Summary
Overview
Work History
Education
Skills
Personal Information
Timeline
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Casslynn Ong Joo Mee

Human Resources
Singapore,Singapore

Summary

As a senior HR leader with strong business acumen, technical expertise in key strategic HR solutions designs, I have successfully partnered Senior Business Leaders in growing their businesses in very dynamic and diverse markets across the Asia-Pacific region. This included start-ups, Mergers & Acquisitions and driving organization transformation. I have received awards for my recognized ability to align HR Strategies and innovative solutions, making it directly relevant to the business needs. Highly driven and one who leads by example and who is not afraid to step out of the box, I believe I am equipped to be part of your progressive Company.

Overview

35
35
years of professional experience

Work History

Senior Director – Corporate HR

ASM Pacific Technology Asia Pte Ltd
11.2018 - 04.2022
  • Successfully set-up first Global Centre of Excellence (CoE) to drive focus on Organization Capability & Development and Global Mobility to as part of People Strategy to drive business growth
  • Lead Change Management in driving company-wide global business process re-engineering and cultural transformation to achieve greater efficiency and productivity
  • This resulted in the company achieving 46.3% YOY growth, the highest in 45 years
  • Successfully managed two Mergers & Acquisitions with 100% retention with no delays
  • Hands-on involvement with Business Leaders & key stakeholders throughout the entire process from Due Diligence to post acquisition support
  • HR Business Partner to Corporate Functions: CEO Office, Finance, Legal, MIS, Corporate Communications, providing critical talent and manpower planning strategies that successfully reversed 100% turnover to stability
  • Achieved Talent acquisition Fill-Rate of more than 90% globally through strategic partnership and collaboration to change market positioning, targeted talent mapping methodology, and enhanced candidate experience
  • Laid the foundation for Global Talent Management Strategy with Global Competency Framework that defines the key competencies for a high performance culture
  • Conceptualised, Designed, Implemented, and most importantly, successfully on-boarded the mindshare of the Executive Leadership Team through constant engagement, building mutual trust and respecting diversity in views and willingness to work out the differences
  • Identified Key Talents and bench strength gaps in inaugural Succession Planning initiative for CEO-1 and CEO-2: First time for ASMPT in 45 years
  • Critical with less than 25% readiness and more than 75% of CEO-1 reaching retirement in 24 months
  • Designed inaugural Performance Management Framework, together with complementary systems, tools and processes to drive for a culture of Accountability
  • Received an average anonymous rating of 4.5/5 out of a total of 27 workshops from Directors and above.

Director & Lead Consultant

SingResource Global Pte Ltd
01.2015 - 10.2018
  • Collaborated with various government agencies to implement new solutions targeted at addressing critical national Manpower issues with mid to long-term impact
  • The program aimed to equip and elevate the competencies of Human Resource practitioners in the country to be business-relevant and agile
  • Objectives of the initiatives include: Skills planning for the future: Ran multiple workshops with at least 50 Senior Leaders and Business Owners to create awareness and equip Small Medium Enterprises to compete effectively for talents with global MNCs
  • Worked with Leaders from Small & Medium sized companies offering a total of approximately 70% employment, to provide strategic HR management infrastructure set-up for sustainability and scalability.

Regional Head, Human Resources, Asia Pacific

Luxasia Asia Pacific Pte Ltd
03.2013 - 12.2014
  • As the pioneer in this new corporate role as the Regional Head of HR, my key responsibilities include building a strong HR Team that can scale to support the changing landscape of the business
  • Successfully secured 100% support for the Talent and People Strategy Framework, from the Chairman and his Senior Leadership team members, within less than 5 months
  • Critical success factor: invested time in 1:1 engagements with Leaders by understanding the needs of the businesses and walking the grounds to feel the pulse on the ground to gather data to guide critical People and Organization decisions
  • Improved business process efficiency by 30%: making it easy for the business and people to do business with HR: Through HR Resource Optimization by building core HR competencies, consistent tools and processes for seamless HR integration across the region
  • Data Mining to Empower Businesses: One of the most significant contributions: installed HR Information System that can offer highly integrated business Intelligence Dashboard to empower and enable business leaders in making critical decisions
  • Lowered Undesired Turnover amongst long-service employees by more than 30%
  • Designed, developed, and implemented the Regional Career Model Framework as the core foundation for all future HR related strategies and solutions that also provided clarity and transparency on career progression options
  • Facilitated the mending of relationships between the JVs and other business partners through strategic HR Business Partnering by extending HR BP services to support the local offices of the brand principals within the region
  • This built trust and engagement between management from both sides by promoting mutual understanding of each other’s business
  • Successfully managed reversed Mergers & Acquisitions with zero fallout
  • Successfully transitioned the team from Proctor & Gamble to Luxasia seamlessly
  • There was zero business fallout
  • This established strong confidence with P&G which set us up for more mergers in the future
  • Successfully transitioned the MakeUp Forever Team from LVMH to Luxasia on time and with zero fallout
  • Critical success factor: Strong Employee Engagement in Change Management from the very beginning.

Regional Vice President - Human Resources

Fujitsu Asia Pte Ltd
09.2009 - 03.2013
  • Led the regional HR Team in close collaboration with the Regional CEO and the Regional Leadership Team in driving the organization and business transformation across the region
  • Established Strategic Regional HR Framework with strong fundamentals that are agile and scalable to support growing and changing business needs
  • Defined and created a High Performance culture through greater accountability to help achieve a sustainable and scalable business in the long term
  • Built a credible, skilled and progressive HR Team that possesses a high level of business acumen to help facilitate the success of the business leaders
  • Designed and implemented Competency Framework to ensure that there is a consistent benchmark in defining the skills and competencies required to drive business success
  • Introduced a highly scalable Talent Acquisition model that is responsive to the dynamic demands of the business that is both cost and resource efficient
  • Designed and implemented the Talent Management Framework to ensure business continuity with a dynamic and rigorous talent review process and supporting initiatives for the various levels of talents across the organization
  • This was later adopted in part by the Global HR Team
  • Introduced a consistent Career Model Framework to provide employees with greater transparency of available career options and allowing them to pro-actively own and manage their career decisions
  • Employee retention improved by 25%
  • Designed and pilot Leadership development programs to serve 3 key purposes: to re-tool and equip existing Leaders, Develop and prepare in-house talents to ensure greater success in event of leadership transitions, Critical pre-requisite to ensure employee mobility initiatives
  • This is critical for skills and knowledge transfers/ development/ deployment
  • Designed and developed first on-line performance management tool that is also fully integrated with the SAP database
  • Built a regional HR Dashboard to facilitate business leaders make critical decisions with high people impact
  • Built a highly competent, credible and engaged HR Team which has earned the respect and trust of the business leaders across the region
  • Successfully merged and harmonized the integration of 3 acquired entities: 2 in Philippines and 1 in Thailand
  • Singled out by the Global Leadership Team for contributions to the global HR organization.

Regional Product Leader and IT Industry Expert

Mercer Human Resources Consulting
10.2008 - 09.2009
  • As the Hi-Tech Industry Expert and Product Leader, the key responsibility was to regain client confidence in Mercer’s data integrity
  • Mercer was at risk of losing this entire business to key competitor AON
  • Successfully re-established the confidence of the Steering Committee members of the Asia Pacific IT and Telecommunications (APITT) within one month
  • Gathered unanimous support of the group to work collaboratively on some major and mission critical projects
  • This is a major win considering the same group had boycotted previous meetings owing to communication breakdown
  • Scored a big win: seized low hanging fruit: introduced bi-monthly snapshot surveys on how the economic downturn influenced and impacted major salary decisions, cost containment and/or reduction, manpower decisions and demographics and overall business sustainability.

Human Resources Director – Asia

Intellectual Ventures Asia Pte Ltd
05.2008 - 10.2008
  • This is a start-up focusing on acquiring breakthrough technologies from Inventors directly
  • Key focus areas are key position hiring, setting up the necessary HR infrastructure in each country to be operationally ready to scale quickly and seamlessly
  • Accomplishment: Set up HR Database; Key Position Hiring such as respective Country Heads; Set-up Compensation & Benefits Plans; Set up Global Mobility Framework to support cross borders talent movement; Developed Talent Value Proposition to attract top academics to join company.

Human Resources Director - Asia Pacific

McAfee Asia Pte Ltd
08.2007 - 05.2008
  • The role of HR Director was established as a critical partner to help the Regional CEO align the entire company’s resources towards achieving double business growth objectives
  • Key Result Areas include the following: Change Management, Employee Engagement, Identifying key roles and skills critical required, organization design evolvement according to business cycle and maturity, Business Risk and Continuity planning
  • Accomplishments: Enhanced talent acquisition efforts: Results were seen – team managed to fulfil >90% requisitions for 2 quarters
  • Streamlined and rationalized Salary Structures for all locations
  • Thorough review of market competitiveness and appropriate market adjustments for critical core positions.

Human Resources Director, South East Asia

Microsoft Operations Pte Ltd
03.2005 - 08.2007
  • A Business Partner to the Regional Business Leader for the ASEAN & Emerging Markets in aligning the People related strategies and programs to support the growth strategies of the business leaders in the region
  • Although Microsoft has a rather matured and well-structured HR organization with tools and processes, the efficacy of the programs is very dependent on the ability of the HR BP to ensure that are appropriately translated to become relevant to the business in the region
  • Business, Leaders must recognize that these frameworks are critical to ensuring their success through people
  • Accomplishments: Strengthened the bench strength of the entire region from less than 40% to more than 80% in 3 years through a multiple pronged talent acquisition approach
  • Increased the quality of selection interviews by training and equipping all Recruiters, HRMs and hiring managers
  • Results: turnover due to poor hiring decisions dropped from 29% to 16%
  • Retention rate amongst 1st year hire exceeded the target of 90% at 95%
  • Achieved Work Health Index(WHI) score of > 90% (Benchmark: 76%)
  • GMs and the Regional VP have returned a unanimous feedback that they are all very happy to see marked improvement in the HR-Business engagement and relevance in the last one year
  • The ultimate proof of support: all the GMs offered financial support to increase resource investment in HR
  • Personal WHI scores (HR Team) also recorded improvement from predecessor’s score at 86! 360 Feedback was also high at 96%
  • Direct involvement in setting up new offices in countries such as Sri Lanka, Bangladesh
  • Grew Vietnam team from 7 to 100 with revenue growth of more than 200% in 2 years.

Human Resources Director - Asia Pacific

Hyperion Solutions Asia Pte Ltd
12.2002 - 03.2005
  • This was first full-time business HR professional for the organization
  • The immediate challenge: to install an effective HR business infrastructure to support an aggressive business plan to expand its regional presence especially in North Asia
  • Work closely with the Regional Business Leader who was new to the region
  • Developed a strong bench to anchor growth is key markets within the region
  • Set-up HR infrastructure for the Asia Pacific region: Database, Talent Procurement and Management Process and Tools, Compensation & Benefits, Learning & Development and to be Merger & Acquisition ready
  • This includes complete set of Change Management Tools and Processes
  • Transformed China operations from Representative Office to a Wholly Owned Foreign Enterprise (WOFE) set-up as a key strategy to establish market in China in less than a year
  • China business became key contributor to the region’s growth
  • Grew from 2 to 100 headcount in 1.5 years covering 4 cities
  • Asia Pacific registered the highest growth for 2 consecutive years
  • I was awarded unprecedented Global Sales Recognition Trip in recognition for significant direct contributions to the success of the business growth
  • I was the ONLY non-sales Leader which the Global CEO granted special invitation
  • Organizational Design, Efficiency, Effectiveness and Development – Worked with Business Leaders in the region to build bench strength to ensure that the respective businesses are resourced appropriately to build a sustainable and scalable business
  • Build and develop a critically acclaimed and highly professional and respected HR Team in the region to directly support the business
  • Was asked to showcase Change Management Tools & Processes at Global HR Meet
  • Talent Management Framework was also adopted in parts globally
  • Successfully raised the level of awareness of the region’s contributions to the global management team which helped us gained more support and leverage from HQ whenever required.

Principal Consultant - JVs and Emerging Markets

Sun Microsystems Pte Ltd
05.1998 - 08.2002
  • As a strategic member of the Global Sales Organization business unit supporting the Emerging Markets and Joint-Ventures in the region, I was responsible for providing end-to-end solution for all Human Resource Management requirements for these identified business locations
  • Successfully supported critical business decisions with complete Competitive Landscape and Feasibility studies for locations identified for new business start-ups
  • Regional VP decided on various business growth models based on these information
  • Successfully negotiated and work with local business partners to set expectations on key HR Management issues; defining the Terms of Reference (TOR) for each Joint venture ensuring compliance with local legislative requirements and alignment to global Sun HR values
  • Successfully worked with Business Leaders on Organization Design to achieve greater business efficiency
  • As a sterling example, our JV in Indonesia saw first year performance at 200% growth rate with appropriate OD/OE intervention
  • 100% retention of Key Talents in new JVs in Indonesia and Philippines
  • Designed effective Compensation Schemes that drive business results and yet are fiscally responsible and sustainable
  • Summary of these successful programs: Sales Incentive Plans that is well rounded to ensure sustainable market growth: balance of new revenue, new solutions, renewals, upselling
  • Technical Dual Career Model: allows Solutions Architects to focus on Leading Edge solutions to win market share
  • Result: Sun displaced many IBM and HP clients
  • Introduced Industry first Flexi-Benefit Scheme with co-sharing for cost effectiveness
  • Introduced a Highly Successful Key Talents Retention Program to anchor Key employees critical to the business growth for the next 5 years
  • Result: 100% retention
  • Employee Retention was at its highest with annual turnover rate of 5% vs industry average of 20% Bench strength was stable and solid at more than 85% with Ready Now successors identified.

Regional Compensation & Benefits Program Manager / Senior Regional Compensation & Benefits Analyst

Intel Technology Asia Pte Ltd
02.1997 - 05.1998

Compensation & Benefits Manager / Senior HR Consultant (Business Partner)

Apple Computer Limited
08.1994 - 02.1997

Senior Personnel Officer

Compaq Asia Pte Ltd
08.1990 - 08.1994

Personnel Officer - Staffing, Employee Relations and Communications

Seagate Technology International
05.1989 - 08.1990

Personnel Officer

Philips Singapore Pte Ltd
03.1988 - 05.1989

Personnel Assistant

Watt & Akermans Pte Ltd
01.1987 - 03.1988

Education

ADKAR Certified Change Management Practitioner

IHRP (by LifeLong Learning Institute) Assessor
11.2023

National University of Singapore
01.1986

Skills

  • Collaborative Leadership
  • Change Management
  • Innovative and Relevant Solution
  • Building Organization Capability
  • Strong Business Acumen
  • Effective communicator
  • Leader with a Heart

Personal Information

Nationality: Singaporean

Timeline

Senior Director – Corporate HR

ASM Pacific Technology Asia Pte Ltd
11.2018 - 04.2022

Director & Lead Consultant

SingResource Global Pte Ltd
01.2015 - 10.2018

Regional Head, Human Resources, Asia Pacific

Luxasia Asia Pacific Pte Ltd
03.2013 - 12.2014

Regional Vice President - Human Resources

Fujitsu Asia Pte Ltd
09.2009 - 03.2013

Regional Product Leader and IT Industry Expert

Mercer Human Resources Consulting
10.2008 - 09.2009

Human Resources Director – Asia

Intellectual Ventures Asia Pte Ltd
05.2008 - 10.2008

Human Resources Director - Asia Pacific

McAfee Asia Pte Ltd
08.2007 - 05.2008

Human Resources Director, South East Asia

Microsoft Operations Pte Ltd
03.2005 - 08.2007

Human Resources Director - Asia Pacific

Hyperion Solutions Asia Pte Ltd
12.2002 - 03.2005

Principal Consultant - JVs and Emerging Markets

Sun Microsystems Pte Ltd
05.1998 - 08.2002

Regional Compensation & Benefits Program Manager / Senior Regional Compensation & Benefits Analyst

Intel Technology Asia Pte Ltd
02.1997 - 05.1998

Compensation & Benefits Manager / Senior HR Consultant (Business Partner)

Apple Computer Limited
08.1994 - 02.1997

Senior Personnel Officer

Compaq Asia Pte Ltd
08.1990 - 08.1994

Personnel Officer - Staffing, Employee Relations and Communications

Seagate Technology International
05.1989 - 08.1990

Personnel Officer

Philips Singapore Pte Ltd
03.1988 - 05.1989

Personnel Assistant

Watt & Akermans Pte Ltd
01.1987 - 03.1988

ADKAR Certified Change Management Practitioner

IHRP (by LifeLong Learning Institute) Assessor

National University of Singapore

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