia, Thailand, Malaysia

Key Responsibilities:
• Act as a key contact and supporter for all organization development and Talent Management related
topics for Asia Pacific region; proactively communicate with business leaders/HRs to understand the business strategy and set up AP talent strategy.
• Introduce the concepts, tools and materials that drive a talent mindset in the organization.
• Work close with business to build a "fit for growth" organiation and multinational culture, continuously
look to improving the productivity and organiational effectivenss
• Design and lead the implementation of projects related with talent management, and work with AP
HR team to deliver responsibilities for project operations and key deliverables;
• Set up talent pools and development path to meet development needs o different talent groups
• Responsible for talent review organizing, succession planning, training and development,
performance management etc.
• Deliver programs and conduct talent assessment and IDP build up follow up.
• Conduct AP employee survey and actions plan build up follow up
• Resource Management
• Strategic plan & Organization
o Ensure effective communication of organizational principles defined at Group level
o Be partner of progress plans
o Understand and appropriate business dynamics of their perimeter
o Prepare HR strategic plan
• Talent acquisition & recent graduates
o Attract and present best profiles from entry level, support manager in decision-making
o Upgrade recruitment skills of HR and managers
o Onboarding process
o Design/support recent graduates programs
o Launch specific attraction programs for functions and key positions
• Réservoir management
o Animate review processes (PR, KRR), ensure quality of the results and follow-up the action

o Ensure succession plans, bring inputs and provide names coming from other organizations
key people
o Ensure talents presence in succession plan
o Understand headcount flows to properly manage reinforcement plans
o Anticipate, support the identification; develop and reward experts
• Employée engagement
o Organize employees feedback and analyze the results
o Help managers to increase employees engagement , set up action plans
• Talent Management
• Performance Management
o Ensure appropriation and good quality of STAR results by managers
o Ensure appropriation of Performance ranking
o Coach managers to act as Role Model
o Train/push managers to provide fair, courageous and regular feedback
• Potential identification & validation
o Animate review processes (PR, KRR) ensure quality of the results and follow-up the action
o Guide, challenge and support for potential identification as early as possible
o Organize validation of Potentials (calibration) and promote external assessment when
• Individual development
o Ensure follow-up of Potentials development
o Support/identify needed development actions for M&Ps in their perimeter
o Support IDPs building, advise coaching, mentoring and FU offer when necessary
o Help to build anticipated career path
• Career Management
o Support promotion identified by managers Boost career management through career
interview, internal mobility process, diversified career paths

Major Achievements:
• Launched the Performance Appraisal for Asia Pacific Team.

Senior Manager, Human Resources
Jan 2015 - Mar 2017

Reporting to Country Human Resources Manager

Key Responsibilities: Promotion on new role Senior Manager, Human Resources

• Manages, leads and develops the C&B Team
• Designs the basic compensation structures in the organization (grading system, job evaluation system, job description policy, promotion policy, etc) aligned with the corporate culture and the corporate values
• Leads different HR Projects (not just projects from the compensation and benefits area)
• Coordinates compensation processes like the salary planning, bonus planning and incentive
schemes development
• Approves exceptions in the compensation of the individual employees

• Consult with line management providing HR guidance when appropriate.
• Annual Salary Review, Market Benchmarking and computation of bonus.
• Drive salary administration activities: assist managers in compensation decisions and local
benchmarking. Interface with employees and managers to resolve key compensation and benefit
• Renewal of medical insurance plan.
• To propose compensation & benefits offer for expatriate.
• Assist in the job classification exercise and salary planning.
• Support new business tender/outsourcing deal.
• Develop, deploy, and administer compensation plans/staff welfare program that are fair, competitive,
supportive of organizational strategies, and compliant with company direction.
• Implements and manages company-wide compensation programs including executive
compensation, sales incentives, bonus plans.
• Maximize employee recruiting and retention by implementing competitive benefits packages and clearly communicating their value to team members.

Manager, Learning & Development & Talent Management cum HR Business
Feb 2014 - Dec 2014

Reporting to Country Human Resources Manager

Key Responsibilities: Add-on new role HR Business Partner, Human Resources
• Assume the HR business partner role for specific Local Business Units which involves business
support and delivery of people plan to key Business Division and Business Units.
• Conduct weekly meetings with respective business units.
• Consult with line management providing HR guidance when appropriate.
• Analyze trends and metrics in partnership with HR group to develop solutions, programs and policies.
• Manage and resolve complex employee relations issues. Conducts effective, thorough and objective
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees,
reducing legal risks and ensuring regulatory compliance. Partner with legal department as
• Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale,
increase productivity and retention.
• Provides HR Policy guidance and interpretation.
• Develop contract terms for new hires, promotions, transfers.
• May assist int'l employees with expatriate assignments and related HR matters.
• Provide guidance and input on business unit restructures, workforce planning, succession planning.
Also manages the Talent Identification Process, Performance Development Appraisal with Salary
Review & Merit Increment.

Manager, Learning & Development & Talent Management, Human Resources
Nov 2012 - Dec 2014

Reporting to Country Human Resources Manager

Key Responsibilities: Manager, Learning & Development & Talent Management, Human
• Assist in the delivery of Group programs (MDP, LDP, LCP,) Competency Based Program, Technical
& Functional Needs programs including evaluating the effectiveness of the programs.
• Support and coach Line Managers and their subordinates to identify learning and development
needs, plan and register them for programs to address the gaps.
• Develop and manage relationships with external providers and strategic partners (internal and external) to ensure high quality and effective delivery of services

• Manage the Performance & Development Assessment process, procedures & system
implementation. Performance, Development, Rating & Talent Identification Process. Also data
extraction for Salary Review and Merit Increment
• Evaluating the business unit's overall learning and development requirements, business objectives,
desired results, and constraints.
• Conducting skills assessments to identify specific training needs and investigating available training
methods and procedures to determine the most effective manner by which to meet specific learning
• Negotiating resources required to conduct training sessions, leading and managing training activities
or hiring appropriate vendors to conduct training.
• Manage Orientation Program for new hires & project member for Regional On-Boarding Program
• Overall Human Resource Development Fund for both entity of ABB Malaysia Sdn Bhd & ABB
Manufacturing Sdn Bhd

Major Achievements:
• L&D Calendar Implementation with soft skills, technical & functional program for employees
based on hierarchy level.

• Implemented Graduate Engineer Program (GEP) for fresh graduates on having 2 years rotation
among BU and final in ABB counter partner in Asia countries.

• Ground work implementation of Orientation Program for new hires & project member for Regional
On-Boarding Program

• Successfully lead and completed the HR & Finance White Collar Productivity (WCP)
Transformation Project with full-cycle of project implementation & rollout (end-to-end)

our business leaders to lead
Aug 2011 - Oct 2012 Bluescope Steel Asia Sdn Bhd

(August 2011 - October 2012)

o Last Position Held: Regional Organisational Development, Human Resources
• Reporting to Manger, Regional Shared Services, Human Resources

Key Responsibilities: Regional Organisational Development, Human Resources
• Equip and develop our current workforce with the necessary skills and knowledge to deliver desire
business results
• Up skill and enhance leadership capability of our business leaders to lead, coach and inspire team
members to deliver optimum work performance
• Develop the annual training calendar for all Corporate development programs, governance training
and other ASEAN specific training programs (example safety, business systems)
• Works with training vendors to ensure vendor service meets contract and business/site requirements
for Regional coordinated training
• Owns the whole suite of Essentials Program for ASEAN business and any regionalized programs
implemented from time to time
• Assist in Corporate/ASEAN programs relating to organizational capabilities/business improvement
initiatives initiated from time to time
• Provide training and development advice to business/site as required and make appropriate
• Owns and manage the Personal Development Plan, WITTS and Competency Models
• Management of Regional training budgets
• Sets the standard for training design for ASEAN training programs
• Consolidate Organizational Development Initiatives for ASEAN - Diversity, Our Bond Employee
Opinion Survey & Bamboo Challenge Recognition Program
• High level of competency in the workforce deliver high performance organization
• Any training delivered generates a Return On Investment
• Standardized approach reduces duplication of work
• Training providers go the extra miles to be BlueScope business partners
• Learning and Development needs of businesses are met in the aspect of design, development and delivery of learning and development strategies and interventions

• Well coordinated and display of highest level of professionalism in the area of training and development activities
• High performing individual in all assigned areas of accountability

Major Achievements:
• Development and Implementation of Annual L&D Calendar for Shared Service Center & ASEAN
mid & down stream business with HR Counter partners

• Successfully completed 1 cycle of Succession Planning process on Identification of Talent & Career Movement for Manager's Level.

• Implementation of Regional Level Graduate Executive Program (GEP) which gathered 25
graduate student to complete 9 months Development Program with modules implemented within
ASEAN countries to give exposure

• Involved as Project Team Lead for HR & Support Lead Finance Shared services (AP/AR) system
implementation, migration and communication

Assistant Manager / Executive, OD & Learning, Human Capital
Jun 2010 - Jul 2011 Coca-Cola Bottlers (Malaysia) Sdn Bhd

Reporting to Head, OD & Learning, Human Capital - Singapore

Key Responsibilities: Assistant Manager / Executive, OD & Learning, Human Capital
• Develop, align and implement plans for organisational development covering employee engagement,
recognition, organisation design, organisation culture and values, and change
• Facilitate local TNA process by collating data from different sources like Performance Management
and Career Management
• Facilitate the Management of Individual Development Plan
• Execute Training programs as per plan- identifying trainers, venue arrangement, training material
• Create training information system and reports using Talent 2 system
o Training Man Hours
o Training Plan/Individual
o Effectiveness Evaluation
• Manage the Induction and Orientation for New Employees
• Support Leadership capability through leadership programs - 360 Feedback
• Execute Reward and recognition program -Value Recognition Program, GM Award, Sales Star
• Support deployment of Vision, Mission - Strategic Framework and Values company wide
• Facilitate "Insight", Employee Engagement Survey - administration. Data analysis, presentation of results, action planning, follow-up to ensure plan is achieved as per plan.
• Facilitate Performance Management - Ensure Process Adherence, role clarity, objective setting,
Workshops, Training, and cascade communication around the process
• Execute the Career Management Process
• Manage internal communication portfolio eg. Inews/Newsletter
• Support on Recruitment Plan on walk in interview coordination and conduct interview.

Major Achievements:
• Green field projects on Coca Cola manufacturing setup - Hiring, Assessment, KPI, Engagement,
Orientation, Development & Career Planning.

Senior Executive (Associate), Talent Development & Management, HR
Jan 2001 - May 2010 ASTRO

(2001- May 2010)

o Last Position Held: Senior Executive (Associate), Talent Development & Management, HR

• Reporting to Vice President, Talent Management.
o Career Highlight:
• Joined Astro as a Non - Executive, Assistant Training & Development and over the years gained a
number of promotions, i.e. Non Executive to Junior Executive (year 2004), Executive (2006) and Senior Executive (2008)

o Key Responsibilities: Senior Executive (Associate), Talent Development & Management, HR
• Guiding Talent Development & Management team through problem definition, issue identification
and work plan development using problem solving principles and past experience
• Plan, organize and implement professional trainings across the organization to achieve objectives in accordance to corporate strategies.
• Assist the Talent Development & Management Manager to manage the Learning & Development in
all aspects of training and induction programs, which includes delivery of training, preparation of materials, communication to participants, tracking of attendance, evaluation on training effectiveness,
• Developed online learning system, which is capable to handle all aspect of employees learning and development.
• Responsible to manage the Astro Capability Centre (at Technology Park Malaysia, Bukit Jalil), to ensure the facility readiness.
• Part of the team member in the task force in the development of Astro Managerial Competency
Model, which includes the following task:
• Identification of Core and Managerial competencies, which will tie back to the organizational
business goal.
• Implement the roadmap with the objective to develop a competency based culture in Astro, which
will: reinforce corporate strategy, culture, and vision establish expectations for performance
• Part of the team member in the development of 360 degree Competency Assessment, to identify the Managerial level gaps.
• Involved actively in the development of functional development roadmap, which includes Technology
division, Content Development division.
• Handling HR routine, such as handling interviews in employing new trainers and retraining them, to be a corporate trainer.
• Handled project on E-Learning, Employee Self Service, Manager Self Service, E-leave, First Day
Office & Last Day Office.
• Developed L&D website to create awareness on learning & development activities.
• Discuss and negotiate with external training providers (local and overseas), to ensure the program
designed and delivered as per the business requirement, within the allocated budget.
• Involved in Talent Pool & Succession Planning Project. Identify the Top Talent & future successor in the company and provide the competency development.
• Manage all aspects of recruitment, orientation, training & development, compensation and benefits
for Internship student. Prepare appointment, confirmation, Training Roadmap & Performance
Management KRA & KPI.
• Responsible for most of the internal purchases and procurement for the department.
• Involved in project support of the development of compensation and benefits programs,
benchmarking, systems and processes to ensure organization's ability to attract, retain and motivate
high quality employees in a competitive and cost effective manner (Employee Opinion Survey).
• Review and improve existing Human Resource practices, policies & procedures. Involve in strategic
human resources planning with line managers to meet business and operational needs pertaining to
manpower planning, recruitment, compensation, performance management, staff benefits and welfare administration and employee relations.

Key Responsibilities: Assistant, Training & Development, HR
• Assisting in TNA by producing yearly training directory
• Administration of corporate program per month - room bookings and room set up
• Ensuring coordination of corporate training program 1 month prior to training date
• To process Training Requisition form within 2 days after receiving dates
• Course evaluation summary by 5 days after each course
• Process training expenses
• Produce monthly accruals report to finance

• Send out confirmation of seats for all functional training based on TRF
• Ensure material production per participant for each program is done prior to any program
• Act as an administrative liaison with internal and/or external sources.
• Ensuring of data entry of monthly training program every month
• Keep track and generate report of monthly training expenses every month
• Ensure 95% data accuracy in the system keep
• To provide administrative assistance on Apprenticeship program and Employee Opinion Survey
• Ensuring the necessary documents are filed for record keeping.
• Projects.

Major Achievements:
• Implementation of Astro Capability Centre which a less than 3 months of setup on training

• Transformation of Paperless project on moving to Digitalization of Learning Management System
involves of E-Learning, KPI Submission, E-Leave & etc

Nov 2012 - Mar 2017 ABB Malaysia Sdn Bhd


Master of Business Administration in Collaboration - Business Administration
Nov 2009 - Jul 2011 University of Ballarat
Diploma in Human Resource Management - Human Resource Management
Jan 2003 - Jan 2004 Mina Management Institute
Diploma In Computer Studies - Computer Studies
Jan 1998 - Jan 1999

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