Shirley Wong

• COE of Talent Acquisition & Employer Branding (TA & EB)
• Manage a team of 4, responsible for end-to-end TA & EB initiatives for Financial Services, Property, Construction, Manufacturing, Hospitality, Investment and Corporate Function divisions across Malaysia and Australia
• Working closely with HRBPs and key divisional stakeholders to develop TA roadmap and supporting EB initiatives for better talent attraction
• Digitize and automate key recruitment documentations; application form, interview feedback form and salary proposal template
• Establish TA guidelines to ensure that standardized TA practices are in place across the group; STAR interview & selection model, salary proposal, etc

Key achievements:

• Successfully streamlined TA processess across the group and reduced TA headcount from 9 to 5, while successfully meet the growing manpower requirements (increased by 300% from 2020 to 2024),
• Tripled Linkedin followers organically from 6,000 to 30,000 followers since 2020 to date
• Improved company rating on Glassdoor from 3.0 to 3.8 since 2020 to date
• Led campus engagement initiatives and signed MOU with UTAR
• Involved in setting up the pioneer team for Capital Lending in Australia and OSK Foundation Scholars assessments
• Successfully stabilized and strengthened the TA team upon restructuring and throughout the pandemic remote working period
• Assume HRBP role for Investment (VC) division in 2024, working closely with CEO to enhance the talent development and manpower planning initiatives for 2025 to 2030
• Conducts annual STAR interview workshop for C-Suite and HODs

• Appointed as Country TA Lead for Al-Futtaim Malaysia
• Manage a team of 8, responsible for end-to-end TA initiatives for Retail, Corporate, HR Shared Services and Finance Shared Services entities
• Act as the SME for Success Factor RCM module for the region : Wave 1: Malaysia & Singapore Wave 2: Thailand (Dec 2019) Wave 3 : Hong Kong & Macau (Q1 2020 tentatively)
• Work with Regional Total Reward lead, providing input for key compensation components for Regional C&B Harmonization initiative (ongoing)
• Hands-on involvement in hiring corporate function roles; Finance SSC, IT Consultant, HR, as well as, Retail operational roles

Key achievements:

• Consolidated individual Jobstreet accounts to 1 centralised account for cost reduction, as well as, to align Employer Branding initiatives for all brands at Global / Regional level. This initiative has successfully reduced the cost of individual job posting by 50%
• Zero outsourcing of Temp / Event hiring initiatives.
• Established guidelines for Employee Referral Programme and Internship Programme - Sept / Oct 2019
• Initiated weekly Mass Walk-in Interview at store level to build database for Retail hires- Sept 2019
• Organised TA workshops to upskill recruiters - Sept 2019
• Developed competitors' salary comparison list for FTE and Temp / Event hires - Oct 2019
• Streamlined Reference Check processes for all levels - July 2019

Reason for leaving: Cultural fit

• COE for end-to-end Talent Acquisition (TA) and Employer Branding (EB) initiatives, with hands-on involvement in daily operational TA initiatives across the group (12 BUs)
• Responsible for overall TA Planning & Strategy development, ATS (SAP Success Factor) management, talent mapping, system & policy implementation, vendor management, TA tool &
• Direct involvement in sourcing and talent mapping of senior leadership / niche roles; CoSec, Mall Manager, Legal Manager and Township Manager
• Lead and centralised EB initiatives through career page, job boards

Key Achievements:

• Achieved significant TA cost savings based on position closures; 2017 - RM 1 million and 2018 - RM 500,000
• One of the Recruitment SAP project lead to design and launch SAP Success Factor - Recruitment Module (RCM) within 6 - 7 months by October 2017. Subsequently, implemented the module to all BUs by April 2018
• Successfully developed an official career page and a centralised talent databased from scratch (Talent count to as of December 2018: 37,000 with 26,000 CVs deposited within 14 months)
• Simplified the Employee Referral and Internship hiring processes by centralizing both initiatives via RCM. This initiative reduces recruiters duplicated effort in tracking talents and data entry via multiple platforms
• Collaborated with Group Branding and MarComm department and successfully increased social media platform followers by 20,000 within 12 months (organic growth)
• Worked closely with key vendors; JobStreet, LinkedIn and Ranstad for extended support and to conduct talent acquisition workshops; 'Effective Job Posting', 'Talent Sourcing', 'Talent Engagement', 'Employer Branding' and etc
• Conducted 'STAR' interview workshops for HR community and SAP ATS end user refresher course

Reason for leaving: For better exposure and for career development

• Specialised in end-to-end talent acquisition consulting initiatives for HR roles and technical roles in Construction sector
• Hands-on involvement in talent mapping and conduct cold-calling to drive business development initiatives

Reason for leaving: Career Development - internal recruitment role

• Reporting to the Geo-market HR Manager (Malaysia, Brunei & Philippines), supporting recruitment, HRis, mobility, HR Audit and Onboarding other HR Administration initiatives for 300 workforce nationwide (Corporate Office and bases offices)
• Hands-on involvement in VSS initiatives, HR Audit and regional recruitment process improvement initiatives
• Reviewed human resources paperwork for accuracy and completeness.
• Maintained accurate personnel records through diligent documentation of employment actions such as hires, promotions, transfers, terminations, or leaves of absence.

Reason for leaving: Career stability

• Leading a team of 2 Regional Consultants, specialised in managing regional executive search projects within the high tech, manufacturing, Japanese and retail sectors
• Hands-on involvement in various niche and P&C executive searches that requires thorough market intelligence data for effective vacancy fulfilments
• Take lead in developing talent database via active search approach, effective networking and targeted talent portals as part of the business transition process
• Responsible for the Career Transition Management project that requires high involvements in managing IVSS individuals' emotions, resume development and interview workshops
• Mentored junior consultants, helping them enhance their skills and contribute more effectively to projects.
• Collaborated with internal teams to develop customized solutions that addressed unique client needs.
• Built strong relationships with clients through consistent communication and proactive problem-solving efforts.

Reason for leaving: Career development

• Responsible for attending to all enquiries on graduation robe rental and photography arrangements
• Assist in coordination of overall graduation robe allocation and photography services on site
• Act as Personal Assistant to the CEO and responsible for overall administration, as well as, client management initiatives
• Oversee 3 staff and responsible for coordinating regional graduation events
• Involve in graduation robe arrangements within the warehouse

Reason for leaving: Limited career growth opportunity

• Render excellent customer service to Nokia mobile phone end-users from Australia, New Zealand, Singapore and Malaysia, ensuring the daily service levels, as well as, Nokia SEAP's warranty guidelines and SOPs are met
• Appointed as 1 of the 2 designated Chinese speaking Executives to attend to inbound and outbound Mandarin customer service calls
• Appointed as Acting Supervisor to attend to escalated complaint calls
• Subsequently, develop weekly escalation reports to the management
• One of the pioneer Executive assigned to the Consultative Sales team
• Mentor / coach new hires in effective call handling approaches
• Later transferred to the email support team to assist in clearing the backlog

Reason for leaving: Career Advancement

• Responsible for preparing monthly compliance reports, including Official Assignee reports, Court Deposit reports, Customer Complaint report, Valuation

Reason for leaving: Contractual role and lack of career stability

• Take charge of the sales team's performance and oversee the Customer Service division
• Conduct daily sales briefings to address / highlight the daily sales achievements and the management weekly sales target
• Responsible for hiring and coaching Tele-sales Executives
• Attend to product enquiries, secondary marketing, as well as, handling regional room / F&B reservations
• Resolve complaints from clients and attend to legitimate refund requests
• Prepare weekly sales report for the management and process weekly payrolls for the team

Reason: Career development, exposure limited to hospitality sales