Taiwan & Hong Kong Leadership

Have a deep understanding of the business and contribute to the commercial strategy. Attend monthly leadership meeting and strategy days. Participate in Quarterly Business Reviews with APAC Region. Ensuring the local HR strategy is directly aligned to the overall business strategy and the HR Long Range Strategic Plan (LRSP). Provide expert advice and support to leaders and managers on the full range of employment related matters, consulting or working in conjunction with other HR colleagues and external consultants/advisors as necessary. In collaboration with local leadership teams, recommend appropriate Rewards/Incentive Programs.

Employee Development Review (EDR) / Talent Management

Facilitate and coordinate the Taiwan & Hong Kong EDR process. Use the EDR Process to identify and manage development and recruitment gaps. Support the execution of development plans identified in the EDR. Utilise and leverage the global framework to develop talents. Monitor, track and report on retention of key talents. Design and implement innovative approaches to attract, develop, retain talent. Identify training needs and manage training plans across Taiwan & Hong Kong

Change Management

Be a change Champion in Taiwan & Hong Kong – Utilise and drive change management tools. Coach leadership and management on how to lead and direct change. Manage and support change programs.

Performance Enablement Process – PEP (Goal Setting, Check In’s & End of Year Review)

Act as the custodian for the performance management process and MyCooper system. Ensure compliance to the PEP process. Analyse statistics on performance management. Monitor functional area KPI’s for alignment to strategy. Upskill and support managers to be effective coaches. Upskill employees on effective goal setting and development planning.

Organisational Climate

Facilitate processes to conduct annual engagement survey. Help, design and analyse survey results to create action plan for departments and Taiwan & Hong Kong business. Coordinate and monitor the implementation of the action plan initiatives.

Organisational structure design and job profile development

Stay abreast of any changes in strategy, legislation, market, and business model that could impact on organisational structures. Facilitate processes to drive structural changes where required. Analyse structures and make recommendation for enhancement from an effectiveness, efficiency and alignment point of view. Identify critical positions within structures. Drive standardisation and consistency of structures and jobs. Ensure competency requirements are aligned to competency framework.

Facilitation Expertise

Facilitate group meetings such as focus groups, team effectiveness sessions, leadership development programs, or culture workshops as needed.