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Work Background
MediSun EnergyGlobal Head of, People & Culture - Asia & Middle East
Jul. 2024Leads a variety of HR functions & responsibilities with the objective of cultivating a positive work environment, establishing a robust organizational culture, & aligning HR practice with the company's goals across various regions. Overseeing culture practices & managing critical areas- talent acquisition, rewards, performance management, talent management, employee relations, employee engagement, DEI, policy & procedure development. Development & delivery of the organization's People & Culture strategy, collaborating with the team to execute resulting initiatives & plans aimed at fostering a healthy working culture. Design & lead the initiatives, including research & diagnostics the annual employee engagement survey & exit interviews, to enhance engagement & retention & to build organizational commitment to the desired culture. Ensures the organization attracts, retains, & develops the most professional team possible. Developing, implementing, & enhancing induction processes to ensure all new staff receive appropriate & effective onboarding & are provided with a safe & inclusive work environment. Implements targeted interventions to increase engagement & staff satisfaction to reduce staff turnover. It champions a culture of continuous learning & improvement, including training & development opportunities. Development & delivery of programs aimed at improving & enhancing management & leadership capabilities across the organization. To develops & embeds a culture of effective performance management & processes, ensuring their consistent application throughout the organization. It drives a culture of high performance within the organization by setting clear responsibilities and accountabilities & ensuring that appropriate performance reviews are conducted regularly. Formulates labour market benchmarking reports & analyses pay trends to assess the organization's market position & make recommendations on its remuneration approach, including cost-of-living increases.
SCATEC SOLAR ASAHead of People & Organization
Nov. 2018 - Jan. 2024Oslo, Oslo, Norway / Kuala LumpurAccountable in HR Strategies role covering – talent management, organizational development, enterprise branding, leadership development, people management, rewards engagement, performance management, employee engagement, project management & talent acquisition. Ensuring the implementation & development of the organization, leadership, & management in the country/region are in line with business objectives. Alignment with departmental heads to develop, design, and implement various learning programs to promote adaptability, employee satisfaction, retention, & employee development. Strategic planning to build a global & holistic performance & competence-driven culture in the country/region. Develop & execute employee performance process, which includes setting goals, providing constructive feedback, & conducting performance reviews. Extend & implement an HR strategy to attract top talent and improve employee engagement, new initiatives on promoting company culture. Engagement in various projects in APAC - setting up new entities in solar & hydro power plants. Facilitate the optimum utilization of resources in Asia & to ensure the implementation & development of rewards in the country/region are aligned with corporate guidelines. Design & perform rewards programs based on established policies, guidelines, regulations, & legislations. Responsible in preparing for salary surveys, track market data, and trends, review salary competitiveness and planning recommendations, including manpower cost budgeting and provisions for the Asia offices. Develop robust, efficient, and cost-effective mobility policies and practices for expatriate employees on international assignments. An ambassador for diversity, equity, and inclusion initiative by hosting programs in Asia to support company’s objectives. Review and improve all HR processes, including onboarding and induction of new employees and frequent monitorization on staff performance management across the regions.
Elkem ASASenior Human Resource Manager - Corporate
Dec. 2012 - Nov. 2018Oslo, Norway & Kuala Lumpur, MalaysiaProactively identify the needs of the organization and provide appropriate HR solutions to support the business strategy. Work closely with the EU team to implement solutions from the global HR framework and develop bespoke HR solutions for the unit where appropriate. Set up carbon assets in Asia (India, Shanghai, Malaysia). Advising on organizational design, restructuring and cultural change. Steering HR project management and implementation of specific measures, supporting the corresponding communication. Planning new strategies that impact employee recruitment, change of management, development and retention. Responsible within the regional management team for reflecting on business processes, system improvement and planning within the department. Design and implement compensation programs in accordance with established policies and guidelines, regulations and laws. Create a consistent compensation policy that aligns with the values and culture of the organization. Assess employee performance against the department skills matrix and deliver required training. Manage training and development activities in the countries by recommending the strategic direction for development in the countries. Developing processes and tools to help leaders more effectively select, nurture, develop, manage and reward talent. Develop and implement company policies to promote a healthy work environment. Act as an enterprise branding ambassador in shaping the company’s brand strategy through involvement in tasks and projects. Overseeing the recruitment process, developing company policies and setting targets for the HR team across the region.
GSIB SDN.BHDHuman Resourse & Admin Manager
May. 2009 - Dec. 2012Damansara, Selangor, MalaysiaProvide a motivating climate within the organization, including appropriate opportunities for career growth and development (competency, planning matrix, flight risk planning process and critical positioning). Lead talent management projects and initiatives from planning to implementation. Coordinate with other departments in the effective implementation of HR policies and procedures. Responsible for operational HR strategies, HR financial management and budgets, customer relationship management. Oversee the design and development of compensation strategies and programs. Ensure compliance with company policies for salary adjustments, reviews and promotions and recommend improvements to benefit programs. Ensure that relocations and work authorizations are appropriately supported and adhered to. Maintain employee relations related to discipline, grievances, counselling, motivation, culture and attitude changes. Create a strategic training and organizational development plan for the company to meet the personal, professional and organizational needs of the company's employees. Handle recruitment through various channels (internal and external). Handle general administrative tasks daily in coordination with the General Manager. Lead the administration of employee benefit programs. Developing and coordinating grievances and resolve workplace disputes.
MazarsSenior Human Resource Executive
Jul. 2006 - Mar. 2009Kuala Lumpur, Federal Territory of Kuala Lumpur, MalaysiaSupport HR business partners and employees on HR policies and guidelines. Lead the team in the delivery of HR services, from recruitment to employee development and dismissal (within organizations). Prepare job descriptions and define job levels and families in collaboration with other department heads. Observe, conduct interviews and employee surveys, and lead focus group sessions to gather information about jobs, organization and profession. Review employee benefit programs and advise on departmental classification and salary structures. Participates in the preparation and distribution of written and verbal information to inform employees of benefits, compensation and other policies. Prepares budgets for personnel matters and forecasts to determine employment needs. Advise management on equal employment opportunity, racism, sexual harassment or any type of discrimination. Evaluate and modify policies to ensure all programs are competitive and meet legal requirements.
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