Managing Partner
TPC Leadership SEA plt
Total years of experience :27 years, 5 Months
Provide the overall customer's experience from Discovery to Diagnosis and full spectrum of Consulting work for the clients. Some elements of Business Development work and course designing for clients training and consulting needs.
Leadership Development Interventions and workshops for Leaders and Top talents in organisations. Change Management and Employee Engagement
Executive Coaching for Senior Leaders and Train the Trainer workshops for Coaching.
Hewlett-Packard - HR Director, Malaysia, Indonesia & AEC - July 2011 to current
• Partner the Country MD's and SEATH VPs in ensuring that the Business operates at an optimal level with the right organizational design and talent, and ensuring that the environment in HP remains positive.
• Support all the Business and Functional unit heads in these countries in ensuring that their strategic objectives are met, and HR support are at top quartile level.
• Stabilized the HR team by bringing in the relevant talent and ensuring that the Business Leaders get sufficient HR resources/coverage to support the 6, 000 plus employees in these countries.
• Set up HR Council to bring the various HR units i.e. HR Generalist, Business Partners, COEs and Operations team together to deliver one common HR agenda in the country.
• Established and drive HR score card via 3 main focus areas of Talent, Employee Engagement and Growth & Development.
• Delivered the global workforce management/reduction agenda for Malaysia via proper communication and execution plans.
• Drive employee engagements with cross Business communications, quarterly manager's engagement, HR programs and activities e.g. Road shows, Wellness activities, and other engagement activities.
• Set up pan HP country talent reviews and crafted the Talent Council charter and ensure bi-monthly meetings are set to review and follow progress of talents in the respective countries.
• Drive change agenda in the Global Delivery center post integration of new acquisition and new business.
• Drive mitigation plans for high attrition environment in Call Centre and Shared Service type operations in Global Service Desk and Finance Centre of Excellence.
• Brought down LR cases in the country by 50% in the first year and another 30% in the following year by having programs for managers on Employment Laws, SoBC and D&I to ensure their level of awareness in these areas are sufficient for them to able to manage their own teams effectively.
• Drive the new HP Way Now change agenda, and ensure the program is embedded fully across the respective countries and 6, 000 plus employees.
• Develop the HR Learning share-point for education amongst the HR community and "think tank" session to discuss and develop new ideas.
• Put up a development template for HR to chart their development areas and plan.
• Work closely with government agency (MDeC) in ensuring that incentives by the MY Government are utilized and all criteria for these incentives are met.
Overall delivery and strategic direction of the HR function in the Countries I support. I am responsible for Malaysia, Indonesia and AEC countries.
Hong Leong Industries - General Manager HR: April 2010 to June 2011
• Develop a strategic HR road map in line with the Group 21st Century Vision and Mission and indentifying 3 core areas (1) talent & succession; (2) organizational effectiveness & leadership capabilities; (3) improving the overall HR team and functional competencies. Successfully rolled out with timelines, responsible teams, and Affirmative Actions and tracking.
• Partner the Group CEO in identifying key people agenda for the group of a total 15, 000 employees and in the various manufacturing business including semi-conductors, motor-cycle assembly and building materials.
• Review recruitment standards and ensuring the effective pipeline of workers in the various manufacturing plants and industries, namely semi-conductor, motor-cycle assembly, and building materials manufacturing.
• Establishes a coaching and mentoring framework to enable young leaders with high potential to be properly guided in their current role and develop them to be future leaders.
• Proactively revamp the Recruitment policies, introduce structured assessment for graduates and also mature hires; established an effective channel (with negotiation with the Govt) and established a platform of hiring graduates from overseas (mainly Vietnam and China) for future growth.
• External Talent mapping in view of "aging" top leadership based on low inventory of internal talents for succession.
• Established a Talent Assessment (TA) methodology with a well-defined leadership profile, assessment tool and roll out the TA agenda via structured training across all leadership levels.
• Established a top talent program to progress the development of talent in the Group, and review methodology to ensure consistencies and the right development process are maintained.
• Planned and executed recruitment campaigns and University relationships.
Shell: March 2006 to April 2010
(1) Shell Recruitment Head for SEA:
Strategic
• Aligning capability and solution offering with the business strategy via constant engagements with the Country Chair, Business Leaders and Country HR Focal and updating them on the external labor market and trends in the respective countries and business.
• Chart six to 12 months market planning with the SEA team, understanding external factors in each markets, perform SWOT analysis and detailed outline plans for recruitment delivery, and talent targets.
• Sits in as Advisor in Talent and HR Councils in these countries including IT Talent Council for Asia and updating the Councils on market trends and conditions in the countries they operate in and provide insights of external talents availability vis-à-vis their business plans.
• Managed stakeholders' requirements during the "high oil prices" environment and rolling out various contingencies and plans to mitigate shrinking talent supply especially in technical upstream competencies.
• Delivered a range of different attraction and sourcing solutions for Shell Businesses and Functions across SE Asia at various levels including Graduates, Experience Professionals, Technical Experts and Craftsman.
• Developed new solution offerings and cost model for Operators/Craftsman recruitment for the Manufacturing business in Singapore and Malaysia.
• Led a Global Project to streamline our HR Service Tier Delivery system to ensure best fit with new Recruitment TQP processes.
• For 2 years consecutively in 2008 and 2009 Shell won the most preferred employers for Technical graduates in Malaysia and also won similar award in Singapore and Indonesia, all three are in the SEA Region.
• Assisted HR in designing pay revision proposals for Technical skill pool in Malaysia and Indonesia, as the market for these skills reaches its peak in demand in 2008.
• For key/niche talent, proposed, designed and executed a plan to attract talent for businesses in this region from the Middle East, which includes campaigns and working with colleagues in Qatar/Dubai.
• Successfully led 2 Global projects (1) for the migration of Recruitment activities in the Shared Service Centers into CoE (Recruitment) and (2) for Global Recruitment interface with the HR Tier Delivery Services. Both were completed within the timelines and was accorded Special Recognition bonuses.
Operations & Management: • Together with the Leadership Team, facilitated the restructure of operations in Asia Pacific resulting in overall cost reduction of 40% in cost and 27% in manpower in 2009.
• As a key member of the Leadership Team (in Asia), developed & implemented the 3 year Recruitment strategy for the Region/Countries, sought buy in from Country and Functional Leadership and implementing this at the operational level/country teams.
• Introduced operational discipline and structure in the SE Asia offices in line with the business strategy. This included consolidation of several functions in Malaysia mainly EP and Downstream businesses.
• Roll out Top Quartile Performance (TQP) change program for SEA Recruitment, which includes communication to the stakeholders on process, methodology and system changes.
• Managed the SEA Team virtually from my base in KL, flying in only for Talent Council Meetings or senior stakeholders' engagements.
• Led the AP Leadership team building initiatives by planning and organizing activities for the AP team on Shell Core Values and LAT Behaviors, D&I Focal point and other activities to promote inter-department (Malaysia) working relationship.
(2) HR Manager for Shell Shared Service Centre
Overall responsible for the HR Function of the 2 companies I work for in the group. Firstly in the Power Generation Business and subsequently after that in the Media/entertainment business.
Overall responsible for the employee and labour relations matters in the company.
Leading People to Change - HP University Experienced Leaders Program - Shell Learning Change Management - Shell Learning Managing Diversity & Inclusiveness - Shell Learning Management for Excellence - Ericsson Professional Accreditation: Hay Job Evaluation Shell Graduate Recruitment Assessor Shell Experience Recruitment Assessor Exposure: MBTI Profiling System DISC Profiling System Mercer & Hay Job Evaluation
MBA in General Management - Herriot-Watt University UK.
Advance Diploma in Business Administration from ABE, UK Graduate of Royal Military College, Malaysia
Senior Management Development Program - Harvard Business School Relevant Development Courses: Organizational Development & Effectiveness - Yarbrough Group (engaged by HP)
