Lynette Pei Lin Tan

• Managed end-to-end recruitment, from job posting and screening to interview coordination and offer preparation.
• Administered onboarding processes, ensuring accurate documentation, policy briefings, and smooth new hire integration.
• Maintained employee records and HR files with accuracy, supporting audits and compliance requirements.
• Coordinated payroll inputs, leave records, and attendance tracking to ensure timely monthly processing.
• Coordinated recruiting, onboarding, and workforce planning across multiple locations.
• Facilitated training sessions for supervisors on interviewing, communication, and HR practices.
• Monitored turnover trends and recommended process improvements to strengthen retention.
• Maintained accurate personnel records and HR systems data for reporting and audits.
• Implemented successful change management initiatives, supporting employees during organizational transitions.
• Conducted thorough employee evaluations, providing feedback and guidance for professional growth.
• Structured compensation and benefits according to market conditions and budget demands.
• Planned, monitored and appraised employee work results by training managers to coach and discipline employees.
• Established strong relationships with key stakeholders to foster collaboration across departments and functions.
• Managed HR personnel from Indonesia , Malaysia and Singapore on a day to day basis

• Coach and guide new HR team members on Recruiter module on myHR. Provide support on JR process to country HR and develop TA framework
• Work with respective country HR in talent acquisition activities, providing direct recruitment support when necessary large project implementation, along with employer brand initiative
• Oversaw onboarding and offboarding processes, ensuring efficient supply and collection of company assets.
• Manage Payroll vendor and salary payment process through providing attendance records.
• Lead employee engagement activities.
• Provide guidance and support on developing and delivering employee retention plans.
• Produce HR staffing metrics and dashboards to support HR processes including absence management.
• Work with SD Director and Manager to develop and conduct a Performance Improvement Plan for employees who who have performance issues.
• Facilitates the annual performance management process to ensure that employees’ level of performance meetss current and future standards through objective setting, mid-year reviews and year-end reviews
• Properly manage involuntary termination processes to comply with any local regulatory requirements.
• Works with the Compensation & Benefit and/ or Head of HR to ensure proper benefit offers and administration in country.
• Assists on HR Communications and company events
• Assists and counsels employees as and when needed
• Advice the Country Head on creating efficiencies in a C&B budget-conscious manner.
• Serve as backup for Malaysia, Indonesia, Hong Kong, South Korea, Philippines, Japan,Thailand,India if there is a short-term need of in country HR support.
• To manage and support the end-to-end HR functions in recruitment, payroll coordination, performance management etc.
• Provide support to managers on employee performance issues
• Helps drive Employee Engagement initiatives in APMEA, and support in yearly and quarterly APMEA Townhall.

Talent Acquisition coverage: Korea, Japan, UAE, Indonesia, Thailand, Singapore, Malaysia, Hong Kong, India, Philippines

Generalist coverage: Singapore, Korea, Malaysia, Philippines, Indonesia

Executed talent acquisition strategies to attract top candidates.

• Coach and guide new HR team members on Recruiter module on myHR. Supported the JR process for country HR.
• Provide effective sourcing and recruitment support to ensure Aspire hires qualified candidate within the targeted timeframe. Run assessments for vacancies.
• Coach and guide new HR team members on running assessments for concierge recruitment
• Work with country HR to develop Talent Acquisition Framework
• Collaborate with country HR on Employer Brand initiatives.
  

HRIS, Compensation and Benefits and Performance Management

• Work closely with C&B and Head of HR APAC to support on annual merit review process and performance management process roll out. Support in the annual performance management process to ensure that employees’ level of performance meets current and future standards through objective setting, mid-year reviews and year-end reviews
• Work closely with Head of HR APAC to launch monthly HR Communication deck to be rolled out to country launch, to strengthen HR presence and visibility with employees and managers.
• Support in reviewing and auditing country P files and payroll.
  

Payroll Transition and Implementation

• Act as coordinator and Aspire project manager for payroll transition and implementation in Malaysia, South Korea, Philippines. New countries will be added with future in-sourcing plans for HR.
• Work closely with payroll vendor and country HR to ensure seamless in payroll transition and implementation.
  
  Backup for Country HR support
• Serve as backup for Malaysia, Hong Kong, South Korea, Philippines if there is a short-term need of in country HR support.
• To manage and support the end to end HR functions in recruitment, payroll coordination, performance management etc.
• Provide support to managers on employee performance issues
  

Provided HR support for various projects to improve employee engagement.

• Helps drive Employee Engagement initiatives in APAC

• Supported talent acquisition and recruitment processes
• Conduct employee onboarding and help organize training & development initiatives
• Supported employees with HR-related topics, including leaves and compensation
• Promoted HR programs to enhance workplace efficiency
• Assist in development and the development and implementation of human resource policies.
• Undertake tasks around performance management
• Gather and analyze data with useful HR metrics, like time to hire and employee turnover rates
• Organize quarterly and annual employee performance reviews
• Maintain employee files and records in electronic and paper form
• Resolved employee issues promptly to enhance job satisfaction
• Ensured compliance with labor regulations across all HR activities
• Accountable for the full spectrum of HR function., including but not limited to payroll, compensation and benefits, training, recruitment spent, performance evaluation, organizational development etc.
• Supported senior management to ensure compliance with HR policies and procedures
• Reviewed and proposed employee engagement activities aligned with company vision
• Managed company recruitment activities
• Ensured compliance of HR policies with local statutory requirements

• Streamlined onboarding and offboarding processes, improving consistency across employee lifecycle tasks.
• Coordinated payroll inputs, leave administration, and benefits updates with finance teams.
• Maintained HRIS records, ensuring accurate employee data, contracts, and documentation.
• Analyzed HR data to support workforce planning, reporting, and decision-making.
• Improved HR workflow efficiency through process reviews and standardized documentation practices.
• Supported recruitment, talent administration, and employee relations activities with accurate follow-through.
• Ensured compliance with employment laws and regulations through proactive policy development and regular audits.
• Facilitated resolution of employee relations issues by providing guidance, mediation, and conflict resolution services.
• Managed employee leave requests in accordance with federal, state, and company policies while minimizing disruption to business operations.

• Managed end-to-end recruitment, from job posting and screening to interview coordination and offer preparation.
• Administered employee onboarding, ensuring accurate documentation, policy briefings, and smooth integration.
• Maintained payroll, leave, and attendance records while resolving discrepancies with precision.
• Supported performance management cycles by organizing appraisals, feedback records, and follow-up actions.
• Advised managers on HR policies, disciplinary procedures, and employee relations matters.
• Improved HR documentation processes to strengthen data accuracy, compliance, and filing consistency.
• Assisted workforce planning and headcount reporting to support staffing decisions and operational needs.
• Conducted exit interviews to gather valuable feedback from departing employees, identifying areas for improvement in retention efforts.
• Evaluated job descriptions regularly to maintain consistency across departments while ensuring accurate reflection of position duties and responsibilities.

• Coordinated daily administrative tasks and maintained accurate records for operational continuity.
• Supported management with scheduling, correspondence, and internal documentation.
• Prepared reports and tracked key information for decision-making support.
• Monitored workflow updates and resolved routine issues promptly.
• Liaised with cross-functional teams to ensure smooth task execution.
• Improved filing and data organization for faster retrieval and accuracy.
• Assisted in process coordination and follow-up on outstanding action items.
• Maintained professional communication with vendors, staff, and stakeholders.
• Enhanced customer satisfaction by streamlining communication channels and improving response times.
• Reviewed employee concerns and new opportunities to drive business strategies.
• Established long-term client relationships through consistent delivery of high-quality products and services.
• Collaborated with stakeholders to develop actionable strategies that aligned with corporate goals and objectives.

• Developed strategic recommendations supporting growth, cost control, and service consistency.
• Advised clients on operational improvements, aligning business processes with sustainability-focused service delivery.
• Analyzed workflows to identify inefficiencies and recommend practical process refinements.
• Facilitated stakeholder discussions to clarify objectives, risks, and implementation priorities.
• Managed end-to-end recruitment cycles for hard-to-fill roles, aligning candidate pipelines with hiring priorities.
• Advised hiring managers on role profiles, market availability, and interview suitability to improve selection quality.
• Sourced passive candidates through databases, referrals, and targeted outreach to expand talent coverage.
• Screened applicants against competency requirements, ensuring accurate shortlists and consistent candidate assessment.
• Coordinated interview schedules, feedback collection, and offer processes to maintain smooth hiring progress.
• Built strong candidate relationships through regular communication, improving engagement and application follow-through.
• Refined recruitment processes and CRM updates to support efficient tracking, reporting, and compliance.
• Mentored junior recruiters on sourcing methods, stakeholder communication, and recruitment best practices.
• Built strong relationships with clients through regular communication and understanding their unique needs.
• Negotiated competitive compensation packages on behalf of clients and candidates to ensure successful placements.
• Improved client satisfaction by consistently providing high-quality candidates for various positions.
• Coordinated interviews between clients and candidates to ensure seamless scheduling and communication throughout the process.
• Provided detailed feedback to both clients and candidates after interviews, facilitating continuous improvement in the recruitment process.