Aug 2024 – Jan 2026 · 1 yr 5 mos · On-site

Dec 2019 – Jul 2024 · 4 yrs 7 mos · On-site

• Continued to improve employee engagement score despite big organization changes
• Spined off patient-off products and transfer employees to Organon
• Resolved past overtime payment issues with two unions after 52-hour workweek was launched
• Completed the first Collective Bargaining Agreement with unions after two years negotiation
• Agreed on two years wage negotiations consecutively
• Built constructive and stable labor relations with the union
• Built a high performing Korea Leadership Team through a strong succession plan and Team Alignment Process
• Introduced ‘Nim’ title to improve a hierachical org. culture
• Implement Hybrid work model after Covid 19

Oct 2017 – Dec 2019 · 2 yrs 2 mos · On-site

• Implemented 52-hour work system by introducing flexible work and remote work options
• Successfully completed wage negotiations and collective bargaining renewal with the union
• Involved managers and employees in a company vision setting process through Leadership Retreat & Company Meeting
• Launched TRUST 2.0 to create a new org. culture with focus on collaboration, courage, integrity
• Improved HR services working with Global HR Services Center and the payroll vendors
• Continued Korea Leadershp Team’s High Performing Team journey
• Engaged employees with fun & meaningful activities (i.e., Firework watch party, Corp. Partnership Day, Office Move etc.)

Feb 2016 – Oct 2017 · 1 yr 8 mos · On-site

• Designed and implemented Asia Cluster early talent development program to develop future Asian leaders
• Trained Asia early talents on cultural differences and dispatched 20 talents in other countries for culture exchange
• Organized Leadership Retreat program for country leaders to interact with Asia leadership team
• Led Org. & Talent Review process with 10 Asia countries and presented Asia Org. & Taelnt Review to AMAC region
• Launched Change Advocate model in Asia to follow up global Change Leadership Forum
• Led AMAC Inspiring Place to Work project for countries to be recognized by external institutes
• Supported country culture evolution journey applying Org. Culture Inventory

Jan 2013 – Feb 2016 · 3 yrs 1 mo · On-site

• Assessed organization & team cultures using OCI and delivered OCI workshops for 20 teams
• Improve Korea Leadership Team members’ leadership and enhanced teamwork through Marshall Goldsmith’s peer coaching process
• Identified organization improvement areas from Global Employee Survey and implemented action plans
• Improved internal processes by leading a cross-functional project teams
• Designed ‘Manage My Career Development’ training to educate employees about career development
• Created Internal Job Posting guideline and Cross Divisional Talking Talent session to provide more internal job opportunities for employees
• Implement global High Performing Team process in Asia Cluster by arranging Train-the-Train session and coordinating country implementation plans

Jul 2015 – Dec 2015 · 5 mos · Suwon, Gyeonggi-do, Korea

Sep 2006 – May 2010 · 3 yrs 8 mos · 대한민국 서울 · On-site

• Strengthen and re-launched the Korea Leadership Team by hiring new leadership team members.
• Lead the KLT discussions on new company vision and strategy and communicated them with employees.
• Led a 30% headcount reduction through restructuring while maintaining employees’ morale high and increasing revenue higher than market growth.
• Created a performance-driven culture by implementing Performance Management Processes, Performance Round Table
• Discussions, Performance Improvement Process, and Pay for Performance principle.
• Rolled out new Promotion Guideline considering scope, competency, and long term performance trend
• Optimized critical decision-making process through HR committee on topics such as promotions, merit increase rates, and disciplinary actions.
• Worked with function heads to develop their team’s capabilities in line with the new business strategy
• Launched Company Competency Model, Talent Management & Succession process to support the company strategy
• Implemented employee motivation programs including monthly communication meetings, hobby club activities, and flexible working hours

Jun 2004 – Aug 2006 · 2 yrs 2 mos · 대힌민국 사울 · On-site

• Mobilized global learning resources to Asia Pacific such as change management training curriculum, top executive leadership program, middle management development program, quality management program, and online learning
• programs.
• Participated in MetLife and Citi Insurance integration project by designing and executing leader/manager/employee assimilation process, induction workshop, mid-year review, goal alignment workshop and year-end review workshop
• Initiated regional Standard New Hire Integration process and Competency Behavior Description project

Apr 2003 – May 2004 · 1 yr 1 mo · 대한민국 서울 · On-site

• Led Internal Governance Structure to develop middle managers by training and involving them in company wide management topics
• Facilitated business unit leadership team’s discussion on SWOT, long-term objectives and strategy, prioritization and annual plan
• Developed HR team’s capability by spearheading process improvement and team competency development projects
• Motivate and develop sales function through Career Development Paths project and Assessment & Development Center
• Replaced outdated Labor Council meeting with Employee Opinion Board

Jul 1998 – May 2003 · 4 yrs 10 mos · 대한민국 · On-site

• Implemented HR integration process of M&A with Union Carbide, Lohm & Hass, Pacific Epoxy respectively
• As a manufacturing HRBP, consulted with plant managers on labor laws and managed Labor Council issues at Yeosu, Ulsan, and Kumi plants.
• Assessed the plants’ empowerment level and led empowerment journey of Yeosu and Ulsan plants
• Delivered more than 100 training sessions across Asia Pacific and Europe through assessing individual training needs, developing & procureing courses, managing employee development processes, and establishing short and long-term
• training plans.
• Led a Six Sigma Green Belt project and participated in a Black Belt project