Experience

REHAU South East Asia

• Singapore
• Plastics Manufacturing
• 1 - 100 Employee

• HR Manager - SEA

  • Feb 2023 - Present



Tate & Lyle

• United Kingdom
• Food and Beverage Manufacturing
• 700 & Above Employee

• HR Manager - Thailand

  • Jan 2021 - Jan 2023

  A strategic HR partner, work closely with business country heads & local plant management teams by driving development & delivery of people strategies & plans for short & long term business needs for Thailand -Work with corporate/regional HR team and management to implement corporate initiatives and effective HR programs -Provide initiatives on diverse strategies including recruitment, performance management, reward & talent management , people development, employee relations, policy development, succession planning -Provide HR advices to local management on organizational development ( structures, culture, HR system and policies) -Serve as a resource/consultant in strategic and tactical approaches for all HR areas -Coach local management through employee related issues and ensure local Labour Law compliance -Continuously improve processes or policies to ensure efficiency and effectiveness of the HR functions -Ensure all HR policies & procedures are in accordance with regional & global guidelines and best practice -Work with Global & APAC People Services team to ensure HR processes, systems are maintained on timely manner -Perform, Maintain and improve the EHSQ standards and requirements as set by the Company. -Other duties as assigned Show less



Reckitt

• United Kingdom
• Manufacturing
• 700 & Above Employee

• Plant HR Manager

  • Feb 2020 - Nov 2020

  -To ensure TA, manpower planning and resourcing in order to have at all times full teams with qualified and capable people -To implement Performance Management and systematic Training & Development in order to drive productivity and Bench Strength -To facilitate and support Organization Development and Effectiveness in order to create a strong and consistent RB Culture -To drive and manage Internal Communication within the Supply Organization in order to ensure alignment and clarity of purpose -To manage Industrial and Employee relations in order to drive trust and employee engagement -To manage General Administration and office Management within the company in order to drive the business running smoothly Show less



Unilever

• United Kingdom
• Manufacturing
• 700 & Above Employee

• HR Business Partner

  • Feb 2016 - Feb 2020

  -Responsible for local Human Resources plan activation -Provide input into the Talent strategy for the business through developing insight and analysis of people related business issues and opportunities -Implement and coordinate change initiatives to support enhanced organizational effectiveness within the business -Track delivery against the case for change using analytical and data-driven approaches to business and organizational issues analysis -Interact with HR and business colleagues within and outside the business to ensure alignment of HR activities in the spirit of One Unilever -Work with HR colleagues from Expertise Teams to deliver HR interventions within business -Collect Human Resources / Organization Effectiveness metric and measurement for business across entire HR lifecycle -Monitor and address legal compliances issues to ensure that organization compiles with local and national laws -Is responsible for delivering Employees and Industrial Relations (ER/IR) to the business -Interface with HR service provider for delivery of core HR services to the business monitors Quality and timeliness of service provision -Encourage groups and individuals to work collaboratively by focusing on common purpose of the team -Financial and budgetary responsibilities for HR in responsible geography/function. -Lead People Development Pillar which is under World Class Manufacturing -2018 Unilever Hero Award Show less



Colgate-Palmolive

• United States
• Manufacturing
• 700 & Above Employee

• Assistant HR Manager: Learning & Development

  • Jun 2012 - Jan 2016

  •Identify and diagnose organizational issues and development needs. Meet with Leadership Team and senior managers to ascertain organizational needs. •Recommend, plan and oversee the organization design and roadmap of strategic initiatives as well as training and development activities that meet identified organizational needs. •A change management team member who drives people capability, one of change priorities. •Drive Individual Development Plan and performance management system. •Co-works with functional training heads (TPM, EOHS and Quality) to identify skill gap of employees and key functional training and development programs to close those skills gaps. •Evaluate training effectiveness; assesse quality and success of program; and share feedback and suggest improvement in order to ensure all training and development activities are strategically linked to needs and organization‘s values. •Maintain the quality of design, development and facilitation of all training and development programs offered by the leadership and functional trainers. •Monitor KPI and ensures all controlled training documents are recorded and kept properly for local, global and ISO Audits. •Develop new employee’s orientation & OJT program in order to ensure people capability, keep employees engaged and minimized turnover rate. •Support plant start-ups in Asia by giving consultation and facilitate workshop in oversea. •Set and control learning and development budget. •Core team to develop Supply Chain Management trainee program. •Global course trainer roles with strong facilitation skills •Support employee engagement surveys, focus group and provide recommendations for improvement. Show less



Sumitomo Corporation

• Japan
• International Trade and Development
• 100 - 200 Employee

• HRD Executive, Asia Corporate Unit

  • Feb 2008 - Jul 2012

  •Closely worked with line managers in order to conduct training and development survey. •Executed and developed the training calendar and strategic human resources development to meet company policies. •Worked across countries by cooperating with regional HRs in Singapore, Malaysia, Philippines, Vietnam, India and Indonesia to standardize training and development programs. •Recommended and initiated appropriate programs in conjunction with department managers, business needs and business objectives to fill the staff’s efficiency gap. •An in-house trainer with understanding of whole business process and business knowledge. •Provided programs for all levels of staff to fill the gap and met career path and career development Show less