Reporting to the Group Chief Executive Officer (based in India), I was responsible in leading the HR teams at 3 different plants (in Malaysia), providing advise to Head of Departments (HODs) and Senior Management on HR matters and executing HR initiatives for the group which includes: ▪Manpower Planning & Recruitment ▪Expatriate Management ▪Training & Development ▪ Payroll & HRIS ▪ Succession Planning ▪Compensation & Benefits ▪Performance Management ▪Employee Relations & Industrial Relations ▪HR Policies & Procedures ▪Safety & Health

Reporting to the Group Chief Executive Officer, I was responsible for the day-to-day operations of Human Resource Department and providing advise to Department Heads on all Human Resource (HR) related matters as well as rolling out all HR initiatives in supporting the Company’s business. This includes:▪Manpower Planning & Recruitment ▪Expatriate Management ▪Training & Development ▪ Payroll & HRIS ▪ Restructuring and Merger ▪Compensation & Benefits ▪Performance Management ▪Employee Relations & Industrial Relations ▪HR Policies & Procedures ▪Employee Engagement

*Talent Management- Assist the HR director in rolling-out the succession planning exercise for the group.* Automation of HRIS- Is responsible to anchor the upgrading of the payroll system for the Company into a full fledged HRIS which comprises of crucial modules.*Performance Management- Responsible in developing the format and implementing of Key Performance Indicators (K.P.I) program for all level of employees in the Organization and manages and administers the performance review exercise.*Employee Engagement - Responsible in conducting employee climate survey to identify employee dissatisfaction and take appropriate action to address the issues identified.*Human Resource policies and procedures- Is responsible in revising and developing of all HR standard operating procedures (S.O.P's) for Naza Group of Companies.*Human Resource Employee Handbook- Responsible in revising and preparing the new Employee Handbook for the Company.*Manpower recruitment- Ensure that the overall manpower requisitions for the group and staff movements are in accordance with the approved Organization chart and staff establishment.*Compensation and Benefits- Responsible in preparing job descriptions, conducts job evaluation and salary surveys, establishes salary structures for all level of employees and manage company-wide annual salary review.*Industrial Relations- Manage employee relations and disciplinary issues including counseling, Domestic Inquiry, liaising with legal department on industrial cases.*Expatriate Management- Maintaining the records of all expatriates, i.e. tenancy agreement, contract management, renewal of visa, passport and attending to the needs of expats.*Training and Development- Responsible in liaising with Department Heads in identifying training need of staff as part of staff development program.*Other matters- Handle other day-to-day HR operations, projects and reports as required.

Reporting to the COO, I was responsible in managing the entire spectrum of HR operation matters for the Organization.*Human Resource policies and procedures- Responsible in reviewing, developing and implementing HR policies, procedures in ensuring compliance with the statutory requirements.*Manpower Planning- Conducting annual manpower planning and assuring that the staffing requirements are met in a timely manner. *Recruitment- Responsible in managing all recruitment activities, ranging from preparing of job description, drafting of adverts, liaison with Recruitment agencies, screening, short-listing and interviewing candidates together with the respective Department Heads.*Staff Deployment- Deployment of staff in various zones/regional offices in an effective manner in ensuring the Organization benefits from such exercise in meeting the business plans and objectives.*Compensation and Benefits- Revising of Compensation and Benefits plans in line with the Industrial standards in order to attract and retain the right people and managing of talents. *Training and Development- Working together with Department Heads in identifying training needs and coordinate training initiatives and career development program.*Industrial Relations- Manage Industrial Relations matters in ensuring compliance with the statutory requirements and creating harmonious working conditions.*HRIS- Assume the full Ownership of corporate E-HRMS i.e. maintain and update staff records for employees into the payroll system (Pay7).*Others- Generate weekly HR reports to the Senior Management Team.

HR Operations- Assist the Regional Operation Manager (SPCC) in day-to-day HR operation matters for South Pacific Contact Centre (SPCC).•Vendor Management- Managing of 3rd party HR vendors and ensuring the service rendered to HP South Pacific Call Centre in compliance with the Service Level Agreement and all grievances and complaints raised by staff s are settled effectively.•Manpower Planning- Conducting annual manpower planning by working hand-in-hand with the SPCC Operation Manager in assuring that the staffing requirements are met in a timely manner.•Recruitment-Responsible in managing all recruitment activities i.e. with recruitment agencies, screening and proposing of short-list candidates to the hiring Manager.•Training and Development- Liaising with Training Department in identifying training needs and coordinate training initiatives and career development program for SPCC staff.•Compensation and Benefits- Benchmarking of Compensation and Benefits plans (with Indian counterpart) in ensuring the C&B package offered to the Indian expatriates are line with the Industrial standards in order to attract and retain the right people.•Expatriate Management- Review, negotiate, process, and monitor expatriates employment contracts, visas, work permits are renew/terminate on time to ensure that the day-to-day operations are running smoothly.• Others- Generate weekly HR reports to the HR Manager (attrition, hiring, staff movement, promotion, contract renewal, sales incentives, etc.)