Experience

PRefChem

• Malaysia
• Oil and Gas
• 700 & Above Employee

• Section Head, Talent Acquisition (Talent Management)

  • Dec 2019 - Present

  Lead and drive recruitment strategy development and implementation to ensure short-term and long-term manpower requirements are sourced to support business operations in achieving its business objectives while complying and maintaining consistency with HRM policies and procedures. Develop talent sourcing strategy and plan on recruitment for both local and international, permanent and contract staff by analyzing manpower demand and supply plan and in line with company terms & conditions in supporting business expansion and growth. Lead the consolidation, analysis and tracking of vacancy management, recruitment performance, activities and initiatives within through periodical reporting and engagement with HRM account managers (HRBPs) and line departments and recommend intervention plans to any arising issues to ensure effective recruitment process. Lead, strategize and manage the implementation of outward mobility exercise for staff in line with HR policies, processes, and procedures by engaging and working closely with the line managers, business units and relevant Operating Companies to ensure timely execution to meet business needs without any adverse impact on Company’s ability to deliver its business objectives. Plan, strategize and manage the implementation of Performance Management processes and activities through continuous engagement with staff at all levels to ensure that performance management for Company is carried out timely and effectively at all levels in line with Corporate HR policies, procedures and guidelines to achieve superior performing culture. Work with Talent Performance on the implementation of staff promotion exercise for Company through staff data analysis, interfacing and verification with relevant parties in identifying staff who are due for promotion, manage related assessment and process staff promotion for management’s approval to ensure right capability of talent are deployed at the required positions to meet business needs.



UEM Sunrise Berhad

• Malaysia
• Real Estate
• 700 & Above Employee

• Manager, Human Resource & Administration / HR Business Partner

  • Jul 2014 - Nov 2019

  Identify, develop and implement talent acquisition strategies and activities with the main objective to create a talent pipeline into the subsidiaries of the UEM Sunrise Berhad. Work with internal teams, hiring managers and stakeholders in managing the hiring strategies implementation on all recruitment efforts. Develop recruitment strategy in optimizing sourcing initiatives such as strategic use of campus recruitment & career fair activities, website sourcing, networking activities, collaboration with top universities and other best practice initiatives. Develop relationships with third party recruitment agencies and manage the procurement and measurement process of agencies performance. Identify future talent needs and proactively sourcing and recruiting; develop talent pool or social engagements through Graduate Programs via Young Executive Scheme (YES), Young Executive/Graduate Program (YEP/YGP) and Internship program. Drive the talent selection tools through implementation of Competency Based Interview, Technical Assessment and Assessment Centre programs. Manage and control staff movement, probation, confirmation and renewal of employment contract. Organize 1st day new hires onboarding session, talent engagement and monitor exit interview session for resigned staff to work closely on the action plan with department heads on issues/feedback. Ensure yearly manpower requirements are in accordance with yearly UEMS Annual Operating Plan (AOP) and to manage resources within those budgetary guidelines. Ensure cohesive working synergy, remain on tracks and in the right frame of mind among the team for the company to grow and move forward as one entity. Accountable for the implementation and compliance to the approved quality, occupational safety, health and environment standards towards meeting customers’ expectations and fulfilling regulatory requirements.



Texas Instruments

• United States
• Semiconductor Manufacturing
• 700 & Above Employee

• HR Manager, Staffing & CSR

  • Jan 2010 - Jun 2014

  Managing overall company's staffing and manpower planning function activities and goals are met in accordance with company’s priorities.Developing, implementing, and maintaining employment and staffing programs.Maintain manpower planning system and provide guidance to management on affirmative action plans.Responsible for employment advertising budgets, campaigns and programs.Managing Headhunters, Recruiters and Private Employment Agencies to meet the hiring needs.Work closely with Procurement team in the sourcing, selection and contract management of therecruitment agencies.Develop and implement recruiting plans to fulfill open requisitions while minimizing cost per hire.Provide direction to employees according to established policies and management guidance.Company’s focal point for manpower request planning and headcount matters.Managing and analyzing Company’s attrition trend and records.Maintaining college recruiting, affirmative action and career development programs.Collaborate and managing career programs with the selected universities (Project/Program Collaboration, Campus Interview, Career Talk, etc).Maintaining good relationship with university’s Dean, Professors and Career Counselor.Plan, manage and monitor internship and apprentice programs that available in the company.HR focal point for corporate social responsibility (CSR) function.Work closely with Senior Management team to achieve the Company’s CSR goal.Develop and maintain HR indices and progress update for CSR policy and strategy development.Engage and monitor Private Employment agencies (PEA) performance in meeting the CSR auditable standard and employment code of conduct.Perform routine audit according to CSR (EICC) auditable standard specs and measurement.Produce and follow-up with PEA on the Corrective and Preventive actions (CAPA).HR Champion for customer’s CSR audit.

• Senior Human Resources Executive

  • Dec 2007 - Dec 2009



Flex

• United States
• Appliances, Electrical, and Electronics Manufacturing
• 700 & Above Employee

• Senior Human Resources Executive

  • Apr 1999 - Nov 2007