Michelle Sun, Csm® Pmp® Email & Phone Number

Singapore

新加坡

Singapore

I lead the Global Talent Acquisition team of 20, which is responsible for fulfilling all hiring needs for Ant International business across 48 cities in 27 countries worldwide. My responsibilities include developing global hiring strategies, planning and allocating budgets, prioritizing requisitions in partnership with the Chief People Officer and CEO, managing global employer branding and DEI initiatives, overseeing the employee referral program, and formulating global workforce strategies.

Singapore

https://sgmigrate.com/en/

Singapore

I lead the Talent Intelligence function for AWS APJC Talent Acquisition, and a team across Asia and United States. I leverage data to work backwards from business and TA’s specific needs and create bespoke solutions to close gaps across a variety of talent initiatives. I play a talent intelligence advisor role to global leaders and regional VPs and Directors by looking around corners to solve current problems and create solutions that generate results at scale. My job leverages a combination of global talent market and industry research as well as internal talent data to provide customers with valuable talent and market insights. This role works closely with recruitment teams and business leaders at all levels to deliver relevant data and proposals that influence recruiting strategies.

Singapore

• Initiated and delivered ASEAN AWS Certified Talent Market Mapping and insight analysis and written a narrative which was shared across APJC TA as market intelligence role model. Successfully hired 26 including 6 female candidates out of the market mapping over 2 years.• As the Inclusion, Diversity & Inclusion POC and lead for APJC Professional Services, I have shaped diversity hiring strategies, initiated and drove diversity projects at scale such as employee referral program for diversity talents, AWS Builders Live Webinars, a fireside chat with AWS’s important customer DBS bank etc. • Organized 4 AWS Builders Live Webinars to increase AWS’s branding awareness in growing markets across South East Asia. The last one was organized during Covid, despite global advertisement pause, I managed to have 642 attendees joined from 27 countries worldwide which was record breaking across APJC webinar events. As a result, I successfully hired 8 candidates through the leads generated.• APJC Lead for Global Online Assessment program. The assessment leveraged on predictive analytics to project candidates’ future success based on patterns among current employees. The methodology was to organize, display, relate, model and evaluate data around technical and soft skills of current employees, follow by designing the assessment based on the insights gathered. The assessment resulted in cost saving for the organization from employees’ turnovers, avoiding unconscious bias in hiring process, and improving the time-to-fill as well as the fill ratio of vacancies.• As the ProServe APJC lead of series of employee referral programs such as Employee Referral Hackathon, New Hire Referral, Lunch and Earn referral programs to generate quality leads for candidate pipelining, successfully hired 27 candidates from Employee Referral over the past 2 years.

Singapore

2020 Q1 APJC TA Leadership Principle Champion - Insist on the Highest Standard

Singapore

• APAC talent sourcing program lead for investment hiring, diversity and inclusion strategy planning and execution, networking event organization, and talent/market intelligence generation and reporting.• Competitive analysis - Identified competitors and evaluated their respective strengths and weaknesses in attracting talents. Analyzed on where Microsoft lost talents to and where the current top performers came from. Dived deep into the data using SWAT analysis. • Market mapping of Microsoft’s 8 direct competitors at APJC scale to address short- and long-term talent pipeline needs, met candidates face to face to gather talent insight on talent skillsets, tenure, work experience, gender, and technology trending. Generated reports using Microsoft PowerBI and Excel and presented to General Manager/Managing Director level stakeholders. • Initiated and introduced Predictive Analytics Hiring Model to Microsoft Global Talent Insight team. • Organized Women Think Next series of events as part of the Inclusion and Diversity hiring strategy, the event was built to actively contribute towards the growth of professional women in the technology industry. It was live broadcasted globally and the recording was posted on Facebook, there have been 4200 views as of March 2020.• Drove Diversity Talent Pipeline Development - a proactive talent supply strategy involving the creation of a continuous stream of highly qualified female leaders. Engaged with senior business leaders to get buy in on unconventional strategies on hiring and growing diverse talents. • Drove assessment days/batch days to reduce recruitment cycle time for volume hiring• Drove meetings with APAC senior business stakeholders on hiring strategies, cadence update, and project alignment. • Optimized operational process flows and identified ways to deliver a productive, scalable, customer obsessed recruitment experience to all stakeholders• Utilized CRM/ATS with sourcing, tracking and managing candidates

Singapore

Singapore

Singapore

Singapore

• Full cycle recruiter for DBS Technology & Operations business. Took charge of end of end process from requirement gathering, sourcing, interviewing candidates, offering, to on-boarding stage. • Responsible for developing, implementing and leading recruitment strategies including employer promotion in the marketplace, candidate management, and diversity sourcing.• Effectively managed, prioritized and closed requisitions against a timeline to meet all customer SLAs• Drove the best possible candidate and hiring manager experience. Delivered on key customer satisfaction SLA’s, and made sure candidates were engaged in the best professional manner throughout the recruitment process, helped them prepare for each phase of the interview process.• Assessed factors that impact hiring goals and reviewed data to improve staffing performance, and made sure hiring plans were successfully implemented.• Proactively networked and established effective working relationships, continually sought new sourcing options, and develop creative approaches to delivering talent acquisition solutions to the business.• Built and maintained strong partnerships with HR business partners, line managers, external search consultants and vendors.• Conducted hiring productivity measurement and hiring result analytics

Singapore

• I was the second hire of Page Executive in SEA to help with setting up the team and expanding the business across the region • Coached 2 sourcing recruiters in the team, and managed the sourcers on retainer search projects. • Gathered talent insight and performed analyses to identify current and future client needs, the current state of workforce talent/diversity, market trends, and channel insights. • Business development to identify new business opportunities or hiring requirements by establishing long term relationship with C-Suite level and board member stakeholders from MNCs in South East Asia• Specialized in Technology Media & Telecoms, Travel Leisure & Hospitality and Consumer Goods industries across Southeast Asia including Singapore, Indonesia, Malaysia and Thailand.• Communicated with candidates and articulated career opportunities effectively to engage passive talents.

Singapore

Singapore

Singapore