Sureash Kumar Email & Phone Number

Singapore

Global role to lead Talent & OD function in a leading Test & Assembly services provider located at 10 major sites world-wide with 12,000 employees. Supported the merger of 3 sites acquired from Panasonic in Singapore, Indonesia & Malaysia. Helped form ONE COMPANY culture by introducing and communicating UTAC vision & values. Streamlined and aligned people processes and practices. Simplification of HR practices by introducing standardized corporate policies, procedures and systems for compliance, consistency and alignment. Introduced flagship corporate leadership development programs and courses such as Interviewing Skills, Coaching Skills, Leading Change and UTAC Values program.Designed and implemented global on-line Performance Management process and system. Trained all managers and achieved 96% submission rate for 4,000 exempt employees world-wide. Introduced talent management process to identify and develop talents. Achieved 95% retention rate and succession-pipeline ratio of - 0:55 (successors) : 1 (key-position). Implemented differentiated reward and development programs for talents.Conducted UTAC’s first Global Pulse Survey and achieved 93% participation globally with an overall engagement score of 4.0 (over 5.0). Collaborated with management and sites to implement 100% of action plans identified.

Beijing City, China

Responsible for setting-up Barco’s regional HR & OD practices in China & APAC region which includes H. Kong, Taiwan, Japan, S. Korea, Australia, Malaysia & Singapore. Established L&D/OD policies/procedures and best practices. Introduced SAP SuccessFactors system for L&D, performance management and succession planning. Established Barco University and introduced full-fledge L&D processes and system which included leadership development courses, e-learning courses and LMS System. As global Core-Values team member responsible for developing and implementing culture and values program for corporate identity and branding. Collaborated as subject matter expert with HQ (Belgium) to design, develop and launch succession-planning system to identify high-po’s, key positions and successors. Conducted employee engagement survey using Hays methodology. Ensured all regions completed with more than 90% participation rate. Facilitation of focused group sessions & implementation of action plans.

Selangor, Malaysia

Establish Corp HR function for the group while managing local factory in Malaysia. Provided HR leadership and services to the group with factories in Malaysia, UK, China and sales offices in US, U.A.E and South Africa. Reduced employee turn-over in Malaysia from 22 % in 2009 to 13% in 2010. Reduced turn-over world-wide from 16% in 2009 to 11% in 2010.Reduced Malaysian factory’s absenteeism from 0.91 days/month/employee in year 2010 to 0.55 days in 2011. Collaborated with DDI & Cubiks Consulting to implement talent management program. Conducted leadership assessment and feedback for all 111 talents globally. Personnel Administration And Employee Welfare - Management of all personnel function for corporate office and factory. Responsibility includes payroll and benefits administration i.e. leave, medical/insurance. Includes management of expatriate employees and foreign workers welfare. Management of in-house union and industrial relations activities. Involved in restructuring and re-organization of sites in 2011.

Selangor, Malaysia

Collaborated with regional offices in Shanghai and Brussels to oversee the set-up of Asia-Pacific Center of Excellence for building sales capability. Collaborated with Cubiks Consulting to complete sales competency assessment for 218 sales employees. Provided coaching/feedback with IDP and learning programs to address gaps. Introduced Sales Certification Process that incorporates competency development, on-line evaluation and performance assessment for career advancement and development. Onboarding process for sales team that includes orientation, induction and on-the-job training for new hires.

Sarawak, Malaysia

Role in managing team in a semi-conductor wafer foundry with 1,500 employees. Conducted annual employee engagement survey and improved employee satisfaction from 52% in 2003 to 69% in 2007. Established HR policies, procedures and practices in accordance to ISO 9001 and TS 16949 Certification (Automobile Industry). Implemented on-line and e-HR initiatives. Launched annual training plans and achieving more than 30,000 man-hrs of training/year. Developed technical certification process and ensured 100% of engineers/ technicians were certified. Collaborated with University Malaysia Sarawak to introduce in-house Diploma program in Electronics Eng.Introduced performance management process based on Balanced Score Card. Ensured managers were trained and 100% compliance company-wide. Introduced Reward & Recognition Program with service recognition program

Kuala Lumpur, Malaysia

Led HR team to support a start-up contact center towards business growth. Provided HR services in a multi-national and lingual environment covering 7 different countries – Malaysia, Singapore, South Korea, India, Thailand, Australia and Indonesia. Developed HR policies and procedures in adherence to Service Center Practice requirements (best in class contact center practices). Grew staff strength organization from 150 employees to more than 700 employees. Designed recruitment methodology with assessment tools and Behavioral Interviewing Skills. Provided recruitment requisition for up to 150 staff within 3 weeks. Reduced Nokia project’s turn-over from 38% in 2002 to 7% by June 2003. Improved employee satisfaction score from 45% to 72%. Developed disciplinary policies, procedures and employee relations practices. Responsible for undertaking investigations, domestic inquiries and disciplinary actions. Management of personnel administration, benefits, payroll, quarterly bonuses and salary increase exercise.

Kuala Lumpur, Malaysia

Management of overall L&D function to drive Citibank’s sales, service and quality culture in the financial and banking industry. Completed Training Needs Analysis for 1700 staff bi-annually. Developed competency framework and modular training roadmap for officers and managers. Launched training plans and ensured all Officers met average of 32 man-hrs of training per year. Inculcated Citibank values and service culture through Citiway and EXCEED service program. Establish quality culture and awareness by conducting Introducing Citibank Quality. Talent Management And Leadership Development - Oversee implementation of individual development plan for hi-potentials. Delivery of leadership development courses for all managers. Oversee the administration of Management Associate Program (management training).

Kuala Lumpur, Malaysia

Joined as a HR officer and undertook various assignments in Johor Baharu, Penang and Kuala Lumpur. Responsible for providing overall HR support for branches and sales offices in the property and leisure industry. Responsibilities includes managing the full spectrum of HR and administration of the branch. Implemented behavioral interviewing process and training to ensure selection of right candidates for role. Ensured recruitment target of hiring sales people were met annually. Sales Certification Process- Responsible for managing and conducting centralized training for newly hired sales force on company orientation, product knowledge and selling skills. Sales Reward & Recognition Program – Development and introduction of quarterly sales incentive programs. Organizing of annual sales conventions for more than 200 sales staff that includes refresher training, recognition and teambuilding events.