1. Responsible for developing, implementing and administering compensation and benefit policies and programs, which support company objectives and local practices for APAC regions2. Provides HR and managers with ongoing consultation and market intelligence to ensures a competitive market position. 3. Perform annual pay range review and propose for revision according to market movement and internal equity4. Analyse company’s competitive position and keep C&B practice abreast to market. 5. Ensures company compliance with government laws governing both compensation and benefits practices. 6. Acts as a liaison with vendors and consultants on various matters such as rewards system design & improvement, plan design, contracts, coverage and renewals 6. Audits jobs for content and prepares job descriptions reflecting job responsibilities, activities, duties and requirements.7. Focal point person for Global Sales Incentive policy and pay mix conversion program to ensure accurate and timely rewards for sales team8. Regular revision of sales incentive program and its process flow and propose for enhancement 9. Work vendors and site HR as mobility coordinator for international assignees and international local hire pertaining to relocation, immigration and tax support. 10. Propose compensation package for international mobility case (transfer/ hire) Accomplishments:-• Successfully launching of Country Fringe Rate globally• Successfully implementing & standardizing new sales incentive scheme globally• Successfully launching of Workday Advanced Compensation module

1. Compensation & Benefit, Payroll, HR System Improvements • Lead the execution of core compensation and benefits programs • Provide HRBP and management with ongoing training & consultation in relatedto C&B strategies to ensure competitive market position.• Work closely with regional compensation team on C&B benchmarking for talent attraction & retention while striving to maintain internal equity and market competitiveness • On-going effort in developing, modifying and executing company policies to keep abreast with latest market trend.• Ensures adherence to applicable company policies, practices as well as statutory, tax & EICC regulations.• Focal contact point for annual performance review and merit adjustment process by providing managers with on-going counselling to assist them making accurate compensation decisions. • Guide & supervise payroll team to ensure timely and accurate payroll processing in accordance to pay policy and statutory. • Work with HRIS/IT team for on-going system enhancement (workday & LTP system) in line with the new policy/ statutory implementation.2. Staffing• Sourcing of suitable candidate for non-exempt level • Window for all IDL hiring activities from pre hiring up to on boarding process • Prepare hiring proposal for shortlisted candidates from all IDL levels • Expat management – application, renewal, shortening & cancellation of work permit• Work closely with Talent Acquisition team to build talent pipeline and developing various souring Strategies to meet business needs.• Maintain recruitment policy & ensure compliances of recruiting activities per policy• To support internal job matching & re-deployment before sourcing from externalAccomplishments:--Migration & integration of legacy HRMS with Workday HRIS system-Implementation of new Leave, Time Attendance & Payroll for 5 Penang sites-HR transformation to cultivate Manager & Employee Self Service culture

1. Drive and execution of Total Rewards strategies for Malaysia, Batam & Singapore to attract and retain talent.2. Develop practicable TR training & workshop to equip Site HRBP with TR competencies to handle compensation decisions.3. Build an effective total rewards intelligence platform to support the business & HR strategy with launching of TR guidebook, TR dashboard, labor cost report and attrition cost model for SEA countries to leverage these analytics as the key driver for TR initiatives and solutions.4. Continuous comprehensive review of market pay range in Asia to ensure the alignment on internal business request and external market trend.5. Strengthen benefits design & vendor management to achieve a more cost-effective model, with consistent benefits strategy

1. Staffing • Work closely with department head to identify skill set required for the position and look for suitable placement.• Cover full recruitment and selection process up to onboarding process to support company manpower planning needs. • Conduct HR orientation to new hire to induce on-boarding formalization experience. 2. Compensation & Benefits • Administer, implement and continuously improve all Human Resources policies and procedures.• Take part in employee communication of all C&B programs and policies to improve employees’ engagement. • Ensure compliances to compensations and benefits policy in assessing staff claim reimbursement and proper tracking and recording system. • Propose new Site-level HR best practices that support the business mission and goals of site 3. Payroll Processing• Accurate data maintenance for all new hires, confirmation, terminations and employees’ data changes on timely basis • Ensure compliance all federal and state employment and labor law laws and regulations. • On time and accurate Payroll Processing and Year End Processing both local & expat• Preparation of all payroll reports and OT trend analysis 4. Performance Management• Coordinate the performance review process and provide advisory for evaluating supervisors through the process. • Prepare performance review summary and propose review quantum align to company budget5. Employee & Industrial Relation• Handling staff grievances and complaint to avoid being escalated to higher level to maintain harmony working environment.• Follow through all disciplinary matters and provide proper solutions to ensure industrial harmonization.Accomplishment:-Setting up the new/ preliminary HR, C&B and payroll system at beginning of the project-Implementation of new grading system to re-assign correct grade align to staff experience & performance-Introduction & implementation of linked HRMS system across the project sites

1. Payroll processing: • Mid and end month payroll processing for direct and indirect labour• Prompt EPF, Socso, Income Tax submission and EA form and Form B, BE form preparation• Preparation of Monthly payroll report, payroll cost and OT analysis .• Proper maintenance and updating of HRMS and TMS system to ensure the accuracy of salary calculation.• Timely maintenance of new hire & termination record & filing• To ensure of all latest information pertaining to new implementation/ company rules and regulations is being updated into the system.• To ensure all related allowance and deduction is being monitored and executed as per company pay policy and meeting statutory requirements.• Reviewing payroll procedure/ system from time to time to improve efficiency and accuracy.2. Recruitment and selection: • Pre-screening of incoming resume, arranging interview and take part in yearly manpower planning.• Preparing of recruitment summary report to ensure the cost effectiveness and impact of the recruitment activities/ recruitment media.• Take charge in expatriate employment and repatriation process• Conduct HR orientation to new hire to induce on-boarding formalization experience 3. Performance management: • Monitoring employee's performance appraisal as per appraisal scheduled4. Employee Engagement: • Handling staff enquiries and provide advisory on issues pertaining to salary calculation, labour laws, disciplinary and company rules and regulations.• Assist in new HR development project when required.Accomplishments:-Implementation of Staff Retention Bonus Scheme to reduce turnover rate for Direct level staffReason of leaving: Company down sizing