1. Global Strategy Mgt: Established and improve the mechanism of "Strategic Mgt Cycle" from 2020 to 2023(Strategy Planning, Biz Planning, and Strategy Review). In 2024, to act the role as PIC of Global Strategy Dept.2. Biz Process and Value Chain: Being Global OD Leader, analyze Value Chain to diagnose the biz process for B2B BU in 6 months, to identify 81 key processes in total (10 for bag, 17 for luggage, 39 for fabric, and 15 for garment). 3. Global Job Grading Sys: Based on “Value Chain”, “Org Structure” and Industry Benchmark, re-design and classify all positions by Job Family and Job Grade (more than 200 job families with 20 grades), and apply the sys to C&B structure, Promotion and Talent Development.4. Global Cost Center: Re-design the principle and rules of Cost Center, and update 200+ cost centers to align with the org structure across 30+ legal entities in China.5. HR Process Optimization and Global HRIS: Being Global HRIS leader, to take in charge of HR process optimization by re-designing and automating Employee Life-cycle Mgt through SAP HCM sys, and integrate SAP sys with DingTalk, OA sys, and Beisen Recruitment.6. Global Talent Mgt: Being Global TM Leader, take in charge of several global TM related projects every year, such as Promotion, Talent Revie, and IDP.7. Global Learning and Development: Being Global L&D Leader, establish the training sys from 0 to 1 in 2021 and delivering 200+ training sessions in 2022 to cover 3,000 + participants, and won the Best Team Award in that year. 8. CSR Client Audits (Human Part): In 2023, to be the presenter of company introduction and translator for factory tour to support Uniqlo's Global CSR Expert Visit in Shanghai (20 visitors from 6 countries).9. Cross-culture and Global Exposure: Hire and mobilize one Indonesian hi-po to China for knowledge exchange and cross-culture understanding, and then mobilize again to India to lead another project. In 2023, this hi-po was awarded as the Excellent Newcomer.

1. HR Service Delivery Model: Establish the TA, L&D, P&TR center in HQ level, and design the Regional & Site HRBP governance model from 0 to 1, which enables delivering professional HR products and services.2. Workforce Planning: Analyse the demand and supply of external market and internal talents to figure out the quantity and quality of workforce.3. Org Structure and Governance: Re-design the Org chart, adjust the Role & Responsibility of key positions, and review the headcounts and labour cost.4. Strategy Blueprint and Score-card/KPI: Formulate the blueprint of business model and imperatives, and design the Key Score-cards/PIs to support strategy execution.5. Competency Model: Design professional and managerial competency models, which are combined with performance appraisal in talent review.6. Job Evaluation and C&B Structure: Design the toolset of JE, and conduct job evaluation across all the positions and employees of supporting functions, then adjust the C&B structure to re-map the position & people.7. Talent Review: Consolidate data and info to conduct the talent review for sales workforce and back office staff on a regular basis.8. Learning & Development: Establish the learning system from 0 to 1, covering 2000+ sales reps within 14 months. Initiate T-T-T program to establish internal trainer system. Design and implement managerial training programs for mid-to-senior mgrs.9. M-learning: Design and implement M-learning from 0 to 1 within 6 months, covering 2300+ sales. The activeness rate is 67.6%.10. Promotion and Talent Pool: Re-design the promotion process and procedures, organize quarterly promotion evaluation sessions, and maintain the talent pool.11. HR Budget: Establish the HR Budget, and analyse the labour cost, ROI of training, and employee efficiency and effectiveness.12. HR Policy and Process: Re-visit current policy and process across all the HR modules, then re-design the to-be P&P to improve employee experience.

1. 3-year HR Strategy: Participate in all BU strategy discussion sessions, design the template for HRBPs, and take the ownership to shape HR strategy (2014/2015/2016).2. Talent Review: Define the scope and strategy of talent review. Design all the methodology and toolkit (i.e. 360 feedback, talent review template, etc.). Set the agenda to implement quarterly and year-end review sessions across all BUs. The results would be leveraged in hi-po promotion session and training needs analysis.3. 360-degree Feedback: establish the survey platform based on competency model, conduct data collection and data analysis, and craft individual and executive reports.4. Leadership Programs: implement action-learning in mini-MBA program, design and run the Management Trainee and mid-level leadership program, etc. (define theme/topic, facilitate group discussion, generate assessment reports, etc.)5. Professional Training Course: organize and deliver professional training courses, organize several Lunch & Learn sessions.6. New-Employee Orientation: design 90-day orientation handbook (incl. process and checklist), and arrange all the training modules for the new-joiners.7. Summer Camp: take full responsibility of designing and implementing the 7-day Summer Camp for top universities, which provided an opportunity to have a close look of the company to know strength, growth and differentiation compared with others.8. Training Budget: conduct training needs survey and historic budget analysis across all the BUs, and work out the next-year training budget in HQ and BU level. 9. Culture: analyse vison, mission and value to design the core competency model, and set the value related score-cards in performance appraisal and 360-degree evaluation.10. Others: play MC role in year-end HR meeting, organize the English Club, collect data from all sub-companies to compile the CSR(Corporate Social Responsibility) report.

Terry’s area of expertise in Deloitte covers Business Strategy Planning, Org Structure Design, HR Transformation (Process Redesign and Change Management), Position/Job R&R Design, Competency Model, Talent Assessment, Career Coaching, Performance Management, Employee Engagement Survey etc.

Terry’s area of expertise in CIIC-HR covers Competency Modeling, 360 Degree Feedback, Psychometric Assessment, Employee Engagement Survey, etc.