Summary
Overview
Work History
Education
Skills
Timeline
Nora Lee

Nora Lee

Singapore

Summary

Highly strategic HR Business Partner with a proven track record of driving significant organizational transformation and growth. Recognized as a force multiplier, I operate as a front-line architect for business expansion, integrating sharp business development insight, bold creativity, and a proactive marketing approach to attract niche talent and gain competitive advantage. Adept at acting as a firefighter for critical challenges, I champion nuanced, entity-specific people strategies over 'one-size-at-all' solutions, ensuring direct bottom-line impact and positioning organizations for future success.

Overview

17
17
years of professional experience
4018
4018
years of post-secondary education

Work History

HR Business Partner

Element Geotechnical Testing (S) Pte Ltd
07.2022 - 05.2025
  • HR Leadership & Strategic Operations
  • Provided strategic HR insights and expert guidance to business leaders, directly influencing comprehensive workforce planning, organizational design, and broader business growth strategies.
  • Partnered with business leaders to strategically manage workforce planning, proactively identifying current and future talent needs, and addressing critical skill gaps through targeted development and recruitment strategies.
  • Actively participated in business planning sessions, providing crucial HR insights on strategy, organizational structure, and talent implications to inform decision-making.
  • Partnered with business leaders to strategically manage headcount, optimize workforce planning, and enhance organizational effectiveness, ensuring alignment with budgetary constraints and maximizing resource allocation.
  • Collaborated with business leaders to design scalable organizational structures that can adapt effectively to various phases of the company's growth and evolving operational needs.
  • Talent Management & Succession Planning
  • Designed and executed comprehensive talent management strategies and programs, encompassing talent acquisition, performance management, learning and development, employee engagement, and retention, directly supporting business growth and talent pipeline development.
  • Facilitated critical talent review sessions with executive leadership, providing data-driven insights to assess talent pools, identify key development needs, and calibrate performance ratings, informing strategic workforce planning.
  • Designed, implemented, and strategically managed comprehensive, end-to-end succession planning processes for critical and leadership roles, ensuring business continuity and readiness.
  • Proactively identified and nurtured high-potential employees through rigorous performance reviews, comprehensive talent assessments, and strategic manager nominations, building a robust talent pipeline.
  • Developed and facilitated targeted leadership development programs specifically designed to prepare identified successors for future leadership responsibilities.
  • Established and consistently maintained robust talent pipelines for key and critical positions, significantly improving internal fill rates for leadership roles.
  • Partnered closely with senior leaders to seamlessly integrate succession planning with overarching business strategy, anticipating future talent needs.
  • Spearheaded the development and implementation of Individual Development Plans (IDPs) to systematically cultivate and accelerate the growth of identified successors.
  • Provided expert guidance and coaching to potential successors and their managers, fostering professional growth and readiness.
  • Conducted thorough learning and development needs assessments and designed/delivered high-impact programs, including multi-tier leadership development initiatives that fostered a culture of continuous learning and leadership readiness.
  • Identified learning and development needs within the organization and ensured appropriate training programs were implemented to upskill the workforce.
  • Developed and championed strategies to cultivate a positive and engaging work environment, measurably improving employee satisfaction scores by 10% and reducing attrition by 15% within 18 months.
  • Identified gaps in employee engagement and implemented initiatives to improve overall employee experience and retention.
  • Optimized the end-to-end talent acquisition process in partnership with Talent Acquisition, enhancing candidate experience and reducing time-to-hire.
  • Designed and executed effective recruitment strategies to attract top-tier talent across technical, operational, and leadership roles.
  • Championed and integrated Diversity, Equity, and Inclusion (DE&I) principles throughout all talent management strategies and programs, fostering an inclusive culture.
  • Led complex talent management projects from conception to successful delivery, consistently meeting deadlines and achieving project objectives.
  • Cultivated strong, collaborative relationships with HR Business Partners, regional leaders, and employees, ensuring effective program implementation and high adoption rates.
  • Performance Management
  • Spearheaded the design, implementation, and administration of a robust performance management framework, including goal setting, continuous feedback mechanisms, and development planning.
  • Drove the full annual performance cycle, from goal setting to final reviews, ensuring alignment with organizational objectives and regulatory compliance (e.g., Singapore labor laws).
  • Coached managers and employees on effective performance management practices, including objective setting, constructive feedback delivery, and performance improvement planning.
  • Managed the performance rating scale and led calibration sessions to ensure fairness, consistency, and accuracy in evaluations across departments.
  • Analyzed performance data to identify trends, inform talent decisions (e.g., promotions, succession planning), and enhance overall organizational effectiveness.
  • Fostered a culture of continuous feedback and accountability, improving employee engagement and driving individual and team performance.
  • Designed and refined the Performance Management System (PMS), integrating best practices and adapting to evolving business needs.
  • Regulatory Compliance & Policy Management
  • Ensured absolute compliance with all employment laws and regulations in Singapore (e.g., Employment Act, Industrial Relations Act, Workfare), implementing timely policies and procedures to mitigate legal risks and foster a fair, inclusive workplace.
  • Developed and enforced internal processes and Standard Operating Procedures (SOPs) to ensure consistent and compliant application of HR policies across the organization, enhancing operational efficiency and reducing compliance risks.
  • Regularly conducted internal audits of HR processes to verify adherence to established policies, regulatory requirements, and best practices, identifying areas for continuous improvement.
  • Led comprehensive HR policy development and implementation: Authored, reviewed, and updated a full suite of HR policies and employee handbooks (e.g., remote work, whistleblowing) to align with evolving regulatory requirements and ensure best-in-class HR practices.
  • Stringent data privacy and protection (PDPA) adherence: Implemented and enforced strict protocols for the ethical collection, secure storage, and compliant processing of personal employee data, in full alignment with Singapore's Personal Data Protection Act (PDPA).
  • Strategically managed risk and mitigated legal exposure: Proactively identified potential HR-related legal risks and developed robust, data-driven strategies to mitigate them, ensuring meticulous documentation and record-keeping.
  • Championed ethical conduct and robust corporate governance: Upheld the company's code of conduct and ethical guidelines, ensuring all HR practices promoted a culture of integrity, transparency, and accountability.
  • Employee Relations & Advocacy
  • Served as a trusted employee advocate, balancing employee perspectives with business needs and compliance.
  • Managed employee grievances, from initial intake and investigation to resolution, ensuring fair and consistent application of company policy and legal compliance.
  • Pay, Reward & Benefits
  • Collaborated effectively with shared service payroll to ensure precise, equitable, and timely administration of employee pay and benefits.
  • Provided expert guidance and comprehensive support to management and staff on all aspects of total rewards, enhancing understanding and satisfaction.
  • Maintained and continually enhanced competitive and equitable compensation and benefits structures, attracting and retaining top talent.
  • Facilitated and strategically managed annual talent review, salary review, and bonus processes, partnering with leaders to ensure decisions were aligned with performance and strategic objectives.
  • HR Business Transformation & Projects
  • Led critical HR business transformation initiatives, including complex M&A integration activities, directly aligning with overall HR and business strategy.
  • Managed the complete lifecycle of high-impact HR projects, from initiation to successful closure, meticulously defining scope, goals, timelines, and resource allocation.
  • Developed comprehensive project plans, incorporating robust risk management, strategic communication, and proactive stakeholder management strategies.
  • Effectively communicated complex project status, risks, and dependencies to diverse stakeholders, fostering transparency and building strong cross-functional relationships.
  • Designed and implemented effective change management strategies for significant HR transformation initiatives, including those arising from M&A and culture/values shifts, ensuring smooth transitions and high user adoption aligned with Group objectives.
  • Conducted in-depth analysis of current HR processes, identifying inefficiencies and pinpointing opportunities for strategic improvement and automation.
  • Managed the successful implementation and seamless integration of HR technology solutions, enhancing operational efficiency and data integrity.
  • Contributed to the development and refinement of HR policies and procedures that effectively supported business transformation efforts and ensured ongoing compliance.
  • Led a cross-functional team of 4 in the successful implementation of a new HRIS system, resulting in significant improvement in HR data accuracy and a 20% increase in reporting efficiency.
  • Coordinated team-building initiatives that promoted collaboration, engagement, and high performance across diverse, technical teams.
  • Crisis Management
  • Actively participated in and understood personal role in crisis response protocols.
  • Engaged in crisis management training, simulations, and meetings to enhance preparedness.
  • Executed crisis responsibilities calmly and collaboratively, adhering strictly to policy and procedure.
  • Contributed feedback and insights for the continuous improvement of crisis management frameworks.
  • Collaboration & Teamwork
  • Collaborated effectively with local and global teams and Centers of Excellence (CoEs) to deliver integrated HR solutions, sharing responsibility for outcomes and fostering strong cross-functional partnerships.
  • Collaborated extensively with business leaders and regional HR teams to identify and implement tailored, cost-effective HR solutions that directly supported critical business objectives and resolved complex people challenges, ensuring alignment with HR best practices.

HR Business Partner Regional

Nestle Pte Ltd
05.2017 - 12.2021
  • Strategic HR Partnering & Workforce Planning
  • Acted as the primary HR Business Partner contact for regional office employees and managers, providing comprehensive guidance on HR policies, employee relations, performance management, and development planning.
  • Served as a trusted advisor to senior leaders, offering strategic HR insights to influence workforce planning, organizational design, and overall business growth strategies.
  • Supported workforce planning, employee engagement, and organizational development initiatives in partnership with HR Centres of Excellence (CoEs).
  • Proactively identified HR trends through data analysis and partnered with leadership to develop appropriate interventions and action plans.
  • Delivered full-spectrum People Business Partner support, from strategic counsel to hands-on execution (including onboarding and offboarding).
  • Talent Management & Succession Planning
  • Partnered with leaders to design and execute talent planning strategies, including identifying high-potential talent, leadership development, and succession planning.
  • Supported internal mobility initiatives by identifying development opportunities for successors and facilitating their growth through cross-functional assignments.
  • Advised and coached employees on career development, performance management, workplace challenges, and conflict resolution.
  • Guided people managers on effective team management, fostering inclusion, driving engagement, and navigating sensitive employee matters.
  • Performance Management
  • Drove the full annual performance cycle, from goal setting to final reviews, ensuring alignment with organizational objectives.
  • Coached managers and employees on effective performance management practices, including objective setting, constructive feedback delivery, and performance improvement planning.
  • Managed the performance rating scale and led calibration sessions to ensure fairness, consistency, and accuracy in evaluations across departments.
  • Analyzed performance data to identify trends, inform talent decisions (e.g., promotions, succession planning), and enhance overall organizational effectiveness.
  • Fostered a culture of continuous feedback and accountability, improving employee engagement and driving individual and team performance.
  • Designed and refined the Performance Management System (PMS), integrating best practices and adapting to evolving business needs.
  • Compliance & Regulatory
  • Ensured employment regulatory compliance across AOA regions (including Singapore, China (PRC), Hong Kong, Indonesia, India, Japan, South Korea, Malaysia, Philippines, Taiwan, Thailand, Vietnam, Australia, New Zealand, Egypt, South Africa), and managed end-to-end relocation processes, including work permit/visa coordination and housing arrangements.
  • Implemented HR policies and ensured robust compliance with local regulations, e.g., Hong Kong's Employment Ordinance (EO), covering wages, working hours, statutory leave, and termination procedures, leading to a 97% improvement in regulatory adherence and successful internal/external audits.
  • Ensured regulatory adherence by developing and implementing compliance frameworks and policies (e.g., GDPR, AML, FCPA, APAC employment law).
  • Advised on diverse employment law issues, including contracts, performance, disciplinary actions, and terminations, ensuring compliance with local acts like Singapore's Employment Act.
  • Drafted and updated HR policies and employment documents to align with current legal requirements and best practices.
  • Managed workplace investigations related to conduct, harassment, and discrimination, ensuring fair and confidential resolution.
  • Conducted risk assessments and audits, identifying gaps and proposing corrective actions to mitigate legal and reputational risks.
  • Managed regulatory reporting processes, ensuring timely and accurate submissions to authorities.
  • Provided expert advice on complex regulatory matters and new legislation to internal stakeholders.
  • Designed and delivered compliance training programs, fostering a strong culture of compliance.
  • Employee Relations & Advocacy
  • Served as a regional employee advocate, balancing employee perspectives with business needs and compliance.
  • Managed employee grievances, from initial intake and investigation to resolution, ensuring fair and consistent application of company policy and legal compliance.
  • Pay, Reward & Benefits
  • Collaborated effectively with Centres of Excellence (CoEs) and external vendors to ensure precise, equitable, and timely administration of employee pay and benefits.
  • Provided expert guidance and comprehensive support to management and staff on all aspects of total rewards, enhancing understanding and satisfaction.
  • Maintained and continually enhanced competitive and equitable compensation and benefits structures, attracting and retaining top talent.
  • Facilitated and strategically managed annual talent review, salary review, and bonus processes, partnering with leaders to ensure decisions were aligned with performance and strategic objectives.
  • HR Strategy Execution & Regional Initiatives
  • Ensured the successful implementation of HR strategies, partnering with regional HR teams to align country-specific initiatives with overarching regional strategies and ensuring smooth execution of regional HR programs.
  • Led or contributed to regional initiatives, including expansion projects into new locations, ensuring appropriate localization of people-related processes and policies while aligning with global people strategy.
  • Successfully spearheaded the implementation of a regional HRIS module across APAC countries, involving cross-functional teams, defining user requirements, managing vendor relationships, ensuring data migration accuracy, and delivering comprehensive user training, resulting in a 20% improvement in HR data reporting efficiency and compliance.
  • Core HR Process Ownership & Data Management
  • Owned and enhanced core HR processes for the APAC region, ensuring effectiveness, compliance, and scalability.
  • Maintained accurate employee records in HRIS and supported regional and global HR data reporting needs.
  • Delivered core HR programs such as performance reviews, compensation planning, and learning initiatives, aligned with CoE guidance.
  • Liaised with CoEs (e.g., Talent, Rewards, L&D) to address employee queries and ensure smooth adoption of HR processes.
  • Crisis Management
  • Actively participated in and understood personal role in crisis response protocols.
  • Engaged in crisis management training, simulations, and meetings to enhance preparedness.
  • Executed crisis responsibilities calmly and collaboratively, adhering strictly to policy and procedure.
  • Contributed feedback and insights for the continuous improvement of crisis management frameworks.
  • Collaboration & Teamwork
  • Collaborated effectively with local and global teams and Centers of Excellence (CoEs) to deliver integrated HR solutions, sharing responsibility for outcomes and fostering strong cross-functional partnerships.

HR Business Partner, Regional

Aurecon Pte Ltd
06.2012 - 04.2017
  • Strategic HR Partnering & Workforce Planning
  • Acted as the primary HR Business Partner contact for regional employees and managers, providing comprehensive guidance on policies, employee relations, performance management, and development planning.
  • Served as a trusted advisor to senior leaders, providing strategic HR insights to influence workforce planning, organizational design, and overall business growth strategies.
  • Supported workforce planning, employee engagement, and organizational development initiatives in partnership with HR Centres of Excellence (CoEs).
  • Proactively identified HR trends through data analysis and partnered with leadership to develop appropriate interventions and action plans.
  • Delivered full-spectrum People Business Partner support, from strategic counsel to hands-on execution (including onboarding and offboarding processes).
  • Talent Management & Succession Planning
  • Partnered with leaders to design and execute talent planning strategies, including identifying high-potential talent, leadership development, and succession planning.
  • Supported internal mobility initiatives by identifying development opportunities for successors and facilitating their growth through cross-functional assignments.
  • Advised and coached employees on career development, performance management, workplace challenges, and conflict resolution.
  • Guided people managers on effective team management, fostering inclusion, driving engagement, and navigating sensitive employee matters.
  • Compliance & Regulatory
  • Ensured employment regulatory compliance across AOA regions (including Singapore, China (PRC), Hong Kong, Indonesia, India, Japan, South Korea, Malaysia, Pakistan, Philippines, Sri Lanka, Taiwan, Thailand, Vietnam, Australia, New Zealand, Egypt, South Africa).
  • Implemented HR policies and ensured robust compliance with local regulations, e.g., Hong Kong's Employment Ordinance (EO), covering wages, working hours, statutory leave, and termination procedures, leading to a 97% improvement in regulatory adherence and successful internal/external audits.
  • Ensured regulatory adherence by developing and implementing compliance frameworks and policies (e.g., GDPR, AML, FCPA, APAC employment law).
  • Advised on diverse employment law issues, including contracts, performance, disciplinary actions, and terminations, ensuring compliance with local acts like Singapore's Employment Act.
  • Drafted and updated HR policies and employment documents to align with current legal requirements and best practices.
  • Managed workplace investigations related to conduct, harassment, and discrimination, ensuring fair and confidential resolution.
  • Conducted risk assessments and audits, identifying gaps and proposing corrective actions to mitigate legal and reputational risks.
  • Managed regulatory reporting processes, ensuring timely and accurate submissions to authorities.
  • Provided expert advice on complex regulatory matters and new legislation to internal stakeholders.
  • Designed and delivered compliance training programs, fostering a strong culture of compliance.
  • Employee Relations & Advocacy
  • Served as a regional employee advocate, balancing employee perspectives with business needs and compliance.
  • Managed employee grievances, from initial intake and investigation to resolution, ensuring fair and consistent application of company policy and legal compliance.
  • HR Strategy Execution & Regional Initiatives
  • Ensured the successful implementation of HR strategies, partnering with regional HR teams to align country-specific initiatives with overarching regional strategies and ensuring smooth execution of regional HR programs.
  • Led or contributed to regional initiatives, including expansion projects into new locations, ensuring appropriate localization of people-related processes and policies while aligning with the global people strategy.
  • Successfully spearheaded the implementation of a regional HRIS module across APAC countries, involving cross-functional teams, defining user requirements, managing vendor relationships, ensuring data migration accuracy, and delivering comprehensive user training, resulting in a 20% improvement in HR data reporting efficiency and compliance.
  • Core HR Process Ownership & Data Management
  • Owned and enhanced core HR processes for the APAC region, ensuring effectiveness, compliance, and scalability.
  • Maintained accurate employee records in HRIS and supported regional and global HR data reporting needs.
  • Delivered core HR programs such as performance reviews, compensation planning, and learning initiatives, aligned with CoE guidance.
  • Liaised with CoEs (e.g., Talent, Rewards, L&D) to address employee queries and ensure smooth adoption of HR processes.
  • Crisis Management
  • Actively participated in and understood personal role in crisis response protocols.
  • Engaged in crisis management training, simulations, and meetings to enhance preparedness.
  • Executed crisis responsibilities calmly and collaboratively, adhering strictly to policy and procedure.
  • Contributed feedback and insights for the continuous improvement of crisis management frameworks.
  • Collaboration & Teamwork
  • Collaborated effectively with local and global teams and Centers of Excellence (CoEs) to deliver integrated HR solutions, sharing responsibility for outcomes and fostering strong cross-functional partnerships.

HR Business Partner, Junior

Accenture Pte Ltd
01.2008 - 05.2012
  • Strategic HR Partnering & Workforce Planning
  • Served as the primary HR Business Partner contact for regional office employees and managers, offering comprehensive guidance on HR policies, employee relations, performance management, and career development planning.
  • Acted as a trusted advisor to senior leaders, providing data-driven strategic HR insights that directly influenced workforce planning, organizational design, and overall business growth strategies.
  • Collaborated proactively with HR Centres of Excellence (CoEs) to support critical workforce planning, employee engagement, and organizational development initiatives.
  • Identified emerging HR trends through rigorous data analysis and partnered with leadership to develop and implement targeted interventions and actionable plans.
  • Delivered full-spectrum People Business Partner support, from providing strategic counsel to executing hands-on HR operations, including seamless onboarding and offboarding processes.
  • Talent Management & Succession Planning
  • Partnered with senior leaders to design and execute robust talent planning strategies, including the identification of high-potential talent, leadership development programs, and comprehensive succession planning for critical roles.
  • Supported internal mobility initiatives by identifying strategic development opportunities for successors and facilitating their growth through impactful cross-functional assignments.
  • Provided expert advice and coaching to employees on career development pathways, performance management best practices, workplace challenges, and effective conflict resolution.
  • Guided people managers on effective team management, fostering an inclusive work environment, driving employee engagement, and adeptly navigating sensitive employee matters.
  • Performance Management
  • Drove the entire annual performance cycle, from strategic goal setting to final reviews, ensuring alignment with overarching organizational objectives and adherence to regulatory compliance (e.g., Singapore labor laws).
  • Coached managers and employees on effective performance management practices, including objective setting, delivering constructive feedback, and developing targeted performance improvement plans.
  • Managed the performance rating scale and skillfully led calibration sessions to ensure fairness, consistency, and accuracy in employee evaluations across all departments.
  • Analyzed comprehensive performance data to identify key trends, inform critical talent decisions (e.g., promotions, succession planning), and enhance overall organizational effectiveness.
  • Fostered a culture of continuous feedback and accountability, significantly improving employee engagement and driving individual and team performance outcomes.
  • Compliance & Regulatory
  • Ensured comprehensive employment regulatory compliance across 20+ AOA regions (including Singapore, Indonesia, India, Australia, New Zealand), proactively adapting to diverse legal landscapes.
  • Developed and enforced internal processes and Standard Operating Procedures (SOPs) to ensure consistent and compliant application of HR policies across the organization, enhancing operational efficiency and reducing compliance risks.
  • Regularly conducted internal audits of HR processes to verify adherence to established policies, regulatory requirements, and best practices, identifying areas for continuous improvement.
  • Managed all regulatory reporting processes, ensuring timely and accurate submissions to government authorities.
  • Advised on diverse employment law issues, including contracts, performance, disciplinary actions, and terminations, ensuring full compliance with local acts such as Singapore's Employment Act.
  • Drafted and regularly updated HR policies and employment documents to align with current legal requirements and industry best practices.
  • Oversaw end-to-end relocation processes for transferring employees across multiple regions, including work permit/visa coordination, housing arrangements, and household goods/pet relocation, ensuring seamless transitions in compliance with immigration laws.
  • Employee Relations & Advocacy
  • Served as a regional employee advocate, skillfully balancing employee perspectives with critical business needs and compliance requirements.
  • Managed all employee grievances, from initial intake and thorough investigation to resolution, ensuring fair, consistent application of company policy, and full legal compliance.
  • Core HR Operations & Data Management
  • Owned and continually enhanced core HR processes for the APAC region, ensuring their effectiveness, compliance, and scalability of operations.
  • Maintained accurate employee records in HRIS and supported regional and global HR data reporting needs, contributing to data integrity and strategic insights.
  • Delivered essential core HR programs, such as performance reviews, compensation planning, and learning initiatives, always aligning with Centres of Excellence (CoE) guidance.
  • Liaised actively with HR CoEs (e.g., Talent, Rewards, Learning & Development) to address employee queries and ensure the smooth adoption and implementation of HR processes and programs.
  • Collaboration & Teamwork
  • Collaborated effectively with diverse local and global teams and HR Centers of Excellence (CoEs) to deliver integrated HR solutions, sharing responsibility for successful outcomes and fostering strong cross-functional partnerships.

Education

Diploma - Sales and Marketing

Marketing Institute of Singapore

Certificate - Introduction to Talent Management

Korn Ferry Academy

Certificate - Designing in Talent Development

Korn Ferry Academy, Singapore
2022

Certificate - Talent Identification and Succession Planning

Korn Ferry Academy

Skills

Timeline

HR Business Partner - Element Geotechnical Testing (S) Pte Ltd
07.2022 - 05.2025
HR Business Partner Regional - Nestle Pte Ltd
05.2017 - 12.2021
HR Business Partner, Regional - Aurecon Pte Ltd
06.2012 - 04.2017
HR Business Partner, Junior - Accenture Pte Ltd
01.2008 - 05.2012
Korn Ferry Academy - Certificate, Introduction to Talent Management
Korn Ferry Academy - Certificate, Talent Identification and Succession Planning
Marketing Institute of Singapore - Diploma, Sales and Marketing
Korn Ferry Academy - Certificate, Designing in Talent Development

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