JOY ZHANG

• Managed comprehensive HR, IT, and EHS/facility functions, driving initiatives to support business objectives and foster a productive workforce.
• Assessed existing HR and administrative practices and implemented standardized procedures for improved compliance and effectiveness.
• Facilitated organizational change to establish a culture that embraces out-of-the-box thinking.
• Achieved seamless HR digitalization by launching an employee self-service platform that improved user engagement. Delivered customized reporting solutions that enhanced decision-making. Enabled automated report generation, significantly reducing manual workload.
• Developed and executed a pay and grading system to ensure equitable employee compensation.
• Achieved successful establishment of a talent circle, enhancing selection and onboarding efficiency. Delivered comprehensive orientation and on-the-job training, resulting in improved employee performance. Executed talent review and succession planning, ensuring a robust leadership pipeline. Developed impactful training and development programs, leading to increased employee engagement. Implemented effective incentive recognition and award systems, contributing to higher retention rates.
• Analyzed and improved performance appraisal methodologies to ensure fair and constructive feedback.
• Developed comprehensive skill matrix and evaluation criteria to support strategic workforce planning in engineering and operations sectors.
• Crafted and applied assessment center methodologies aimed at identifying and assessing leadership capabilities in candidates.
• Analyzed market trends and established effective sales incentive bonus structures to align with organizational goals.

• Directed HRBP team to implement change management initiatives across the organization.
• Directed HRBP team in executing people review calibration meetings to enhance succession planning strategies. Oversaw training and development programs to facilitate career discussions and strengthen internal talent pipelines. Partnered with talent acquisition team to meet business demands by successfully filling approximately 60 vacancies in 2020.
• Led HRBP team to establish and implement annual communication strategies aimed at enhancing employee engagement through quarterly townhall and skip-level meetings; enhanced employee feedback collection by implementing suggestion boxes; detailed survey analysis, leading to actionable insights and executed action plans based on survey findings, fostering a more engaged workforce.
• Directed HR share service team in enhancing system and foundation data integrity. Oversaw the establishment of Platium as the primary database for payroll and employee information. Coordinated with global teams to facilitate successful SAP EC module implementation.
• Oversaw HR process improvement initiatives and policy updates to ensure compliance with evolving internal and external regulations.
• Achieved seamless HR service delivery by optimizing payroll and social security processes. Enhanced expatriate support through effective management of residency permits and personal filing. Streamlined employee data maintenance to improve operational efficiency.

HR Project Enhancement:

• Assisted global total reward team in redesigning sales incentive plan scheme. Supported launch of SIP 2.0 effective January 2022.
• Facilitated global agile project leadership for China sub-project within hybrid working environment.
• Facilitated Wuhan plant separation project through strategic planning and coordination.
• Partnered with IT and HRIS departments to implement new leave management system for enhanced employee experience.

• Achieved significant labor efficiency improvements by partnering with operations EVP to analyze and enhance workforce effectiveness. Developed and implemented multi-skills worker programs that increased versatility. Designed and executed strategies for fully utilizing section time. Conducted comprehensive feasibility analyses for automation lines, resulting in optimized operations.
• Collaborated with L&TD team to develop and implement operational talent pipeline initiatives from frontline leader to operations manager.
• Achieved successful development of mentor/mentee program through collaboration with L&TD team. Identified and shortlisted candidates for assessment, contributing to program launch. Conducted follow-up evaluations to enhance program outcomes.
• Achieved successful development of manufacturing trainee program by collaborating with TA and L&TD teams. Identified and developed key capacities through effective campus talk selection and assessment center processes. Optimized job rotation and evaluation methods to ensure fulfillment of trainee positions.
• Conducted career engagement sessions with employees across corporate and site locations to collect frontline perspectives. Presented findings to management to inform strategic decisions. Partnered with management to create and implement actionable plans based on employee feedback.
• Achieved zero turnover of key persons over two years through effective employee development and retention strategies. Delivered conflict resolution solutions, resulting in no arbitration cases in 2019 while navigating layoffs at three sites. Fostered a resilient workforce culture, minimizing layoffs and enhancing team stability across locations.
• Achieved enhanced site development for HR team by implementing project assignments and sharing best practices. Drove successful trial runs of new projects and ideas, resulting in improved team performance. Fostered a culture of innovation and collaboration among team members.

• HR policies/process/system set up & development
• Employee Handbook/policies draft, review & implement
• Lead & implement China pay structure establishment into global pay grading system
• Lead & implement performance appraisal system localization project in Asia
• Lead Change Management
• Organization/people review and re-organization
• Policies review and re-design to align with corporate/legal requirement
• Communication plan set up & implementation
• Asia management team development program
• HR team coach & development plan
• JV companies Chinese partner relationship development
• Daily HR supervision for sites, corporate office & sales offices
• HR budgeting, review & control
• Senior positions recruitment support
• Work strike/critical ER cases handling
• Union negotiation in Thailand & Indonesia
• A listed Spanish multinational group devoted to developing applications for sustainable use of water, such as solutions for pools and wellness, water treatment, irrigation and fluid handling. Currently the company operates in 42 countries through 150 branch office/plants. In Asia, we have offices/plants in China, Singapore, Malaysia, Thailand, Indonesia, Vietnam with approx. 600 employees.
• No. of subordinates: 5

• Supervise HR daily operational work
• HR policies/process establishment, development & implement
• Employee Handbook initiative and democratic procedure implement
• Compensation & Benefits re-structure
• Job grading review & update
• Training budget, policy, annual plan setup & implement
• Mobility & retention policies initiative & implement
• Recruitment channel (both China and oversea) development and monitor/company branding promotion via below channels
• Linkedin
• Chopstick club in UK
• The University of Nottingham China Campus
• Matchtech (top engineering search firm in UK)
• Korea & Malaysia offices establishment
• A leading global provider of product innovation, engineering solutions, clean technology and strategic consulting, UK wholly owned, with more than 100 years history in automobile field.
• No. of subordinates: 2

• Supervise HR daily operations, includes: Compensation & Benefits; Staffing; Training; Performance Management; Employee Relations
• Provide professional HR counseling to Executive Management team as well as department managers to achieve business targets, includes: China Labor Law & Regulations; Legal & Social Obligation compliance; Union/Collective Bargaining Update; HR Trend & Practice
• Develop and implement HR procedures and policies, includes: Salary Structure; Benefits Scheme; Employee Handbook; Democratic Procedure
• Establish Tiger team, includes: Subordinates coaching & developing; Networking with other departments or other divisions under Emerson Group
• Budget & cost control of HR expense, includes: Headcount; Compensation & Benefits; Training; Welfare & Activities; Charitable Program
• Internal Trainer for junior leadership training.
• Major Achievements
• Business review (includes organization review, high potential employee review, HR operation review and etc.) with executive management team for HR effectiveness improvement per business requirements
• Develop strong understanding of business and talent needs to ensure sourcing suitable candidates as well as internal career development. Includes: high potential employee career mapping setup and follow-up; talent pool management; leverage T&D project under Emerson Process Management platform; internal openings sharing initiating within Emerson group
• Successfully persuade executive team of Emerson Process Management pending global salary freezing from 12 months to 6 months according to China's reality
• Employee Handbook Update, Employee Representative Committee Establishment & Democratic Procedure Completion
• Job Grading & Salary Structure Review & Update
• Hourly Level Structure & Roadmap Setup in process
• A US multinational group with more than 60 divisions internally, fortune 500 company.
• No. of subordinates: 3
• Leaving Reason: give birth to the second baby

• Recruitment: 15 - 20 new comers from operator to Sr. manager level per month by average
• Training: Training system establishment includes training needs communication, vendor choosing, program observation, and training coordination. As the facilitator of orientation training for new comers
• Employee Relationship: act as internal consultant to managers and employees in HR professional, involve in conflicts between employees and management team such as warning, in volunteer termination and etc.
• Internal assignment/relocation package preparation: prepare related compensation & benefits package for assigned employee and provide appropriate support in the moving
• Performance Appraisal: provide performance appraisal trainings to employees, question answering, appraisal forms collection
• Project involved:
• Financial organization re-structure & share service center establishment
• Engineering center establishment
• English training for SAP system: SAP system will go live at the end of year 2007. Assist Asia Pacific headquarter in English training for employees in Eastern China
• Engineering Development Program: It is a trainee program for Asia Engineering Center. In charge of: procedure design, recruitment coordinating, each assignment follow-up and management
• English training for Asia Engineering Center
• SAP System Daily Operations and Data Maintenance (HR parts)
• ISO Internal Audit
• US wholly-owned subordinate of Air Products & Chemicals Inc., fortune 500 company, one of the biggest industrial gases companies in the world
• No. of subordinate: 2

• GM Support: Meeting/Itinerary arrangement; Report collection & preparation; Meeting minutes
• Office admin work includes: Vendor management; Cleaner, driver management
• Office Safety Officer: Quarterly Office Safety meeting provided; Office safety issues inspection & coordination