Sep 2023 – Mar 2025 · 1 yr 6 mos · On-site

• Led a small and strong team of 4 members focused on redesigning the TM and OD programs for Tencent’s overseas business across all BGs and functions while remaining a strong root and collaboration with Corp HR.
• Established a New HR system (different from Tencent’s existing HR system) tailored for the overseas business teams including new job bands, new perf review, new talent review, new 360 review and other PD-related policies, finished the significant change within 1yr including implementing Workday transition.
• Designed HQ and regional decision-making structure on functional support including Finance, Legal, HR, Admin, IT, and Procurement. Built regional management committees and country managers to delegate more decisions to local.
• Led the NHS transformation beyond TM/OD and guided other HR functions in updating their policies/processes.
• Built an overseas leadership model and added relevant development tools to enable the power of leadership skills.
• Elevated the team to become internal consultants serving investment studios to upskill their HR capabilities.
• Invested in forward-looking HR research such as skill-based HR mgmt to ensure we keep up with market trends.

Oct 2021 – Mar 2025 · 3 yrs 5 mos · On-site

• Provided strategic people advisory and day-to-day HR support to the Global Gaming business unit with 9000+ employees in 25+ countries (including portfolio companies - 20+ studios).
• Led a full-function HR team of 30+ members including HRBP, Talent Acquisition (dotted line), Compensation(dotted line), Culture, Learning & Development, Talent Development, and Organizational Design.
• Partnered with C-suite leaders closely through designing org structure, driving org changes, managing workforce plan, building a diverse and inclusive culture, and enhancing collaboration among the core leadership team.
• Continuously drove transformational efforts to make the org more global via initiatives such as global talent acquisition strategy, global mobility, global cultural integration programs, and bringing DEI to the org.
• Drove human cost efficiency and reduction via constant workforce review, smooth land reduction in force due to projects/business adjustments, and successfully contributed to the P&L management need.
• Create a tiered HR management/service menu for acquired studios, ensuring Tencent Group has sufficient levers while maintaining the autonomy and originality of the studios themselves.
• Built a holistic L&D framework and courses that target different audiences (new hires, employees, mgrs, executives) with distinct content (technical, leadership, peer-to-peer sharing, general skills) to enhance the learning culture.

Nov 2019 – Jun 2022 · 2 yrs 7 mos · On-site

• Led HR, Office Operations and IT teams in providing support to North American employees/offices.
• Managed full local HR functions including C&B, Immigration, HR Operations, L&D, Career Development, Culture and guided local HRBPs to support fast-growing business needs and company growth in North America.
• Played a critical role in bridging HQ and North America by consistently voicing local needs, customizing HQ policies to fit local for smooth implementations and proactively proposing initiatives for globalization need.
• Served as the main driver of Tencent North America management committee, pulling cross-functional senior leaders together and facilitating decision-making on a variety of topics, including employer branding and PR crisis, internal policy changes, company culture revamp, internal communication enhancement, as well as COVID-19 response.
• Provide HR strategic support to senior leaders on the local level, especially in handling tough local HR cases.
• Opened up new operations in various states in the US, set up Canada and LATAM HR & Operations from scratch, which supported the growth from 200+ to 500+ employees within 1.5 yr.
• Led the COVID-19 response by pulling the right teams together, keeping updated with market trends, designing policies, organizing initiatives to combat mental health issues, executing RTW plans and communication.
• Advised subsidiary companies on HR mgmt, COVID-19 response, future of work and Return-to-Office design.

Feb 2019 – Nov 2019 · 9 mos · On-site

• Led Tencent’s overseas HR management re-design by conducting internal org diagnosis and external benchmarks.
• Ran Tencent’s overseas management committee which is composed of Senior Executive VPs of key business groups and senior functional leaders of HR, Legal, Finance and IT to serve as the company’s decision-making authority for overseas management matters.
• Provided consultation on Tencent’s job leveling upgrade and led a new promotion process project for Tencent US employees to fit localized talent development needs.
• Served as a consultant to various HR COE functions in offering global HR design suggestions.

Oct 2017 – Feb 2019 · 1 yr 4 mos · On-site

• Supported business groups (1600+ employees) to handle all HR-related matters, with a focus on working with senior leaders.
• Served as a thought leader and partnered with the business leaders to support, influence and improve decision-making with a focus on people and the organization.
• Conducted org design, led reorgs to strengthen the org efficiency and improve organizational culture.
• Primarily focused on the US and collaborated with other regions (Singapore, India, China & Europe) to offer consistent HR initiatives.
• Partnered with D&I, Training, Comp and TA to design customized programs for the business groups.
• Tailored Google HR cyclical programs to fit the special needs of the business group (e.g. perf management, comp planning and Googlegeist survey), and used these as levers for org culture and management re-alignment.

Jan 2015 – Sep 2017 · 2 yrs 8 mos · On-site

• Scaled structured interviewing program across the company and significantly increased the adoption rate.
• Launched domain assessment which transformed the software engineer hiring to support the need to find specialized experts in addition to the general hiring approach.
• Launched system change to support a structured interviewing process.
• Designed and launched the Director+ competency model to streamline leadership assessment.
• Led and improved interview training program for one of the key Google hiring attributes - General Cognitive Ability attributes with science supported by internal I/O psychologists.

Apr 2013 – Dec 2014 · 1 yr 8 mos · On-site

• Managed global compensation operation of offer proposals for external and internal candidates that are aligned with Google's compensation philosophy and also able to attract top talent in the competitive market.
• Ran regular market intelligence reports to adapt our programs according to the rapidly changing environment.
• Managed the offer operations for the EMEA region (temporary coverage due to EMEA leader change).
• Conducted comp training with recruiters and acted as an escalation point to cover the most complicated offers.
• Implemented a follow-the-sun model that enabled 3 regions (America, APAC and EMEA) to provide cross-region 24*7 coverage and create better HR internal best practices sharing.

Nov 2009 – Mar 2013 · 3 yrs 4 mos · On-site

• As one of the 3 founding members, implemented the transformation of HR support from a decentralized country-based operation to a centralized cost-effective model, in partnership with IN/AU/KR/JP/CN HR teams.
• Ran regional (APAC) HR operation programs and system integration, including payroll, compensation and staffing.
• Designed and implemented a follow-the-sun model with the other 2 regions (EMEA and US) to provide a more seamless service experience for our employees.
• Led automation project to reduce manual efforts such as employment verification, offer letter generation, etc.
• Led Google's application tracking system (ATS) design and launch as the APAC lead.
• Served as a key project member representing APAC for Google’s HRIS - Workday launch.

Apr 2007 – Nov 2009 · 2 yrs 7 mos · On-site

• Managed full cycle hiring process for all Greater China sales positions up to the director level.
• Fulfilled 100% of job openings within the assigned timeline and achieved a 100% satisfaction rate in the candidate experience survey, in which I ranked as the #1 recruiter in the APAC region.
• Selected and partnered with search firms to expand the candidates pool for critical roles.
• Rolled out 2008 Campus Recruiting in top Tech universities and Business schools (short-term project).
• Ran performance mgmt, leadership workshops, and team restructuring as an HR generalist (dual role).

May 2006 – May 2007 · 1 yr · Beijing City, China · On-site

• Selected as one of Motorola’s campus ambassadors (20 ambassadors from 7 elite universities) to promote Motorola’s employer branding and campus recruiting, then selected to join Motorola as an HR intern.
• Ran the 2006 Motorola Intern program and contributed to the 2007 New Grad Hiring Program including vendor selection, campus roadshow organization, and interview arrangement.
• Supported the APAC Staffing Director as his EA, ran monthly APAC staffing dashboard updates, and administered his team travel budget.