Organizational diagnosis and development●Support Central R&D Management Division and Quality Division,including 20+ departments,600+ employees in identifying and forecasting team and individuals' needs while translating requirements into HR action planning.●Partner with GMs/managers on organizational design,coach and empower business leaders to develop a customized HR strategy to achieve business goals.●Provide 1 to 1 and group meeting surveys in all management levels for 6 key departments independently,understand the department’s strengths and weaknesses,recognize and mitigate risks, implement appropriate solutions.●Provide compensation support and planning in the annual human budget,awards and other fringe benefits.Talent management●Talent acquisition: Collaborate with universities for employer brand building,develop and execute workshops/speeches,interview processes and follow-ups,to achieve recruiting targets.●Employee motivation:Independently drive 2 reward projects for outstanding contributors, including rewards planning, system design and testing,project implementation,to foster the development of a positive,motivational and high-performing environment. ●Performance review & promotion:Participate in designing the promotion rules, and conducted 140+ employee performance reviews and promotion processes. Recommend the most qualified candidates for over 10 departments based on performance & comparative analyses.●Training:Identify shortcomings and training needs, design and optimize training programs for all levels of employees. Orchestrate a 2-week training course for newly hired graduates, on-boarding with role transition, expertise and company core values identities.Company culture and team orientation●Deliver in-depth analyses of Gallup employee engagement surveys and interview 80+ employees, proactively assessed 4 employee pain points in management level, advice,influence and collaborate with the management team to develop workable solutions.

Human resource planning● Identified current and future needs and planned human resource strategies and key priorities. Assisted in restructuring the organizational infrastructure to facilitate the development of the enterprise in the management level. ● Formulated and optimized the HRIS and SAP to orientate HR management locally.● Edited the HR working handbook independently, to build HR platforms.● Analysed the personnel gap between supply and demand, optimized the integration of internal resources.● Planned and executed team building activities in identifying with corporate culture.Recruitment and selection ● Hired and recruited 126 new staff within two years who carried highly-qualified talents for the core departments (ex. IT Dept., Operations Dept., Sales Dept.), ensuring building a highly competent team ally with the enterprise development need. ● Reassigned and transferred employees ensuring they grew into their roles.Training and development● Led the design of annual training programs within the budget, organized over 10 employee skills training courses, including Assembly language, ISO9001 quality management system and ACCA. Performance appraisal● Optimized KPI and took charge of the performance evaluation system, designed the company’s attendance system.Employee relations ● Managed HR agenda such as staff turnover, labour contract accreditation, work visa issues, monthly personnel and cost analysis, and addressed employment relation issues under the local laws and regulations in a cross-functional and multinational setting.

● Cooperated with business lines to rectify and reform “By-Health” project’s management system.● Participated in and optimized the “Wrigley” Warehouse Management Program.● Familiarized with the shipment processes of “P&G” RDC and completed the dispatch training. ● Developed transportation schedules, followed up transportation status daily.