Josephine Wang

Lead community of 45 talent acquisition professionals to deliver high quality talent for APAC (SIngapore, China, Australia, Philippines, Malaysia) and EMEA (UK, NL, UAE, Oman, Qatar)

Strategic resourcing leader who shaped Shell's recruitment delivery model with cutting edge technology in recruitment, globally recognised employer brand, to recruit top quality external hires with improved time to fill, Hiring Managers satisfaction and positive candidate experience

Optimized resourcing process to improve Time to Fill metric

Talent Champion who has proven track record to build strong pipeline of business-focused talent acquisition expertise

Known and respected as a community leader who drives for performance with care, role models collaboration and one-team mindset and behaviours

Strategic HR Business partner for Global Lubes APAC and Middle East business

Led People strategic people priorities in delivery of high performing and engaged leadership teams and workforce, building future organisational and core capabilities and thought partnership with VP for business

Led organisation design and implementation of business for more cost competitive, streamlined and efficient organisation

• Partnered with senior business leaders on organizational growth through proactive workforce planning efforts aligned with business objectives.
• Led large scale workforce optimization project across multi-geographical locations to build centralised workforce capabilities and operate at competitive cost
• Coached managers on effective leadership techniques that resulted in higher team engagement levels.
• Developed comprehensive succession planning strategies to identify high-potential employees and provide appropriate career advancement opportunities.

• Developed senior leadership programs to improve leadership organizational efficiency.
• Created curricula, research topics and conceptualized course format, subject matter and presentation.
• Increased participant engagement through the use of interactive activities, group exercises, and discussions.
• Partnered with external vendors to offer high-quality training resources and content for targeted learning programs.
• Championed a culture of continuous learning within the organization by promoting development opportunities and encouraging employees to take ownership of their professional growth.
• Evaluated learner progress through assessments, identifying areas for improvement and adapting instructional strategies accordingly.

• Singapore Country Change Manager who led the change programme to prepare 1400+ employees across 8 business units and functions for implementation of Global SAP.
• Collaborated with senior leaders to align change initiatives with strategic objectives.
• Oversaw change management efforts to support implementation of critical initiatives driving technology, process and culture changes.
• Built support for change throughout business unit through direct outreach strategies.
• Utilized and refined global training materials and resources for smooth transitions during organizational changes.
• Ensured compliance with regulatory standards while executing change management activities.
• Coordinated efforts between multiple departments during large-scale transformation initiatives, ensuring seamless execution from start to finish.
• Managed risks associated with change initiatives, implementing mitigation strategies as needed.
• Maintained up-to-date knowledge about industry trends in relation to change management methodologies and best practices.

• Developed high-performing teams through strategic coaching and mentoring initiatives for managers and supervisors.
• Expanded internal talent pipeline by guiding high-potential employees through structured leadership development programs.
• Evaluated program effectiveness using key performance indicators, driving continuous improvement efforts in curriculum design and delivery methods.
• Boosted employee satisfaction scores by regularly reviewing and updating existing courses to maintain relevance in the evolving marketplace.

• Led a team of operations and technical trainers to provide education services and solutions to HP customers.
• Managed budgets for technical training programs, optimizing resource allocation for maximum impact.

• Aligned training programs with organizational goals, ensuring that learning initiatives directly supported overarching objectives of leadership development in the civil service
• Conducted thorough needs assessments to tailor leadership development programmes, ensuring alignment with organizational goals and employee skill gaps.
• Implemented feedback mechanisms for training programs, driving continuous improvement based on participant insights.
• Evaluated training program effectiveness, adjusting content as needed to maximize learning outcomes.
• Fostered learning culture by initiating peer-led training sessions, capitalizing on internal expertise.