Andy Muniandy

Held various HR leadership roles for different countries and business segments including Manufacturing, Global Operations, Supply Chain, Sales, Services, and Global Shared Services

• Served as the Head of HR for Malaysia, Singapore, South Asia, and Australia, managing over 9,300 full-time employees and 350 leaders
• Leading a team of 7 Senior Managers and 15 HR Specialists
• Established and governed Country Leadership Council
• Executed yearly HR programs and policies encompassing performance management, compensation review, workforce planning, hybrid work, and workforce transition
• Led the Business Continuity Response and Crisis Management Committee during and post-Covid-19 crisis.
• Developed a compensation program that included job evaluations and updated job descriptions
• Oversee the development of a county Talent Management Programs for current and future skills, talent needs and retention
• Identified local country legal requirements and government reporting regulations affecting HR functions, labour compliance, EHS, ISO, and RBA audits
• Served on several global HR task force committees to streamline HR transformation and implement shared services
• Led the transition from paper processes to technology as part of a larger HR Optimization & Standardization effort
• Implemented a phased process for compensation and performance management, addressing equity issues and promoting pay for performance
• Secured a grant of MYR 0.7 million from the Malaysia Digital Development Corporation for workforce development in analytics, cybersecurity, software engineering, software development, and Project Management certifications
• Implemented competency and behavioral-based interview training for People Managers

• Implemented Talent management strategies aligned with business restructuring , new go-to-market strategy for Supply Chain Organization.
• Hired 20 key leadership roles at Director level, successfully on-board and integrated into Dell work culture in Malaysia & Singapore
• Developed effective staffing requirements to support 350 new hires in Technical Sales and Services Engineers to support new business growth in Asia Emerging countries.
• Coached Executive leaders on people, structure, and succession planning
• Implemented key talent retention initiatives to reduce attrition rate by 7% in Global Operations & Supply Chain Business Units
• Implemented Org Health & Hygienic scorecards for Leaders to meet Corporate Spans, Layers and Headcount cost targets
• Partnered with Senior Business Leaders on business restructuring, organization design exercise and talent placement exercise for business support continuity.
• Build a strong bench of successors for key leadership & critical business roles
• Lead HR annual Pay & Reward Planning, Performance Appraisal and Talent Reviews with Senior Business leaders
• Partnered with Global Talent & Culture team to design & deliver development programs to meet business talent leadership capabilities needs
• Partnered with Global Compensation and Benefits COE to ensure pay & benefits are aligned with the local market competitiveness
• Developed new Sales compensation plan to motivate sales makers to increase sales revenue generation
• Implemented Be the Change program to drive diverse talent hiring and promote inclusivity
• Collaborated with Global Mobility & Immigration Team for short-term assignments and expat talent transfers between countries.

• Improved production capacity planning with systematic workforce headcount forecast process.
• Reduce recruitments cycle-time by 30% for Direct & Exempts roles.
• Revamped Performance Management Process for Exempts
• Competitive Pay & Reward programs for Engineering & Technical Talents
• New Employee Relations policies & procedures to align with company goals
• Career Pathing for Technical & Engineering Specialist
• Increase Engineering Talent Pipelines with strategic partnership with universities
• Introduced Employee Culture Survey and Engagement Programs
• Management & Leadership Trainings for Exempts & Supervisory staff
• Implemented Employee Communication Forums & Quality Improvement Circle.

• Customer Services & Retail branches operations start-up in Northern Malaysia
• Developed and standardized branch operation process, policies & procedures
• Hired and trained customer service consultants.
• Increased new customer acquisition rate against the annual corporate targets
• Improved customer CSAT from 50% to 75% within the first 2 years in operation