Taking care of all Learning & Development responsibilities in ERGO China:-Developing and executing company talent development strategy and setting up Learning & Development framework, policy, process and practice from scratch-Studying development needs, developing and executing learning programs for people of different levels from top executives to frontline employees-Acting as a learning consultant to provide coaching and support to CEO and department heads regarding people development topics -Developing and managing talent retention, career path and succession planning process, focusing on building bench strength to meet current and future business needs-Exploring and promoting the concept of mindset growth by adopting innovative learning approaches in which learners’ self-awareness and motivation are highlighted Setting up governance in Learning & Development in ERGO affiliates in China:-Defining the scope of governance and developing governance structure and process in affiliates Developing and executing programs inclusive of affiliates to facilitate talent development and mobility on the ERGO platform

Taking care of all Talent Management related responsibilities:-Executing global talent management strategy and conducting talent review and succession planning by following Group framework and guideline-Local adaptation of global concepts and leading local talent review process to identify, assess and develop talents-Designing talent development programs or individual development plans for talents, which include non-training solutions such as rotation, mentoring, job shadowing and stretch projects -Leading other programs to attract and develop talents for the company (Trainee Program & Fair Promotion)Taking care of all training related responsibilities:-Developing and executing company training strategy and annual training plan (Budget of 2.5M RMB) -Delivering trainings and facilitating workshops on topics such as cross-functional collaboration enhancement, process optimization, strategy communication-Designing and managing local leadership programs (Leadership@AzP and Leadership@Operations) and delivering trainings-Managing digital learning platforms / activities (WeChat, LinkedIn Learning and Digital Onboarding) to make L&D abreast of market trends -Supporting business transformation by initiating learning programs such as “Customer Centricity Year”, “I Love Agile” and “Allianz People Attributes Week”Taking care of the performance management for supporting functions staff (50% of total employees)-Monitoring the effectiveness of the system and revamping the system whenever necessary-Supervising the whole cycle to ensure timely delivery at each milestone-Communicating the system and train the employees and managersRunning employee engagement survey project-Promoting participation rate, analyzing & communicating survey results and proposing follow-up actions and implementing actions-Working with business leaders to design and execute programs to enhance employee connection and engagement

This is a job rotation at Allianz Asia Pacific Regional Office in Singapore. The opportunity was obtained because I was identified as Allianz talent worldwide. Over the period in Singapore, my responsibilities included:- Designing and rolling out Allianz Asia Pacific Talent Pool (250 participants with regular development activities)- Driving TOP 30 program, which is a senior leadership development program for internal successors of Allianz country CEOs in Asia Pacific- Assisting with the Market Mapping project, which is a talent search project for external successors of Allianz country CEOs in Asia Pacific- Driving or assisting in other programs/projects at the regional level (Digital onboarding & Allianz Engagement Survey)

Taking care all L&D and Talent Management related responsibilities of Allianz Global Assistance China:- Creating and implementing company training plan (Budget of 2.5M RMB)- Managing local talent assessment and development program- Managing local Leadership program and delivering trainings- Designing and rolling out the company's first job rotation program with 5 successful rotations in the first year- Designing the company's first graduate trainee program and taking care of the whole lifecyle of the program (target school selection, promotion, assessment center design and implementation, orientation program design)Taking care of all responsibilities related to Internal Communication (see the experiences from 2012-2014 for details)Taking care of the performance management system for all staff in supporting functions (50% of the total employees)- Revamping the system in 2016, imposing KPI writing standard and monitoring the forced distribution of results

Taking care of all responsibilities related to the promotion of company culture and employee engagement (Budget of 1M)- Producing quarterly employee newsletter & Intranet - Organizing quarterly top-down communication sessions between senior management team members and the employees- Designing and organizing employee engagement events such as CSR activities, family day, annual party, health initiatives- Taking care of local recognition and rewarding program- Taking care of Allianz Engagement Survey and all action following up (90 actions each year)

Reporting to Internal Communication Manager and taking care of all work related to Internal Communication- Acting as an internal journalist for the employee magazine and Intranet- Organizing quarterly CEO Town Hall Meeting.- Responsible for designing and organizing employee activities to engage employees and increase their buy-in for corporate strategy

Starting the job as a journalist then as the Deputy Director, responsible for- Developing content plan- Supervising editing and reporting- Organizing and reporting on important events like the 2008 Olympic Games, May 12 earthquake in Sichuan in 2008