Founding a company involves constructing new ventures from the ground up, devising strategic plans, and managing projects. Key areas of focus include optimizing back-office operations, ensuring compliance with employment laws, executing efficient recruitment strategies, and fostering a positive workplace culture. Major responsibilities include: 1. Supporting and partnering with the Senior People Lead on the definition and execution of global and local policy and change initiatives, understanding the impacts of the planned changes. 2. Leading and advising on talent management practices within the assigned business unit related to workforce planning, talent acquisition strategy, leadership development, employee development, career and succession planning, and talent mobility. Reason for leaving: Successfully contributed to the growth and stability of the startup, achieving key objectives and mission milestones

1. Directed annual people cost (OPEX) planning for clients in collaboration with local vendors, conducting rigorous market research and analysis to drive informed decision-making. Led initiatives to establish mutually beneficial and legally compliant solutions within the employee framework, conducting comprehensive audits of existing compensation and benefits processes. 2. In charge of Global C&B Strategy to ensuring that employees receive fair and accurate compensation, including salaries, bonuses, stock options, pensions, and other benefits. Analyze data on wages and salaries and the cost of benefits and assess and devise programs that best fit an organization and its employees. Also, working closely with hirings and other local HR to ensure that job offers are competitive and equitable. 3. Executed a hybrid architecture harmonizing local compliance with global scalability for long-term labor strategy across diverse regions including France, Germany, Spain, Italy, Taiwan, Japan, Thailand, Hong Kong and USA. Coordinated closely with country-specific finance and law firms to ensure meticulous adherence to legal obligations and local regulations, ensuring impeccable compliance standards. 4. Entails weekly KPI and OKR management to identify opportunities and address issues, monthly country-specific performance reviews, and quarterly market-level deep dives. The framework involves streamlining HR processes and optimizing procedures, collaborating with local teams to drive growth, managing OKRs, identifying process improvements, and building relationships with stakeholders to influence strategy and drive regional growth. 5. Leverage data analytics in driving business solutions and decisions and support with the delivery of operational processes and leverage insights and data and translate into actionable plans to impact the bottom line and enable business strategy. Reason for leaving: Career Break (Non-stop working since January 2015)

Santa Clara, CA, US 1. Compensation performance Indicator: Proficient in implementing and monitoring KPI management systems, conducting total compensation reviews, and analyzing staff benefit programs to identify trends and accomplishments. Research and propose competitive base and incentive pay programs to support the organization's expansion into new markets, developing tailored marketing plans for each unit. 2. Program and project management: Leading and coordinating the execution of multiple interrelated projects within an organization. Oversee project teams, allocate resources, and ensure that each project stays on track to achieve its goals. Serve as the primary point of contact for stakeholders, facilitating communication and managing expectations throughout the project lifecycle. To deliver successful outcomes that align with the overall strategic objectives of the organization. 3. Develop business unit: Partner with function leads and middle managers to collaborate on creating and delivering the functional priorities and plan, providing strategic guidance. 4. Shareholder Engagement: Collaborate closely with shareholders to cultivate relationships with global investor authorities through networking initiatives. Represent the board of chairman in engaging with communities and other stakeholders to foster robust partnerships in support of global Corporate Social Responsibility (CSR) and Environmental, Social, and Governance (ESG) programs. 5. Executive Operations Support: Committed to delivering exceptional support to C-Suit(s) and top executives, with expertise in managing intricate calendars, coordinating travel logistics, and ensuring seamless communication among stakeholders. Skilled in task prioritization, handling confidential information discreetly, and executing projects with precision and attention to detail. Reason for leaving: Transitioned due to the company's acquisition by the US government.

Seoul (South Korea), Bangkok (Thailand), Sydney (Australia), and Singapore. Spearheaded the pre-opening of new sales and marketing offices in various APAC cities, entailing comprehensive responsibilities such as focusing on local labor laws compliance, office setup and management, 360 recruitments and compensation strategies. 2. Performance Management and Employee Engagement: Developed, executed, and refined a robust 360/720-degree KPI performance management system. Provided guidance and coaching to line managers to enhance employee engagement initiatives, aligning with business continuity strategies. 3. HR Management and Project Oversight: Managed and monitored annual employment relationships, ensuring compliance and fostering positive talent career development. Led various HR projects aimed at enhancing organizational effectiveness and employee satisfaction.

Directed the Philip Morris (Tobacco industry) and NIVEA Summer Internship program, orchestrating the comprehensive design and execution of the recruitment process. This encompassed strategizing social media channel deployment, coordinating campus job fair participation, conducting meticulous phone screening procedures, and overseeing all subsequent phases of recruitment.

1. Directed end-to-end recruitment processes for executive and management-level positions, including General Managers, Senior Vice Presidents, and Presidents, as well as high-value talent commanding salaries exceeding USD 250,000. 2. Oversee project management for a diverse portfolio of 18 clients within the manufacturing industry, spearheading collaborative efforts with a team of (4) four members to initiate new business partnerships with clients. 3. Consulted with clients to strategize, establish, and register their businesses at the state level, meticulously mapping organizational structures. Additionally, played a pivotal role in executing new business strategies and delivering comprehensive resource plans tailored to client needs.