Daphne Hwee Yann TOH

Achievements:

• Led the establishment, development and operationalisation of the HR function for a startup manufacturing plant based in Singapore.
• Represented the division and successfully implemented Global HR's new HRIS and Performance Management framework in our Japan and Singapore offices and plants.
• Under the direction of Group HR, collaborated with other in-country HR divisions to revise and aligned Singapore's Group Insurance to achieve better employee benefits at more competitive premiums.

Responsibilities:

• Reported directly to the local Managing Director and provided strategic counsel on HR matters, ensuring alignment with organizational goals and objectives.
• Developed and implemented HR policies, procedures, and initiatives tailored to meet the unique needs and challenges of a startup environment.
• Oversaw end-to-end recruitment processes, including talent sourcing, selection, and onboarding, to attract and retain top-tier talent essential for the plant's success.
• Implemented comprehensive compensation and benefits programs to remain competitive in the market and incentivize employee retention and performance.
• Successfully navigated and resolved complex employee relations issues, demonstrating strong mediation, conflict resolution, and problem-solving skills.
• Maintained compliance with relevant employment laws, regulations, and industry standards, mitigating risks and liabilities associated with HR practices.
• Oversaw and managed annual and quarterly manpower budgeting exercises for the plant
• Acted as a liaison between the Singapore plant and Japan Headquarters, providing regular updates, reports, and insights on HR metrics, trends, and initiatives, ensuring alignment with global HR standards and policies.
• Worked with Global HR to implement global and in-country initiatives for the company, e.g. Performance Management, LinkedIn Learning, Payroll Outsourcing, Group Insurance, etc.
• Represented the company for HOYA Groups ESG initiatives and explored localizing the policies to meet local and international standards.

HRBP Responsibilities:

• Led and guide a HR team comprising 3 members, supporting a total of 554 staff.
• Business Partnering one Line of Business (LoB), Unmanned and Integrated.
• Systems (UIS); and the Defence & Public Security (DPS) HQ corporate function.
• Due to a major reorganisation, re-engineer processes with corporate shared services (HR and Finance) to facilitate HR operations for DPS HQ, a newly formed entity.
• Align and harmonise Group Corporate HR Policies and Practices to UIS and DPSHQ.
• Implement Group HR level initiatives to UIS and DPS HQ, which include Top Talent identification for Talent Management; the Learning Needs Analysis (LNA) exercise to consolidate the Total Learning Plan (TLP).
• Interview identified potential candidates and recruit to fill UIS and DPS HQ management positions (VPs/SVPs & G-Graders) with the support of Group Talent Acquisition team.
• Develop and operationalise 100-day onboarding programme for UIS new hires, customised for different job grades.
• Provide grievance handling and counselling services; and work with stakeholders to mete out appropriate disciplinary measures.
• Facilitated performance moderation and salary review sessions with UIS senior leaders as part of ST's Performance Management cycle.
• Provide consultation with UIS Business Unit Heads to plan strategic and phased approach for outsourced staff conversion against their annual manpower budgets.
• Co-drive change management and digitalisation initiatives in UIS, in alignment with the Group's strategic direction for transformation.
• Work with UIS and DPS HQ leaders on 5-year and annual manpower budget plans as part of ST's budgeting cycle.
• Coordinate Defence Business Areas (DBA) Heads of HR to ensure manpower and costing alignment for DPS Senior Management and IHQ staff (G-Graders) during annual budgeting cycle.
• Track and report manpower numbers on monthly Company Management Meeting platform.
• Ensure team support on COVID related efforts i.e Contact tracing, vaccination tracking and reporting.

People Insights Responsibilities:

• Collaborate with HRBPs and HR Shared Services on collation of data needed for HR analytics.
• Guided team member (x1) to build metrics with the available data sources extracted.
• Worked with HR Technology team to build HR dashboard for UIS GM's tracking (premature stage due poor data management).
• Engage and support HR Shared Services Data Team to clean up and update employee records data pool.
• Provided aging population, performance and attrition trends and insights to UIS leaders for Succession Planning.
• Provided analytics and insights for DPS and DBA (Defence Business Area) level attrition trends to Senior Management.

Achievements:

• Established standards of compliance that all scholarship administrative practices and SOPs adhered to parameters of MOH's funding guidelines
• Oversaw the procurement and implementation of third party counselling services for all Healthcare Scholars
• Oversaw the design and implementation of a new in-service scholarship scheme (Healthcare Talent Scholarship) and mechanics to build a pipeline of Healthcare
• Implemented a new scholarship scheme (CommCare Scholarship) to build pipeline for the community care sector (in alignment to the Ministry of Health’s master plan to move healthcare from the hospitals to the community)
• In late March, oversaw the work and coordination with MFA to successfully bring back 153 overseas scholars, some of which were stranded in 4 different countries at the onset of the COVID-19 pandemic
• In alignment to the Singapore government's COVID-19 Circuit Breaker and safety measures, oversaw the conversion all physical events to online, digital and physical outreaches while managing to reach year-on-year application target of 2100

Responsibilities:

• Led, guided and coach my team of 16 members supporting the various scholarship functions, i.e Marketing & Outreach; Selection; Talent Development; Policies & Systems; and Scholar Management & Experience.
• Advised and guided Healthcare Scholarship & Talent Leads to develop Healthcare.
• Scholarship strategies for both in-flight and in-service scholars.
• Oversaw the management of the end-to-end Healthcare Scholarship Management and Development process to maintain overall effectiveness of Healthcare.
• Scholarship; including marketing and branding, selection and allocation, and sectorial talent development.
• Developed a Talent Planning process to drive talent projections to facilitate the work of both Healthcare Scholarship and In-Service Scholars and Talent Development.
• Managed and supported Regional Healthcare Systems and Public Healthcare Institutions in building their talent pipeline.
• Oversaw the scholarship's annual internal audit fieldwork and implement post-report plans to address lapses and gaps.
• Collaborated with MOH on budget planning, developing new scholarship schemes, focusing on implementation plans and advising on operational efficiencies.
• Supported and advised cluster stakeholders (SingHealth, NHG and NUHS) in managing scholarship deed vs employment contracts.
• Developed annual work plans, in alignment with Ministry's policies for manpower and talent for the Public Healthcare sector.
• Facilitated an internal 3 day workshop to map out the entire Scholars Experience.
• Journey which led to better team insight on the gaps that needed to be addressed - this map was instrumental when building the team’s 2-year scholarship and sectorial young talent strategy.
• Reorganised team and redesigned some positions to streamline existing administration and operations for increased effectiveness - this lead to a 90% reduction in miscalculation of liquidated damages that is to be recovered from terminated scholars; it also lead to more effective knowledge management on scholar cases.
• Developed scholarship risk matrix for Enterprise Risk Management team to address financial, operational and reputational risks.
• Oversaw the implementation of a stronger digital marketing and social media campaign strategy with basic analytics to better understand candidate behaviour.

Achievements:

• Development, Talent Acquisition and Compensation & Benefits, Internship programmes and institutional partnerships and HRM.
• Conducted and closed HR due diligence initiatives for 2 M&A projects with targets in China and the UK.
• Developed SingEx's Competency Framework and incorporated into Talent Management initiatives.
• Aligned regional offices' HR policies and process to Singapore HQ.
• As part of a wider tender submission, supported the HR & IT Director and developed SingEx's Talent Strategy for the bid to manage Singapore EXPO's Venue Business.
• Developed 5-year Talent Strategy with new scopes of work and competencies for the Events Business.
• Implemented change management initiatives and assisted the Digital Team to reengineer business processes for CRM roll out.

Responsibilities:

• Business partnered Senior Management in Corporate functions and the Events Line of Business.
• Led a local and regional team of 5 HR staff and oversaw day-to-day operational excellence of HR team
• Ensured all HR policies and processes were aligned with SingEx's Conformance and Performance philosophy.
• Ensured staff handbook across all countries were up-to-date and communicated to all staff.
• Identified and managed external consultants and service providers for HR initiatives and operations.
• Handled disciplinary and grief issues and on occasion act as mediator between organisation and the Union.
• Part of Digital Programme Office team to drive change management initiatives for SingEx's digital transformation.
• Provided HR updates and project status reports to the HR & IT Director and CEO.
• Facilitated strategic planning workshops for the HODs of the Events Business.
• Assisted the HR & IT Director and GM of the Events Business in preparing updates on Talent & HR for presentations to the Board of Directors and Temasek Holdings.
• Developed and implemented biweekly Internal Communications newsletter.
• Mapped out SingEx's Employee Experience Journey, identified fracture points and initiatives for improved engagement.
• Worked with Talent Acquisition team to revised existing Talent Acquisition system for greater efficiency.
• Sourced for and implemented Learning Management System (LMS) and LinkedIn Learning MOOC organisation-wide.
• Worked with other corporate functions, i.e Finance and Legal, to revised HR processes to facilitate the growth of the Events Business, while retaining alignment to Corporate HR policies.

• Identified learning gaps in all 9 consumer operations units with a team of 6 and developed learning & development solutions.
• Coordinated with consumer operations business units to provide L&D support and address competency levels in planning for department growth.
• Conducted annual Learning Needs Analysis for over 1000 operational support and call centre employees.
• Developed customized blended learning roadmaps for each business unit to meet overall business and operational needs by creating gamified e-Learning system with 400+ questions and managed 5 SMEs that handled content development and maintenance.
• Coordinated with external programs to meet learning needs of managerial and senior management level.
• Prepared Consumer Operations Leaders to address gaps in Customer Experience strategy and Digital Innovation by recommending staff to attend 3 industry events & conferences and Corporate HR’s in-house programs to address competency gaps.

• Developed 4 WSQ Leadership programs for Singapore’s Social Services sector.
• Researched and interviewed experts on subject matter as part of instructional design work flow, made sure that global best practices were aligned with national policies.

• Developed learning and development solutions to corporate clients designed to support specific business goals
• Designed and advised on implementation of Leadership Development frameworks for corporate clients
• Conducted Strategic Planning workshops for corporate client leadership teams
• Formulated research plans to identify service gaps at various customer touchpoints and led project team through the entire research cycle, from questionnaire design, timeline and resources planning, recruitment, training, data collection to reporting
• Translated customer insights into actionable recommendations for companies to that enabled clients to cultivate a customer-centric organisational culture
• Designed, contextualised and developed operation, supervisory and managerial level learning curriculums for Kaplan, SQ Centre, SFIC Institute and 313@Somerset under WSQ Service Excellence, Retail and Employability frameworks

• Delivered in-house training for frontline to executive level staff in Singapore and Malaysia
• Conducted focus groups and performed company-wide learning needs analysis that
• Resume resulted in the development of learning plans for 1000 staff across Singapore & Malaysia Offices
• Partnered with line managers and business unit heads to ensure that the Learning
• Plan is implemented and aligned with the company’s business direction
• Sourced and collaborated with external training vendors to ensure the delivery and quality of training programs aligned with business needs

• ISHOP by Club21
• Established iSHOP’s new training centre
• Developed training centre’s staff, trainer and customer policies and SOPs