As a professional HR solution provider, to develop & drive the new business of HR Consulting, Management Training and Creative Recruitment. Kevin is passionate about the role of face-to-face engagement approaches and action-based, interactive activities that provide opportunities for employees to connect individually and meaningfully with content. He is equally driven by the need to cross organizational functional silos to get the most from clients’ investment in employee communications.  His background and experience in brand strategy, HR communication, strategic recruitment and talent retention provide a potent mix to face these challenges. Kevin started his HR career since 1995.  His favorite leadership topics included: Great Manager Program, Organization Effectiveness， Coaching for Performance, Talent Development， Target Selection etc. The clients he ever served includes New Balance,  Starbucks, Audi, Covestro,  Dianrong.com, Techpool,  Coach,  Johnson & Johnson, English First, Semcorp, Cifi Group etc.

• Contribute to the achievement of the entity’s operational and strategic objectives through the development, implementation and monitoring of HR policies, programs, recommendations and actions in line with global Galderma’s HR strategy.• Manage the staffing activities (recruitments and internal appointments) according to the qualitative and quantitative requirements of the organization ;• Implement and monitors the compensation plans, performance management and talent development process ;• Contribute to the development of a good work environment with managers, employees and staff representatives by identifying, analyzing and addressing risks and establishing, fostering constructive dialogue. • Build up & develop the HR function team.

• Propose and implement recruitment strategy for Sanofi Aventis China to attract and recruit the best talents• Standardize the staffing policy and procedure and ensure its implementation in a proper manner to refine the staffing process• Lead employer-branding project build Sanofi Aventis China as a choice of employer among the labor market.• Supervise the talent sourcing channels to ensure the effectiveness & cost-efficiency and to enlarge Sanofi Aventis China talent pool.• Champion the on-campus recruitment project on a yearly basis to recruit the MBA & fresh graduate with high caliber and enhance the organization capability and the company image as well。• Enhance the e-Recruitment infrastructure as an effective sourcing tool• Develop, train & monitor the most effective assessment and selection tools and related selection process to ensure the quality of people selected; • Provide HR generalist support to the Headquarter functions, including Central Marketing, Commercial and other supporting functions.• Monitoring HR OD programs, including local program (CEIBS Program) and Global program (Evolve & Explorer, etc).• Facilitate the Talent Review Process & Performance Management Process• Set up and manage Employee Engagement Committee (SH) and Employee Engagement Framework (China)

• Develop ‘Massively Multiply our Leadership Capability’ (MMoLC) plans for all the business in alignment with country management team.• Implement and champion the MMoLC agenda in China.• Implement a range of Global and Local learning interventions consistent with Group design and delivery standards.• Facilitate Leadership Development Global programmes • Conduct Career Development Workshops (CDW) for HIPOs and develop / deliver tools to support line managers in having career discussions• Oversee Talent Development product roll outs, evaluate, and recommend modifications • Provide local specialist L&TD support to the roll out and maintenance of development programmes for Global and Local talent pools e.g. LG’s, IG’s, MBA’s• Manage the in country talent development processes for HIPO staff • Conduct talent reviews, including talent leveling, with country Head HR and Manco, and submit trackers to group.• Provide support for successor development for high readiness successors on Manco Plans. • Oversee cross functional / cross border movement of talent in conjunction with the Business Talent Managers • Provide strength coaching & ensure its alignment and use to support talent agenda

• Ensure understanding and alignment with global and APAC HR Strategy and develop communication and implementation of country-level rewards and work/life programs • Assess need for and direct development of country specific policies;• Ensure compliance with all local employment laws and local ordinances;• Develops & executes recruitment policies & procedures. • Address employment risks by ensuring HR personnel receive appropriate guidance on employment law and employee relations issues, especially in the termination/redundancy case.• Develop the performance management approach and process for the country, ensuring it meets global and geographic direction, is responsive to local business need and follows local laws.• Manage the relationships and oversee the contract with HR service providers