Vivien Lau Mei Shan

A strategic contributor to the Global Talent Management team representing the voice of APAC as a region, adept at designing and implementing Global Onboarding, New Leader and Career Development Programs. Passionate about promoting learning and development initiatives for 14 countries, utilizing a blended learning approach to tailor solutions to diverse needs. Proven track record in driving talent strategies that align with business goals and foster leadership growth.

• Lead high-potential programs across APAC for both senior and mid-level professionals, focusing on leadership and professional development.
• Collaborate with the Global Talent team to design and implement talent initiatives, including global onboarding, new leader programs, and career development frameworks.
• Drive learning and development programs for 14 countries in APAC, promoting a culture of continuous learning through a blended learning approach.
• Tailor learning solutions to meet regional needs, integrating online and face-to-face learning to ensure accessibility and engagement.
• Monitor and evaluate program effectiveness, using feedback and data to refine and enhance learning solutions.
• Advocate for career development opportunities, empowering employees to advance their careers through targeted initiatives and resources.

Provides strategic and effective HR partnering on full HR spectrum with leadership team of Kimberly Clark Regional Services as well as supporting implementation of people strategy. Proactively involved in the strategic plans, the development and implementation of sound HR practice and champions the relevant global/regional processes and programs with localization, to accelerate K-C culture and performance.

Achievements:

• Partnered with hiring managers, head of departments, and talent acquisition partner to identify business needs and translate them into a recruitment plan to prioritize internal talent growth resulting in 40% roles filled with internal talents.
• Partnered with Regional Compensation & Benefits to review and conduct salary adjustments to increase pay competitiveness for selected talents.
• Developed and launched 360 Degree Recognition Program to encourage culture of appreciation
• Built on a Sense of Belonging Culture with key focus on business and engagement activities which includes organization overview, connect with leaders, career development, sports and recreation, family and community, inclusion and diversity, team-building and work life balance. Employee Engagement score increased by +6 points within 6 months (October 2020 – March 2021).
• Created Connection Hub to help new hires better assimilate into K-C culture and ways of working by providing them with a platform to network with other leaders and new hires.
• Newly introduced Global Business Services functional competencies and career pathing, and developed Fast Track Leaders program to accelerate growth of up-and-coming leaders to build leadership pipeline.

Effectively deliver global and local Talent initiatives to develop K-C Talents through close collaboration with Talent COE, HRBPs, Business Leaders and Team Leaders. Responsible for the design, implementation and management of the Learning Management processes and programs including performance management, development intervention to support succession planning, competency models, critical skills gap analysis, new employee on-boarding. Monitor creation of Focused Development Plans for Top Talent. Manages the Talent management processes and communications. Provide on-going support to facilitate and record the annual talent review planning (TRP) exercise across all business units. Recommend intervention and solutions to develop high potentials and development of “ready talent” pool for key and critical roles.

Achievements:

• Designed, developed and delivered trainings on Behavioral Interviewing Skills, Managing Performance training, How to Have Career Conversations for Team Leaders and New Leaders Assimilation Program (onboarding program for leaders)

• Designed, developed and conducted ASEAN Covid Learning Toolkit as best practice with focus on leadership and functional capability, high adoption rate across ASEAN

• Delivered APAC Train-The-Trainer Culture of Accountability sessions and conducted Culture of Coaching for Team Leaders

• Certified Facilitator for 7 Habits of Highly Effective People, Presentation Advantage and The 6 Critical Practices of Leading A Team (Stephen Covey Programs)

• Conducted Talent Review Planning exercise to identify Top Talents and successors for critical roles, monitors their focused development plans to ensure readiness and retention of these talents

• Newly introduced 8 Course Online Learning Appetite with Country Leaders to facilitate programs and encourage self-pace learning amongst employees

• Developed the Sales Capability framework with competencies for Sales Team

• Revamped the Management Trainee Framework and monitors their development throughout the program

• Manages day-to-day HR needs for one of the primary business units of AmInvestment - Funds Management, Wholesale Banking Products. Handles end-to-end recruitment and provides input to business in areas of remuneration and employee-related issues. Collaborates with HR specialists on Succession Planning and Talent Management; drives stakeholder engagement, functional strategies, and processes for business. Ensures robust talent pipeline to meet future needs of functions through managers identifying, developing and appropriately stretching talent at every level. Manages annual performance and compensation review for area of responsibility, whilst ensuring financial discipline, driving performance differentiation and cascading of key messages.

Achievements:

• Developed succession planning for Wholesale Banking Products, with successors identified for MD-1 and MD-2.

• Identified Talents for Wholesale Banking Products, track Individual Development Plans for Talents for their career growth in the company.

• Work closely with leaders for talent mapping to identify potential candidates for key roles.

Delivers HR support to two business functions - Brand Building and Customer Development and ensuring HR delivery is fully aligned to business goals. Facilitates and supports the respective functions with learning and development programs to develop all levels of personnel. Provides input into the Talent strategy for the business through developing insight and analysis of people related business issues and opportunities. Works with HR colleagues from Expertise teams to deliver HR interventions within the business.

Achievements:

• Facilitated succession planning and performed Job Evaluation to fulfill organization design and structure criteria

• Implemented action plans for Project Vigor – an initiative to help new line managers lead effectively and promote better team dynamics

• Planned full training calendar for Brand Building and implemented training initiatives (ie Marketing Foundation, A.R.T. model and Marketing Career Principles

Acts as a strategic partner to two divisions within the organization - Consumer Business and Digital Services. Supports the business in human resources and employee relations activities for the business ensuring legislation is adhered to and that personnel are used in the most effective manner for both the company and the employee.

Achievements:

• Understanding business strategies and contribute by helping business leaders to identify, prioritize and build organizational capabilities and behaviors.
• Support line managers in forecasting and planning their talent pipeline requirements in line with the function / business strategy.
• Act as a liaison between the line and HR to ensure that HR services are aligned with internal client needs, first line of contact in HR for any employee relations issues.

Key team member in managing the career development plans for employees – creating career ladders, providing a platform for staff to have career conversations with trained Career Guides, developing the coaching and mentoring framework, job evaluation, assessments for high-potentials and creating a company-wide database of technical competences for different job families with hired consultants.

Achievements:

• Developed career ladders for Maxis Retail centres and Network
• Created the “Maxis Way” behavioral competencies and technical competences for Sales Team
• Assisted job evaluation committee in determining the size of jobs within the company, using Hay Job Evaluation method

Joined Malaysia's Best Management Trainee Program, which focuses on developing high-potential graduates to become future leaders for the company. Acquired training and conducted duties in key departments within the four business pillars: Customer Service, Network, Operations and Business.

Achievements:

• Created a handbook with a team for new customer care consultants to refer on the background of Maxis, values and guidelines in handling customers

• Applied technical knowledge of Fibre to the Home (FTTH), Mobile Backhaul and IPTV by performing IPTV POC testings at Maxis and TM HSBA lab, as well as CCTV testings for BizFibre and RGW upgrade. Researched on best practices from other Global Telcos and suggested improvements on creating a video on FTTH to enhance marketing for this product

• Supported product launches (BlackBerry Z10), starred in YouTube videos to promote Note 2 and iPhone 4S sales and managed end-to-end product booths to promote m-Health, mobile rate plans and BizFibre

• Worked in a team and performed benchmarking with other competitors’ websites. Proposed solutions to improve the layout and effectiveness of Maxis online website

• Was Project Lead for a 2-months project to enhance the current Management Associate Program. Proposed a 10-year roadmap with better benefits and career growth to increase retention of graduates from the program