Rebekah Benjamin

Company Overview: Food and Manufacturing Consumer Goods (FMCG)

• To Lead SEA Learning plans across 5 different countries (Thailand, Malaysia, Singapore, Cambodia, and Vietnam0
• To ensure all Global/ Regional deployment plans and their implementation to be well responded to the local implementation.
• To facilitate Leadership development program for all Managers in SEA Region.
• Stay abreast of the latest developments & trends and best practices in L&D to bring relevance to the ever-changing business environment.
• To Lead and drive Talent Movement across SEA, Indonesia, and Global team
• To support/ Co-facilitate the annual Talent Development Conversation & Functional Competencies workshop.
• To design, develop and conduct programs and follow up on the development of competencies, with HRBP & SME (subject matter experts).
• To lead Danone’s Corporate Learning Management System (Campus X CSOD), Campus X Edcast (New Digital & Discovery), Campus X Easy Generator (for content creation) and other new digital platforms.
• To liaise with Global & Regional for collective needs programs. Support the coordination as and when needed (finding participants, registration etc.).
• Successfully implement bitesize learning through Lunch and Learn sessions. Topic that focuses on AI and functional related programs for all our Sales, E-commerce, and Marketing teams. To create a learning impact, we identify key leaders within ISEA to share their insights from each e-learning topic. This increased learning and understanding among team members and helped to increase revenue by within 4 months by 47% surpassing sales targets as a region.
• Successfully completed all 100% Leadership program for First Level Managers in Quarter 1, 2025
• Building a Career Pathing share point for Sales, Marketing, Human Resources & Finance by H2, 2025.

Company Overview: Food and Manufacturing Consumer Goods (FMCG)

• Designed and implemented a SEA company-wide learning strategy aligned with business goals
• Launched leadership development program to imporve internal promotion rate
• Developed career parting tools to support succession planning and internal mobility
• Built and managed SEA Talent identification process, resulting 68% increase in internal talent readiness for critical roles
• Developed a high-potential talent program (SEA Leadership program) that improve retention of key talents by 77%.
• Partnered with HRBPs to design and deliver targeted learning interventions for underperforming teams
• Successfully launched employee engagement initiatives such as Campus for all (Career Growth Talk), 5C Development Conversation that improved engagement scores by 82%.

• Company Overview: Food and Manufacturing Consumer Goods (FMCG)
• Successfully implemented Employee Recognition Program for 2023. Developed employee recognition program including a variety of initiatives such as peer-to-peer recognition, and monthly sports awards. As a result, employee morale significantly improved, and the company experienced a 27% increase in employee satisfaction scores, as measured by annual people engagement surveys.
• Successfully established Wellness Programs for 2023. I took the initiative in making Recognizing the importance of employee well-being, I spearheaded the establishment of wellness programs within the organization. These programs focused on physical, mental, and emotional health and included initiatives such as Zumba classes, STEPS challenge, mindfulness workshops, and stress management lunch and learn. Through these efforts, employee satisfaction score increased by 20%, and there was a notable improvement in overall employee health and well-being.
• Successfully conducted people engagement surveys and action Planning for 2022 - 2023: To ensure continuous improvement in people engagement and well-being, I conducted people surveys for the last 2 quarter in gathering feedback and identify areas of improvement. I then worked closely with cross-functional CODIs (Department Leaders) and respective HRBPs to develop action plans and initiatives based on the survey results.
• Successfully Implemented the 2023 National Convention for Malaysia & Singapore. I was responsible for Leading the planning and execution of our company’s annual national convention at Port Dickson, attended by over 350 employees. As a project Manager, I managed all aspects of the event with the assistance of 12 committee members across functions including marketing, sales, operations, and finance, to ensure seamless coordination and alignment of objectives. Overall, my team and I achieve a 92% of satisfaction score higher than 2022.
• Led cross-functional teams in the design and execution of large-scale company-wide training initiatives.

Company Overview: Food and Manufacturing Consumer Goods (FMCG)

• Successfully Enhanced Onboarding Program. Revamped the onboarding program for new hires. Incorporated e-learning modules, departmental information, market visits, compliance information, and company culture through experiential training. I stretch the induction program from 1 day to 1.5 days to ensure the onboarding program is not an information downloading session. This impact the growth of 30% of employee satisfaction and engagement.
• Established strong relationships with outside vendors to source specialized training materials at a competitive cost.
• Promoted Danone culture of continuous improvement through ongoing evaluation of company-wide training needs analysis processes.
• Evaluated current learning materials and resources for effectiveness, making necessary improvements to optimize the learning experience.
• Developed customized training plans for Malaysia & Singapore tailored to individual needs, resulting in improved employee productivity and job satisfaction.
• Conducted regular evaluations of training effectiveness using ROE model through surveys, assessments, and feedback sessions, adjusting content as needed to maintain relevance.
• Facilitated open communication between management and employees by conducting regular workshops on leadership development and conflict resolution techniques.
• Optimized up to 90% budget allocation by strategically prioritizing learning initiatives based on potential impact on overall business goals.

• Company Overview: Hospitality and Tourism
• Manage the hotel’s learning and development need analysis, through brainstorming sessions with various departments and the analysis of employee requests and guest feedback, to ensure the development of a comprehensive and fit-for-purpose L&D plan.
• Manage the development and implementation of an integrated hotel learning and development plan to priorities critical areas and equip colleagues with the skill sets required to meet current and future business objectives.
• Recommend the nature, frequency and purpose of key L&D initiatives offered, both in-house and outsourced, in line with the operations’ strategy, and ensure that all opportunities are leveraged to maximize learning whilst optimising incurred costs.
• Supervise the development and implementation of the hotel’s talent management processes, including performance management and colleague mobility, to enable the hotel to optimise its use of talent and foster an achievement culture.
• Review nominations received from the various hotel departments and review them and shortlist/recommend participants to verify that the selected L&D service selected suits colleagues’ job and training history.
• Manage the development and update of training materials, such as course objectives, charts, user guides etc., to ensure that they convey training content in a compelling, accurate and trainee-friendly manner.
• Manage the implementation of the succession planning process for key roles within the hotel, by identifying mission-critical roles and potential successors, to build a strong succession pipeline for the hotel’s future growth.
• Manage the selection and assessment of external service providers and the monitoring of their service delivery to secure highly qualified technical expertise to support the hotel’s L&D agenda.
• Manage the definition of L&D feedback mechanisms and the collation of feedback on the hotel’s L&D services in order capitalise on strengths and address areas of improvement in a pro-active manner.
• Manage the day-to-day operations of the Learning & Development department providing guidance, encouraging teamwork, and facilitating related professional work processes to achieve high performance standards and liaise with internal and external parties at the appropriate levels to ensure a smooth flow in operations and implementation.
• Recommend improvements to departmental policy, implement approved departmental policies, processes, and procedures, and provide instructions to subordinates and monitor their adherence so that work is carried out in a controlled and consistent manner while delivering a quality service to guests and maintaining standards of excellence.
• Establishing Behavioral Based Interview recruiting, testing, and interviewing program; counselling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
• Conduct interview and candidate selection processes.
• Hospitality and Tourism
• Successfully coordinated and facilitated 56 sessions of Induction programs for all new employees.
• Successfully coordinated and implemented 8 mass recruitment days from January till September 2018.
• Successfully implemented Behavioral Based interview training for all hiring managers.
• Successfully coordinated and facilitated New Manager Orientation programs (NMO) for all Managers.
• Successfully implemented and facilitated annual compliance training following corporate guidelines.
• Successfully coordinated implemented and facilitated ASPECT program in the form of Circuit Trainings.
• Successfully established designated trainers in each department and facilitated Designated Train the Trainer Program for 2018/ 2019/2020.
• Successfully implemented departmental communication ( i.e., Via shift-briefing, etc.) is delivered consistently and effectively.
• Successfully implemented Standard Testing programs for all operational Employees.
• Successful setup and ensured all Development plans contain 70%-20%-10% and updated throughout the year; reviewed by 1-up Manager, actively used in succession planning and transfers/promotions.
• Successfully established Leadership of New employee Onboarding Program.
• Successfully set up and updated Human Resource policies and procedures.
• Successfully implemented and employee safety programs.
• Successfully utilize 90% of the Training Budget as allocated in 2018 & 92% of the Training Budget for 2019.
• Successfully designed and implement Business Writing for all Managers.
• Successfully facilitated STEPS Program (Leadership program) for all Managers and New Supervisors.
• Successfully designed and implement a Team Building program for all Leadership Managers.
• Successfully coordinating leadership training for all levels of Assistant Managers and above and assists with other learning and development programs to prepare potential leaders, including designing and implementing a campus-wide cross-training program and other programs necessary based on 9 boxes HIGH POTENTIAL succession planning.
• Successfully design virtual learning programs for all department heads and assistant department heads.
• Successfully coordinated 1066 hours of e-learning program for all level employees for the year 2020.
• Completed mentoring and coaching programs for all 30 Department Head and key top talents.
• Successfully setup and implemented HR Policy on Sexually Harassment.

• Company Overview: Hospitality and Tourism
• Implement and coordinate in consultation with the Director of HR and Department directives.
• Head all of Hilton’s Training programs as well as other ad hoc training to meet the hotel’s objectives.
• Preparing the annual training budget and administer the annual training budget.
• Conduct a monthly general orientation for new team members and ensure that the contents of the program are kept always updated.
• Conduct leadership development programs on Elevate 1 and Elevate 2 for supervisory levels yearly.
• Conduct generic training for team members based on operational/training needs.
• Coordinate and facilitate cross exposure exercise / in-house training programs in line with the hotel’s training plan.
• Responsible for ensuring that all training documentation is kept updated and properly filed in line with the Quality Assurance (QA) audit.
• Assist the Director of HR in administering the 4 Box performances rating quarterly and ensures that poor performers are placed on a Performance Improvement Plan (PIP).
• Administer and maintain a record on Personal Development Plan (PDP) for all Department Heads and Assistant Department Heads.
• Ensure the hotel’s Human Resources Development Fund (HRDF) account is well administered and claims are reimbursed within the stipulated timeline.
• Assist in the selection of departmental trainers, trains and develop them through ongoing workshops and monthly meetings.
• Responsible for managing the Hotel’s Management Trainee (MT) and conduct monthly catch-up sessions with the MT.
• Plan, implement, and coordinate periodic safety training events and actively promote safe work practice as an integral part of all skills training.
• Hospitality and Tourism
• Successfully conducted learning needs analysis and implements the right training approach for all departments.
• Successfully developed and designed game-based learning named WOW-HELPFULNESS for Housekeeping, Front Office, and F&B department.
• Successfully re-designed the orientation modules from (3)three days to (2) two days.
• Successfully developed, designed, and delivered Upselling Program for Front Office Team members and this has brought additional revenue to the business.
• Successfully designed, developed, and delivered Train the Trainer program for departmental trainers.
• Conduct one to one coaching for high potential individuals as a mentor.
• Successfully created a new culture by mobilising learning to Team members daily. This has created a positive impact on our customer service in SALT feedbacks by Guests.

• Company Overview: Economics and Financial Institution
• Identifying training and development needs within an organisation through job analysis, appraisal schemes and regular consultation with business managers and the human resources department.
• Designing and expanding training and development programs based on the needs of the organisation and the individual.
• Working in a team to produce programs that are satisfactory to all relevant parties in an organisation, such as line managers, accountants, and senior managers at the board level.
• Considering the costs of planned programs and keeping within budgets in assessing the return on investment of any training or development program, developing effective induction programs, conducting appraisals, devising individual learning plans, and producing training materials for in-house courses.
• Managing the delivery of training and development programs in a more senior role, diversify different types of training strategies and approaches for the organisation.
• Monitoring and reviewing the progress of trainees through questionnaires and discussions.
• Training managers to ensure that statutory training requirements are met.
• Evaluating training and development programs.
• Amending and revising programs as necessary, to adapt to changes occurring in the work environment.
• Assisting line managers and trainers solve specific training issues, either on a one-to-one basis or in groups sessions.
• Keeping up to date with developments in training by reading relevant journals, going to meetings, and attending relevant courses.
• Understanding e-learning techniques, and where relevant, being involved in the creation and/or delivery of e-learning packages.
• Conduct an in-house technical training program for new trainees.
• Conduct interview and candidate selection processes.
• Economics and Financial Institution
• Successfully designed and conducted Time Management Training.
• Successfully conducted Personality Development in two batches ( for Executives and Team Leads).
• Successfully designed and conducted Training title ‘Who Moved My Cheese’.
• Developed Training Evaluation Form (Google Form).
• Implemented Personality Tests in Recruitment Processes.
• Conducted Train the Trainer Program for Team Leaders.
• Re-Designed the Orientation Programme for the organisation.
• Successfully designed, developed and Conducted a Series of Programs titled Building a Leading Team. The topic consists of Importance of Planning, Problem Solving Skills and Giving and Receiving Feedback.

• Company Overview: Property and Real Estate Development
• Set up, implement, and review methods for training needs analysis.
• Work with managers and colleagues to develop and implement effective programs and materials. Analyse, design, develop, deliver and review followed by evaluation of training and learning intervention.
• To coordinate new staff on board and conduct orientation induction program.
• To keep accurate training records ensuring that it is comprehensive and up to date. To deal with enquiries relating to training and development.
• Plan and instruct each subject area using a wide variety of teaching aids, motivational and implementation strategies to engage participants in active learning.
• Cultivate excellent long-term relationships with clients, maintain ongoing communication and facilitating solutions to address concerns.
• To keep accurate and up to date training records. To ensure enquiries relating to training and development are completed promptly effectively.
• Evaluate instructor performance and effectiveness of training programs followed by providing recommendations for improvement.
• Assist manager in the process of identifying and developing career paths for employees at the executive level and above.
• Work together and coordinate with the HR team to deliver on the employee engagement priorities.
• Arranging and coordinating regular and impromptu employee engagement activities to improve or gather feedback on factors affecting their morale, motivation, and efficiency.
• Property and Real Estate Development
• Successfully redesigned, developed, and re-structured the induction program.
• Successfully executed 53 induction sessions to date. Upon completion of the induction programs, monitored to ensure implementation during the onboard process.
• Successfully designed, developed, and managed Business Communication programs for the period of 12 months.
• Successfully designed, developed, and coordinated high-level leadership programs for Managers and above.
• Implemented and coordinated safety programs for the operational level employees.
• Successfully implemented structured TNA for the years 2013 and 2014.
• Successfully designed, developed, and executed 3 batches of Teambuilding programs.
• Successfully set up a new apartment in Genting Highlands for Employee’s benefits.
• Successfully conducted Bowling Tournament (inter-department).
• Successfully coordinated and be the committee member for the Annual Dinner for the years 2013 and 2014.
• Successfully coordinated the Mid Valley Marathon Run for 2014.

• Company Overview: Training Consultancy
• Plan and instruct each subject area using a wide variety of teaching aids, motivational and implementation strategies to engage participants in active learning.
• Cultivate excellent long-term relationships with clients, maintain ongoing communication and facilitating solutions to address the concern.
• Work with managers and colleagues to develop and implement effective programs and materials. This can be specific to clients from different industries.
• Analysis, design and development, writing, delivery, and review and evaluation of training and learning interventions.
• Handle HRDF claims/applications or any related matters. Prepare proposals to prospective and existing clients.
• Evaluate instructor performances and effectiveness of training programs, providing recommendations for improvement to clients.
• Develop testing and evaluation procedures for clients using the Kirkpatrick evaluation model.
• Conduct and coordinate ongoing leadership training and personal development learning programs for clients’ staff members.
• Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors with clients.
• Develop and organize training manuals, multimedia visual aids, and other educational materials using the ADDIE model - instructional design.
• Training Consultancy
• Successfully secured 12 training programs.
• Develop modular series on talent pull and succession planning program for Xchanging Asia. The program focused on developing young managers by developing more effective supervisory skills and leadership competencies.
• Successfully coordinated soft skill programs for ATOS Origin on the topic such as presentation skills, problem-solving and decision-making skills programs, customer service excellence in action and professional business writing etiquettes.
• Implemented LIFO- Strength management program (This is a licensed program from the U.S.) for TM Research and Development.
• Successfully coordinated team building sessions (Leadership Development Programme) for Gold Coin Holdings, Gedo, Zuellig Pharma (Malaysia & Singapore), and Hitachi Data System.
• Developed and designed 7QC tools for POS Malaysia.