Janet Li

As part of the learning and development project, work out systematic and standard global onboarding process to customize the training stream for different job family. Providing a narrow down onboarding and post onboarding training scheme to new hires to help them fit into their role as soon as possible. .

Optimize global HR service center functionality, including setting up HR working flow and standard of process covering hiring, onboarding, termination, promotion, salary change. Set up a central HR e-learning center, which is accessible to all HR specialists from different region and provide online training on global policies and SOP.

The principle of this tax planning is to guarantee international assignees would pay no more and no less income tax than they would have paid and remained in their home country. The company would absorb any excess tax burden. With methods of tax equalization calculation to save both company and employee’s tax cost.

In order to meet employees’ requirement and provide diversified type of benefits, each employee can choose their interested benefit items from company website through their virtual account. Benefits various from travelling; books; gym and health, etc.

EAP is staff benefit program aimed to improve staff’s metal/emotional health and build up great company’s culture. Engaged and work with external vendor, we evaluated the program effectiveness and analyzed typical cases reflect from the quarterly report and provided action plan to improve the leader’s management skill.

I was responsible for making salary surveys (work with Tower Watson) to benchmark with the local market rate in 7 countries. Subsequently, design a competitive and reasonable compensation proposal for overseas staff. This compensation plan consisted of base salary guideline; COLA regulation; appraisal related pay regulation.

Igniting our high performance culture and champion the Salesforce Performance Journey + leverage our physical space to create breakthrough performance for teams. Develop and facilitate leadership workshop and training sessions to build up their resilience muscles to navigate through the changes and increase leaders’ capability.

Form a proactive plan to identity potential impact of key positions from department level, pinpoint succession candidates, prepare a development plan accordingly and integrate the succession plan into hiring strategy.

Introduce a robust total reward strategy, create and advocate the other type of non-monetary rewards on top of traditional compensation and benefit, such as ESOP, recognition program, flexible working hours to make our brand as employer stand out and highly retain our staff by appreciating for their needs

Design and establish new KPI system to form a work result orientated culture from top to down. Delegate the corporate goals to the department level then the team level, in the end, to make sure each individual carry clear KPIs tied to company annual financial targets, to enable company’s profitability.

Using performance 9 block methodology to define “ A Player” and potential leadership candidates. In line with our career path of each job family to set up criteria and systematic evaluation system for promotion guideline, which aim to retain and develop our top performer.

Conduct employee survey in APAC with quantum system and generate out SWOT analysis reports and provide consulting to Senor Leadership. Support country leaders to address problems with tailored solution and deliver action plan, we could see significant improvement on employee’s satisfaction and employee engagement after our joint efforts with leadership.