USHANANTHINI GUNASEGARAN
DIRECTOR, HUMAN RESOURCE ASIA PACIFIC REGION
Kuala Lumpur,14
Summary
A visionary leader ready to drive organizational success through effective people management and strategic planning. Expertise in employee relations, talent acquisition, and compliance, with a strong focus on team collaboration and achieving measurable outcomes. Adaptable and reliable, skilled in navigating dynamic environments and aligning HR strategies with business goals.
Overview
30
30
years of professional experience
7
7
years of post-secondary education
Work History
Director of Human Resources
Speedcast
Kuala Lumpur, Kuala Lumpur
01.2024 - Current
- Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
- Structured compensation and benefits according to market conditions and budget demands.
- Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.
- Enhanced company culture by promoting diversity and inclusion initiatives.
- Mitigated risk exposure through diligent workplace safety practices and proactive policy enforcement.
- Led HR department restructuring, optimizing team resources for improved productivity and effectiveness.
- Coordinated professional development programs that resulted in enhanced employee skills, boosting internal promotions.
- Coordinated and worked with management on performance evaluations, supervisory practices, dispute resolution, and employee accountability.
- Optimized workforce planning strategies to align staffing levels with business needs efficiently.
- Established performance management systems to align individual goals with organizational objectives.
- Oversaw benefits administration, ensuring compliance and cost-effectiveness of offerings.
- Managed complex employee relations issues, reducing legal risks and maintaining a positive work environment.
- Negotiated favorable contracts with vendors, maximizing the value of HR services received while minimizing costs.
- Ensured compliance with all relevant labor laws, protecting both employees'' rights and the organization''s interests.
- Streamlined recruitment processes for increased efficiency in hiring top talent.
- Improved employee retention by implementing strategic HR initiatives and conducting regular staff evaluations.
- Increased employee engagement with open communication channels and regular feedback opportunities.
- Implemented data-driven decision-making processes within the HR department to identify areas of improvement.
- Fostered strong relationships between human resources staff members, encouraging collaboration on projects.
- Directed hiring and onboarding programs for new employees.
- Provided updates on HR policy changes to employees to satisfy compliance and state laws.
- Managed other HR staff and oversaw completion of tasks and initiatives.
- Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.
- Educated employees on company policy and kept employee handbook current.
- Recommended appropriate resolutions to employee relations concerns and handled disciplinary issues and investigations of misconduct.
- Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes.
- Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
- Identified and implemented appropriate strategies to increase employee satisfaction and retention.
- Discovered and resolved complex employee issues that affected management and business decisions.
- Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
- Created and implemented forward-thinking initiatives to improve employee engagement.
- Distributed employee engagement surveys to identify areas of improvement.
- Fostered positive work environment through comprehensive employee relations program.
- Maintained current knowledge of industry regulations and legislation to amend policies and promote compliance.
- Collaborated with legal and compliance teams to review paperwork, obtain feedback, and procure available information for new training processes.
- Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.
- Liaised between multiple business divisions to improve communications.
Head, HR Operations & Business Partner
Otis Elevator Company (M) Sdn Bhd
Petaling Jaya, Selangor
04.2022 - 12.2023
- Company Overview: Service
- Design implement and update HR policies and processes that achieve the annual HR goals and objectives as well as align with the ISO standards that require regular maintenance
- Monitor and report key HR metrics in a consistent basis to all stakeholders
- Act as a consultant to managers and staff as well as union and its committee members regarding HR policies and procedures
- Create detailed reports on HR costs and trends for various projects and stakeholders
- Address employees’ queries (e.g
- On compensation and labor regulations) in a timely basis both online and face to face
- Manage and improve processes to execute programs and workflow
- Monitor operational performance leveraging metrics, identify and act on any trends or problems to maintain and improve performance levels for assigned process
- Manage manpower planning and hiring plan
- Service
- Lead the organization engagement culture
- Foster employee and organizational development
- Change agent for HR way of working
- Project support for HR Shared service
- Resolved and conclude labour matters across Malaysia with zero cost impact for the organization
- Concluded Collective Agreement for Union
Head, HR
LGM Properties Corporation
Kuala Lumpur, Kuala Lumpur
08.2019 - 03.2023
- Company Overview: A Statutory Body Established under MRB
- Create culture of fairness and mutual respect while upholding statutory standards
- Foster employee and organizational development, encouraging strengths and identifying potential areas of growth
- Develop and taught extensive training programs for management/employees on communication SKILLS, leadership, change management, technical skill, and legal compliance
- Innovate recruiting system that allow candidates were highly qualified without violating statutory guidelines
- Design and develop comprehensive interview guides to improve candidate quality selection through testing both analytical and interpersonal attributes
- Create and implement statutory body terms and condition policy, benefit structure
- Empower culture centred on responsiveness, responsibility, and inclusion
- Create on boarding process for new employees
- Implement new payroll procedures to streamline the entire payroll process
- Provide consulting and coaching to business leaders including best practices, common methodologies, available tools, etc regarding human resource issues in the areas of organizational design, talent management and compensation
- Spearheaded the annual employee performance appraisal process
- Spearheaded the ISO Certification
- Spearheaded the new business acquisition recruitment, GTACR
- Spearhead the Performance Improvement Plan for underperforming employees
- Spearhead the statutory body policy change over after 9 years
- Spearhead and established IR/ER in reference to Act 605 and employment related consultation and guidance to Corporations
- A Statutory Body Established under MRB
- Reduction in Employee Health Benefit Insurance of RM 200,000.00
- Reduction in stationary cost of RM 40,000.00
- Ensure compliance on payroll processing, with a developed RACI tool
- Reviewed the employee benefit and abolish the required benefits that are irrelevant
- Approved by Bord of Directors and strategies the communication to employees
- Benchmark HR policy against similar industries and Government “Pekeliling’’
- Advice and influence stake holders on HR best practises
- Increased productivity with reduced Headcount in HR, Admin, Procurement department
- Reviewed the productivity level for HR & Admin team and reduced headcount from 9 headcount to 5 headcounts
- Introduced a salary increment for senior employees who have been stagnant without salary increment
- Created on boarding program for new employee for both MRB and LGMPC
- Landed a job matching process and rolled out the selection process amicably
- Resolved the overpaid gratuity to all contract employees and engaged permanent employment and subsequently abolished gratuity payments
- Resolved a wrongful overtime calculation without incurring any back payments for the Corporation
- Resolved tax deduction, which was wrongly calculated over the years, transforming it from manual to automated calculation
- Resolved issues relating to Auxiliary Police 24 hours resignation with a strategic planning
- Resolved pass pending disciplinary issues by Auxiliary Police
- Manage to engage Ministry of Labour for foreign labour supply and in the midst of engaging with MPI for plantation labour supply need
- I manage change management effectively and professional change effectively in a GLC statutory body
HR Consultant
GREAT SERVICES SDN BHD
Kuala Lumpur, Kuala Lumpur
07.2018 - 07.2019
- Company Overview: Consultancy
- New start up recruitment plan for service industry, end to end HR need
- Automation set up
- Recruitment consultancy
- Develop on boarding training plan
- Industrial relation and employment related consultation and guidance to organization
- Consultancy
- Training and Development integrated for assigned organizations
- Onboarding program established for required organizations
- Selected for Change Catalyst recognition by Global Human Resource
Head, HR
LANDMARK GROUP
Petaling Jaya, Selangor
03.2017 - 07.2018
- Company Overview: Fashion Retail Sector
- Development of start-up recruitment plan
- Salary survey benchmark with direct business competitors
- Salary survey and structure
- Compensation and Benefit structure for employees
- Develop a performance appraisal with balance score card
- Implementation of Human Resource policy localization
- Develop employee centralized e-attendance, e-schedule, e-annual leave thru HRMS system
- (initial AI progress)
- Develop employee claim process and reporting
- Launch code of business conduct for the entire SEA business
- Develop employee benefit scheme i.e GTL and GHS medical benefit
- Develop employee discount scheme and launched
- Develop talent development program and activated the talent spot and on job training programs
- Initiated employee engagement activity early stage to engage loyalty
- Develop and launch disciplinary process i.e major and misconduct incorporating process of DI and step by step disciplinary management across business
- Guiding the disciplinary process, moved with roadshow across business educating colleagues on the process and compliance
- Fashion Retail Sector
- Created the HR Policy for Malaysia business
- Handled the recruitment single handed from one headcount to 250 headcounts for Malaysia
- Initiated the recruitment for Indonesia
- Retention plan rolled out across Malaysia with people engagement activities
- Performance Appraisal rolled out within the 1st year of set up
- Performance Management Plan rolled out to safeguard the business performance
- Outsourced the payroll management for both Malaysia and Indonesia
- Training and Development integrated with Group training plan
- Initiated visual training with GCC trainers
- Expat management
- End to end expat management; work permit, initiated expat benefit and sign off, accommodation and tax filing
- Supported Finance department creating Standard Operating Procedures
- Selected for Change Catalyst recognition by Global Human Resource
- Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness.
- Oversaw benefits administration, providing competitive offerings while maintaining cost-effectiveness for the organization.
- Designed and implemented succession planning initiatives, preparing the organization for future leadership transitions.
- Collaborated with stakeholders in labor relations matters such as contract negotiations, dispute resolution procedures, compliance concerns.
- Optimized recruitment processes, attracting top-tier talent for critical positions within the company.
- Strengthened employer branding efforts through targeted marketing campaigns and social media presence enhancement.
- Developed strategic partnerships with key business leaders to drive organizational change and growth.
- Streamlined HR processes for increased efficiency and improved employee satisfaction.
- Improved onboarding processes to accelerate new hire productivity and expedite their assimilation into the company culture.
- Championed diversity and inclusion efforts, promoting a more inclusive workplace environment.
Industrial Relations Manager HQ/ Stores/ DC
TESCO (M) SDN BHD – MAKRO
Kuala Lumpur, Kuala Lumpur
03.2016 - 02.2017
- Company Overview: Retail Sector
- Engaging the stake holder with statutory compliance on people matters
- Grievance finding and investigation working together with stake holders (case to case basis)
- Grievance handling process and compliance engaging business partner and stake holders
- Managing business IR matters engaging business partners
- Representing business on IR Matters with government authorities resolving referred disciplinary cases
- Refresh IR, grievance process, grievance handling training’s across business
- Human Resource Ministry Engagement
- Trade Union matter’s (Initial Union formation)
- Support and guide business restructuring with Ministry e.g., retrenchment, downsizing activities
- Retail Sector
- IR referred case resolved during the conciliation with no settlement due to compliance adherence
- Launch disciplinary awareness program across business
- (major and minor misconduct)
- Work closely with Regional BP minimizing disciplinary action across business related to work performance by emphasizing on PIP
- Redevelop grievance finding process and launch across business
- Ensure compliance on payroll processing to avoid audit by Human Resource Ministry working with payroll team HQ and Finance
- Manage and ended business workforce retrenchment and restructuring working, process compliance by Ministry of Human Resource
- Amicably resolve major disciplinary cases
- Conducting Domestic Inquiry for Senior Level Management to guiding on junior level domestic inquiry with Regional business partners
- Advice and influence stake holders on best practise adhering to process and policy which churn out to become positive acceptance
Regional Business Partner, Human Resource
TESCO (M) SDN BHD – MAKRO
Kuala Lumpur, Kuala Lumpur
01.2013 - 01.2016
- Company Overview: Retail Sector
- Supporting stores to implement changes
- Handling employee disciplinary matters focusing on major issues together with respective HR BP’s
- Coaching store management and regional teams on effective implementation of the stores people plan
- Managing influencing and coaching Store Managers in leadership capability
- Leading talent spotting, regional training and development across the Region
- Talent planning meeting on quarterly basic to deliver the people needed for long term business growth
- Monthly meeting with HR BP on KPI achievement and progress
- Coaching store management and regional teams on effective implementation of the stores people plan
- Influence and coaching Store Managers in leadership capability
- Leading talent spotting, regional training and development across the Region
- Talent planning meetings to deliver the people needed for long term business growth
- People Key Performance Indicators are delivered across all stores
- Performance and Development is managed consistently across all my stores
- Retail Sector
- Decreased people turnover for region with strategic retention planning with labour office
- Wages planning in place and able to manage wages for most stores
- Improvised absenteeism across stores
- People plan aligned across all stores
- Capability of Managers increased with development plan
- People Key Performance Indicators are delivered across all stores
- Performance and Development is managed consistently across all my stores and it is alive and consistent
- Sustainable staff turnover KPI achieved with strategic planning across 16 stores
- Successful opening 4 new hyper store and 3 Convenience stores across Klang Valley
- Manage refit stores across Malaysia with strategic people plan on supporting the business change plan
- Successfully developed various levels of people from subordinate to Managerial level
- Development of 7 Human Resource Section Manager to Human Resource Manager within region
- Regional development program for mid management launched and recognized and implemented across regions
- Successful event with 60 talents across region attended and enroll in the development program
- Run an internal domestic inquiry for 2 senior management and able to close the case in IR office without any further extension or payment in lieu
- Enroll strategic program for developing Store General Manager for the high trading region
- Managed strategic partnership initiatives to drive measurable outcomes and deeper relationships with cross-functional teams.
- Played a crucial role in company growth by identifying new market opportunities and developing comprehensive strategies.
- Implemented cost-saving initiatives, resulting in significant reduction in operational expenses.
- Developed and maintained strong relationships with key stakeholders for improved collaboration and strategic alignment.
- Optimized team performance by providing continuous feedback, coaching, and development opportunities.
- Facilitated change management processes during organizational restructuring efforts, ensuring smooth transitions for affected employees.
- Mentored junior staff members, equipping them with the skills needed to excel in their roles.
- Managed cross-functional teams to deliver high-quality projects on time and within budget.
Business Partner
TESCO (M) SDN BHD – MAKRO
Kuala Lumpur, Kuala Lumpur
01.2007 - 01.2012
- Company Overview: Retail Sector
- Manage individual outlet People KPI
- Coach and support Senior Managers to enhance people performance
- Lead talent development within the outlet
- Manage disciplinary actions for both minor and major misconduct
- Manage recruitment for outlet for all level of employee
- Participate in recruitment fair to create awareness and sustain employer branding
- Involve in every aspect of business operation
- Plan and execute people engagement activities
- Lead people engagement activity
- Retail Sector
- Managed integration between Makro and Tesco
- Least turnover from Makro and managed change effectively
- Effective Change Management
- Increase people development and ranked BLUE brag for HR KPI in wages, absenteeism and turnover in 1st outlet of Extra Selayang as Human Resource Manager
- Minimize people disciplinary issue which was an alarming issue in outlet
- Relaunch People OPTION program and enroll 21 talents within the outlet
- Successfully promoted talents for business need within outlet
- Minimize external hiring for Senior Management
- Reduce number of grievances within outlet by involving Senior Managers in active listening
- Blue Rank for people survey
- Timely completion of reviews for all level
- Promoted as Regional Business partner handling 20 stores and 5 Convenience stores
Admin Executive Cum Personal Assistant to Sales Director
21st CENTURY PRODUCTS SDN BHD
Subang Jaya, Selangor
01.2001 - 01.2004
- Company Overview: Manufacturing Sector
- Manage Human Resource Matters
- Manage office administration
- Manage office procurement
- Manage disciplinary actions for both minor and major misconduct
- Manage recruitment for outlet for all level of employee
- Manage labour matters for Discount Drug stores
- Participate in recruitment fair to create awareness and sustain employer branding
- Plan and execute people engagement activities
- Lead people engagement activity
- Manufacturing Sector
- Reduce procurement cost for the entire organization
- Revamp all the personal files
- Strategies the expenses claim processes
Personal Assistant Promoted to Admin Executive
RA- PPB (TOPS) SDN BHD
Subang Jaya, Selangor
01.1998 - 01.2001
- Company Overview: Retail Sector
- Manage Human Resource Matters i.e payroll
- Manage work scheduling for branch
- Manage disciplinary actions for both minor and major misconduct
- Manage recruitment for outlet for all level of employee
- Conduct trainings
- Participate in recruitment fair to create awareness and sustain employer branding
- Plan and execute people engagement activities
- Lead people engagement activity
- Retail Sector
- Controlled overtime and discover overtime abuse
- Revamp all the personal files
- Scored 95% for Human Resource audit for the first audit
- Reduce absenteeism for overall store
- Selected as best Personal Assistant
- Handled employee grievances and resolved amicably
- Hired young talents to have a blend of workforce
- Able to manage the retention for the store
Franchise Business Footwear
SCOTCH HOUSE SDN BHD
Bandar Puchong Jaya, Selangor
01.1995 - 01.1998
- Company Overview: Retail Sector
- Manage the entire store operations
- Annual stock count
- Manage the shop P&L
- Staff scheduling
- Banking matters
- Retail Sector
- Closed festive sales with RM 10,000.00 per day
- Managed stock takes single handed
- Able to run the business with minimum guidance
Teller/Clerk
PACIFIC BANK BERHAD
Kuala Lumpur, Kuala Lumpur
01.1995 - 04.1995
- Company Overview: Banking Sector
- Handled all the legal documentation in regard to loan application
- Worked closely with the lawyers
- Banking Sector
Education
BBA - BBA – Human Resource Management
Wawasan Open University
Kuala Lumpur 01.2018 - 12.2021
MBA - Human Resources Management
ASIA E UNIVERSITY
Subang Jaya, Selangor, Malaysia 01.2022 - 10.2024
Skills
Awards
- Three promotions in a span of 14 years in TESCO Malaysia
- Invited to attend World HR Congress with a recognition as a Change Catalyst
- Selected for Tesco Section Manager Development program within 6 months between Makro and Tesco integration. Obtained as best candidate in the program. Promoted from HR Executive to Human Resource Manager
- Selected to open HQ store in Tesco Kepong
- Selected to attend Store Manager Development program, ranked as best candidate and completed 6 months SGM Academy program
- Selected to attend Asia HR Tesco Group Conference in Korea representing Tesco Malaysia
- Selected to attend Asia HR Manager training in Bangkok representing Tesco Malaysia
Timeline
Director of Human Resources
Speedcast
01.2024 - Current
Head, HR Operations & Business Partner
Otis Elevator Company (M) Sdn Bhd
04.2022 - 12.2023
MBA - Human Resources Management
ASIA E UNIVERSITY
01.2022 - 10.2024
Head, HR
LGM Properties Corporation
08.2019 - 03.2023
HR Consultant
GREAT SERVICES SDN BHD
07.2018 - 07.2019
BBA - BBA – Human Resource Management
Wawasan Open University
01.2018 - 12.2021
Head, HR
LANDMARK GROUP
03.2017 - 07.2018
Industrial Relations Manager HQ/ Stores/ DC
TESCO (M) SDN BHD – MAKRO
03.2016 - 02.2017
Regional Business Partner, Human Resource
TESCO (M) SDN BHD – MAKRO
01.2013 - 01.2016
Business Partner
TESCO (M) SDN BHD – MAKRO
01.2007 - 01.2012
Admin Executive Cum Personal Assistant to Sales Director
21st CENTURY PRODUCTS SDN BHD
01.2001 - 01.2004
Personal Assistant Promoted to Admin Executive
RA- PPB (TOPS) SDN BHD
01.1998 - 01.2001
Franchise Business Footwear
SCOTCH HOUSE SDN BHD
01.1995 - 01.1998
Teller/Clerk
PACIFIC BANK BERHAD
01.1995 - 04.1995
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USHANANTHINI GUNASEGARANUSHANANTHINI GUNASEGARAN
Director of Human Resources at SPEEDCAST, ASIA PACIFICDirector of Human Resources at SPEEDCAST, ASIA PACIFIC