PLANNING AND STRATEGY•Devised and implemented strategy, plans, initiatives, projects… in L&D areas in Southeast Asia•Advised HR Director and managers on all L&D strategic matters•Built and managed budget, ensured efficient use and distribution of expendable budgetPOLICY, PROCESS, STANDARDS, BEST PRACTICES•Coordinated policies, procedures, processes, and standards across Southeast Asia studios•Periodically performed internal audit, reviews and improvements for increased efficiency•Ensured the general coordination of the L&D areas in Southeast Asia: training plans and activities of studios, learning culture, leadership program, performance management system, succession plan, talent development, career development, competency improvement, innovation program, integration of new employees, etc.HR CROSS-FUNCTIONAL PROJECTS•Initiated, spearheaded, or coordinated HR cross-functional projects in major areas (design, development, implementation, roll-out of tools, initiatives, programs…), such as: Digitalized employee experience (E-learning, Performance Management System), High-performing Leadership program, Continuous improvement culture, Talent program, Employee value proposition, Job repository & Skill matrix standardization•Effectively coordinated project teams and planning to reach targeted outcomes in due time and at highest quality.

MANAGEMENT, STRATEGY, ORGANIZATION•Defined and executed HR strategy and policies for the studio, in line with the directions set by top managers and the company's vision and mission•Advised, with proper analysis and proposals, in strategic organization and production/business decisions•Budget and cost control: Prepared annual budget forecast, ensured effective and optimal useRECRUITMENT AND SELECTION•Took initiatives and efforts to reach the recruitment targets and build up the talent pool•Worked with relevant experts/managers to continually improve the selection quality and process•Developed strategic partnerships with academics and other recruitment partnersLEARNING AND DEVELOPMENT•Spearheaded learning and development agenda for the studio (training plan and activities, competency model, talent management, performance management, succession planning...) in line with the company's strategy/needs/evolution•Developed a culture of self-learning and continual improvement•Promoted corporate values and culture for the studioCOMPENSATION AND BENEFITS•Managed C&B operations, salary reviews, bonuses, and employee benefits•Proposed and joined in initiatives to improve C&B policy and processEMPLOYEE RELATIONS AND ENGAGEMENT•Implemented activities/initiatives to enhance employee engagement, and the quality of workplace, including solutions for working environment, staff activities, communication•Developed channels and initiatives for effective communication with management and staff on all HR matters•Implemented initiatives to retain talents and ensure their loyaltyHR ADMINISTRATION AND LEGAL RESPONSIBILITIES•Advised and managed on a diverse range of strategic and operational legal issues which including definition of new policy or regulations, redundancy, complex disciplinary and grievance issues, labour tribunals and complex change management issuesOFFICE MANAGEMENT•Made sure that Office admin services are fulfilled in the best way

ORGANIZATION CAPABILITY & CULTURE MANAGEMENT•Implemented a full-scale Performance Management Process (PMP)•Took actions to ensure the achievement in individual performance•Implemented Competency Model and Leadership Model via in-depth training and PMP•Set up BSC & KPI for management level•Initiated Best-seller Nomination Program as a way to encourage role modeling in frontline•Conducted workforce analysis for succession planning and CDAP•Conducted TNA and acted as facilitator in training courses in line with HR & Talent management agenda•Acted as a role model & change agent in organizational culture, led annual Organization Health Survey (OHS)•Built and implemented three-year Master plan on Sustainability vision (change management)STAFFING•Recruited and retained high caliber staff•Led full Staffing agenda (org. structure, job descriptions, sourcing & selection, people movement, succession planning, communication)COMPENSATION & BENEFITS•Developed and maintained employee policies and practices•Set up and ensured the consistency of Salary range & structure•Implemented Compensation / Incentive programs, Reward & Recognition scheme, and other benefit initiatives•Managed full spectrum of payroll process, Health care program•Audited and authenticated all documents relating to legal: Labor contracts, Salary statements, Social Insurance & PIT compliance, Cost apportion…HR LEADERSHIP & BUSINESS PARTNER•Acted as a partner with other functional heads so as to address organizational issues•Performed Annual Operation Plan (AOP) – manpower forecast and budgeting to meet challenging business and operation requirements•Acted as a member of the management team to present HR strategy & objectives in annual AOP Cascade Workshop•Handled staff enquiries / grievance and performed effective counseling / support as required•Built a capable, motivated and customer-oriented HR team•Monitored, measured and reported on HR total cost

CORE STAFFING•Independently led level 7- (junior management & below) staffing agenda within head office’s scope. Coordinated level 8+ external recruitments and provided support to Field HR’s when required•Ensured the recruitment quality as well as the compliance of staffing policies & procedures over 10 locations•Maintained up-to-date staffing reports & related staffing communications•Contributed to the planning of staffing strategy•Monitored headcount productivity – monthly tracking & conciliation of people movement, challenged the recruitment needs as required•Strengthened strategic partnership with key staffing agenciesEMPLOYER BRANDING•Performed regular staffing public communication – Internal Job Posting / intranet / recruitment website•Acted as coordinator & liaison agent between PepsiCo & outside service providers on Employer Branding initiatives, including the Management Trainee ProgramSTAFFING INNOVATION AGENDAKept enhancing ways to staffing tools, developing and implementing:•Staffing management system & tools•eStaffing project

•Established and launched the Social Club at the first stage•Was part of the Culture Building Team (conducted the Vision Diagnostics, designed posters for the Safety Month, proposed the Culture Building Video Outline, designed the Rewards Recognition scheme)•Drew up the Critical Incident Response Guidelines•Ensured the necessary logistics of the Business Acumen Series•Reviewed and modified the Site Employee Handbook