Work experience

• People Development Governance

  Volkswagen China

  2025.10-2026.02

  (5 months)

  1. Responsible for effective design and implementation of talent development projects, as well as the design and optimization of programs for high-potential talents and existing talent projects; 2. Responsible for design and implementation of career ladders and development paths for talent across all functions, 3. Responsible for managing the talent certification process for leadership positions and evaluating its effectiveness. 4. Work with HRBP and other COE team to identify development gap and propose fast track program tailored to business needs.
• HR BP

  Bobst Shanghai

  2021.10-2025.01

  (3 years)

  1. HR Business Partner of Shanghai site, covering functions including Sales,Finance,Supply Chain, R&D, Operation and BU Service etc. 2. Foreseeing business challenges and deploy people strategy to enable business continuity, e.g. workforce planning, organizational structure review, competency gap analysis, career path and upskilling etc. 3. Lead and co-ordinate the deployment of global yearly people cycle activities including performance management, Engineering job-grading ,key position development program, succession plan and young leaders development planning etc. 4. Conduct skill mapping across the organization to establish formal cross-organizational mentor partnerships and build Talent pipeline to sustain business continuity, managing employee relationships and handling various low performance /discipline employee cases, prevent and minimize the impact to the organization. 5. Responsible for China Learning and Development activities, deploy the framework of talent development and employ various platforms and programs to address the business needs in terms of organizational capability. 6. Build a positive working cultural and moral, initiate cultural activities, e.g. Family Day, Annual Party, Employee Outing, Townhall meeting etc.
• HRBP -Tech Center, AP

  SIG China

  2020.12-2021.10

  (a year)

  1. Identifying, benchmark and elevating the competence of the new APAC R&D workforce, developing organizational capabilities and behaviors to build a workforce that is future-ready. 2. Diagnosing, optimizing Org. structure and build competency modal to address people challenges, conduct gap analysis and deploy relevant strategy in terms of learning and training programs. 3. Conducting talent acquisition activities and deploy an effective talent strategy to ensure high-quality succession pipelines for critical roles through IDP, workshop, training etc.. 4. Facilitating R&D re-alignment and expansion to driveeployment of people strategy, leverage Combi-colleague to make sure the success orientation training and technical training is in lined with group policy. 5. Partnering with business leaders and COE to review and customize retention& incentive program to foster a high-performance culture linking with total reward. 6. Supporting BU in yearly Merit increase and other HR process, e.g Performance, promotion and succession plan.
• HRBP & People DEV. Mgr.

  Prysmian China

  2018.06-2020.12

  (3 years)

  1. Partnering with business leaders to support and facilitate organization re-structure, participate in internal consulting projects and lead business transformation activities for organizational design, capability development and change management in Sales Organization. 2. Driving the implementation of global talent development programs, e.g. international trainee, global engineer& industrial controller, manage leadership development program; develop and roll out HR projects to cultivate talents through fresh graduates and internal rotation/mentor program etc.. 3. Conducting talent assessment, carrying out talent discussion and develop succession plan, organize and facilitate calibration discussion and hi-po talent discussion. 4. Identifying organizational people challenge through engagement survey and stakeholder interview, develop learning solutions by working with external vendors and headquarter. 5. Regularly review organization structure and ensure banding and job grade are consistent and up to date, partner with manager in merit increase, rewarding, workforce planning and employee training.
• HRBP

  Ingram Micro China Holding Co., Ltd

  2015.10-2018.05

  (3 years)

  1. Developing and deploy learning roadmap to promote and strengthen virtual learning effectiveness, roll out global and local training programs. 2. Managing and process focusing on building bench strength to meet current and future business needs. 3. Implementing HR best practices and processes such as performance management, compensation planning and workforce planning timely and accurately. 4. Enable a strong talent pipeline by building succession planning ,establish appropriate career paths to enable organizational effectiveness across East China Region. 5. Advising and guiding line managers on social legislation, dealing with legal dispute and arbitration cases. 6. Rolling out corporate programs: Engagement Survey, Hire Great, Jobvite, Workday and LMS etc.
• Student

  ASL School

  2014.07-2015.07

  (a year)

  1. Collaborating with line managers to develop recruitment strategy, deliver annual headcount budget and quarterly forecast. 2. Following up with headquarter on Talent Acquisition projects, including but not limited to employer branding, campus recruitment, CSR and a full review and proposal to job applicant tracking system. 3. Implementing corporate Performance Management policy and process. 4. Supporting, influencing and coaching managers to deal with employment related legal dispute, mediation and arbitration, ensure a good closure. 5. Leading various projects deployment, e.g. Enactus, Kenexa, JDE Change Management, JP Morgen Run, HR Tianjin Plant start up, HR Nanjing stat-up etc. 6. Managing expatriate mobility.
• HR Generalist

  Atlascopco (Shanghai) Trading Co., Ltd

  2009.01-2011.06

  (2 years)

  1. Developing and implement employee Induction program, roll out employee mid-year and year-end performance review and Employee Engagement Survey. 2. Partnering with BP to identify and formalize yearly hiring plan, conduct hiring activities. 3. Responsible for managing the implementation of Compensation and Benefits for China Region, including market benchmarking (Mercer), pay structure design, job evaluation, and compensation planning. 4. Identifying and analyze training needs, calibrate training needs and facilitate training implementation. 5. Managing, developing and analyzing HR Scorecards and furnishing HR monthly report to head office. 6. Assisting HR manager with various HR activities, employer branding, career ladder etc.
• HR Officer (GreaterChina-HK/TW/CHN)

  Avago Semiconductor (Shanghai) Co., Ltd

  2004.11-2008.11

  (4 years)

  1. Payroll administration, prepare and provide timely and accurate pay data to the 3rd party. 2. Working with head office to review HR policy and interpret local practice, make sure alignment and consistency. 3. Managing employee retention programs, retirement program, reward and benefits scheme, organize company activities. 4. Responsible for expatriate immigration in China, including accommodation, visa, welfare, and tax equalization. 5. Providing consultancy service and guidance on application and interpretation of HR policies for Greater China. 6. Assisting HR manager on ad hoc project, e.g. employment transfer, entity split, M&A due diligence. Reason of leaving: career development

Educational experience

• Shanghai University

  Global Local Program

  2018.09-2021.07

  (3 years)

  MBA Studay
• xi'an fanyi university

  English

  2000.08-2004.07

  (4 years)

  University Study

Languages