progressive working focus: from HR operational tasks to analytical role- Analyze job essence of operational processes, by adopting various methods including observation, focus group, in-depth interview, questionnaire, etc.;- Identify key challenging point in capability gap based on quantitative key-metrics (mainly with descriptive statistics) and qualitative analysis involving word frequency and semantic meaning;- Refine organizational-wide talent development programs accordingly, implement the pilot phase with stakeholders, which standardize and accelerate the leadership on-boarding pipeline;- Design and execute periodic training-needs survey, utilize advanced Excel (V-Lookup, Pivot table, etc.) to generate review and forecasting report with visualized dashboard;- Plan and coordinate resources based on survey data reports to improve efficiency, increasing the annual training capacity by 30% to meet talent demand during companys fast-growing period;- Initiate special learning project as necessity detected, convert needs analysis result into improvement proposals and later on make actionable plans with executors, and oversee the whole project cycle;- Oversee the marketing-and-sales analysis training sets; lead the workshop with themes including hotel financial performance (revenue management, inventory allocation across distribution channel, ROI), customer segmentation, basics in search engine marketing, etc.- Support the specific initiative in data-driven marketing decision making: design learning activities for critical metrics understanding and utilization (such as customer conversion rate, retention rate, SEM, etc.).