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Chief People Officer

One Mount Group

Chief Human Resources Officer

Techcombank (TCB)

British American Tobacco

* As a member of the Regional HR Leadership Team, aligned and initiated corporate
activities to build a sustainable leadership pipeline across the Region by:
- Embedding leadership development and talent management practices at the
individual level in all end markets and functions across Asia Pacific
- Supporting line managers’ efforts by continuing to simplify and align practices and
improve communication process
- Actively participates in the shaping of the company’s Talent Development strategy
+ Driving the embedment of Leadership Strategy and Talent Management
Practices across the region and thus gaining personal buy-in and commitment
to these strategy and practices
+ Acting as an expert in providing knowledge and understanding of Leadership
Development and Talent Management Practices
+ Coaching and advising regional, business unit and functional talent managers
in leadership development and talent management execution
- Contributing to the development of the Senior Business Leaders / GM talent
pipeline
+ Identifying and assessing the impacts of changes to the business strategy on
the talent pipeline and ensuring appropriate actions
+ Providing thought leadership and leads Regional Talent Development Projects
+ Initiating regular assessments of the leadership talent succession pipeline (both
functions and regions) and advising in the formulation of relevant action plans.
- Supporting the building of talent management capabilities to the wider HR
community, with special focus on Talent Managers and HR Business Partners
* Was a valued business partner to senior stakeholders such as Global Functional Talent
Managers, Regional HR Managers, Regional Talent Managers, Regional Heads of
Functions, GMs and HR Directors by driving strategic inputs, challenging and adding
value to existing models and processes, designing new approaches as appropriate and
ensuring consistency of Leadership and Talent strategy in all areas of the business.

Regional Head of Talent

* As a member of the Top Team, built a high-performing organization by:
   - Defining and aligning HR priorities with business strategy, while proactively
anticipating business needs and identifying opportunities to improve HR support to
business activities
   - Establishing and communicating the annual HR cycle plan to execute with quality
the core HR processes (salary review, bonus schemes, PerforM, DeveloP, CareeR,
Talent Review Meetings, employee engagement, change projects)
   - Driving a strong performance management culture 
   - Facilitating the Strategic Leadership Agenda process & experience for the Top
Team and together with the GM tracking the progress of the SLA and implementing
interventions where necessary to maintain momentum
   - Provide professional change management expertise and consulting support to
organisational change programmes and issues
* Strengthened the local talent pipeline to enhance business performance by:
   - Planning, facilitating and managing the identification of high-potentials, succession
plans for key/senior roles and action plans to maintain the robust development of
talented employees through the annual Talent Review process
   - Facilitating smooth transitions of key talent in key roles 
   - Leading the HR team to coach and support line managers to execute attraction,
selection and hiring activities and build their capabilities to effectively self-manage
the hiring development and hiring of employees
* Drove organizational productivity in the areas of structure, headcounts and staff costs
* Gained buy-in and support from the Region on Vietnam’s People & Organization
strategy 
* Built a strong HR team to support the business by:
   - Leading a team of 10 HR managers and professionals
   - Developing capabilities for HR Business Partners in the area of Talent, Reward,
Organizational Effectiveness and HR Business Partnering
   - Reviewing HR priorities and plans on a regular basis

Head of Human Resources

* Strengthened the regional talent pipeline by:
- Leading the design, development and delivery of leadership learning programmes
for the Asia Pacific Region to help high-potential managers successfully transition to
the next level of leadership
- Driving learning effectiveness through the establishment of KPIs to measure returns
on investment for learning programmes, and work with training providers, endmarket
Talent Managers and HR Business Partners to implement required
improvements Drove the consistency of Management Trainees’ development
standards across the Region to deliver high-potential talent into entry-level
management pool as intended
- Enhancing the consistency and standards of the core talent management
processes across the Region (PerforM - performance management, DeveloP &
CareeR - development & career planning)
- Engaging and supporting end markets (Line Managers, HR Directors, HR Business
Partners, Talent Managers) to deliver quality execution of regional initiatives,
processes and standards
* Ensured regional learning & development interventions were delivered with high quality
standards and in a cost-efficient manner by:
- Managing providers of regional training programmes including selection, contract
negotiations, and ongoing evaluations to ensure high service standards and
effective delivery of agreed training objectives in a cost-efficient manner
- Conducting regional budget & expenditure planning and monitoring for regional
leadership programmes

Regional Learning & Development Manager

* Strengthened the local talent pipeline by:
- Putting in place development plans for key talent with clear accountabilities for
execution and ongoing monitoring of “plans-to-reality” progress
- Improving the quality of execution of the key talent management processes (Talent
Reviews, PerforM, DeveloP, CareeR)
- Delivering visible improvement in People Leadership mindset and skills among line
managers by enhancing their ownership and building their capabilities
* Promoted better business performance by:
- Driving alignment of organizational, functional and individual objectives and
deliverables through the Line of Sigh process
- Facilitating the Strategic Leadership Agenda (SLA) process at Top Team level,
leading to the formation of the company’s Vision, Preferred Future and 3-Year
Strategy
- Providing change management support to key projects (Asia Pacific Supply Chain
Service Center, Project Lego on organizational design), ensuring business
continuity and ability to deliver targets amidst changes
- Delivering sustainable productivity in HR & Admin through efficient utilization of HR
& Admin Overheads budget
- Maintaining good control environment in HR & Admin through proactive assessment
and compliance to Audit requirements and local laws & regulations
- Contributed inputs to business forums (e.g. Top Team Meetings, Sales &
Operational Planning meetings) and provided peer coaching to other Top Team
members
* Enhanced BAT’s Employer Brand by:
- Maintaining sound Employee Relations through relationship management with
Trade Union
- Providing a fun, safe & convenient working environment through effective
implementation of employee welfare activities (CARE Programme, Sports &
Recreational Club)

* Improved organizational capabilities to attract and retain talent by:
- Developing and implementing of various initiatives focusing on Line Leadership,
Employee Engagement and Working Environment (Project Rainbow)
* Drove better Employee Engagement by:
- Leading the global employee opinion survey (Your Voice) process for East Asia
Area (Vietnam, Cambodia, Indonesia, Philippines, Thailand) from survey
administration to result analysis & communication and through to action planning to
support the building of BAT as a Great Place to Work
- Working with Corporate Communications to deliver frequent & transparent
cascades of company strategies to build excitement, belief and winning spirit
around the shared vision
* Promoted better business performance by:
- Supporting the building of Change Management capabilities across the organization
to implement the required business & people changes needed to grow and deliver
the business

Senior HR Manager, Organizational Development & Change Management

* Improved organizational capabilities to attract and develop talent by:
- Improved BAT Malaysia’s graduate talent sourcing capabilities through creative
campus presentations and innovative means of communications that increased
BATM’s visibility on campus and among external stakeholders
- Developed the Mentoring Programme for BAT Malaysia and drove consistent
implementation across the Company through effective monitoring mechanisms and
capability-building for relevant stakeholders
* Promoted better business performance by:
- Delivering value as HR Business Partner to Corporate Services stakeholders
(Finance, Corporate & Regulatory Affairs, Legal, IT and HR) through timely &
successful implementation of key projects and initiatives with clear line ownership
(360 Feedback , Quarterly People Meetings, Organizational Redesign Project, Role
Profiles, Your Voice Action Plans)
- Improving the control environment within HR Corporate Services, Training &
Development and Recruitment by conducting preliminary assessment and
proposing corrective action plans for identified control breakdowns or improvement
opportunities.

HR Specialist, Corporate Services & Talent Development

* Strengthened the local talent pipeline by:
- Developing and implementing graduate recruitment strategies to deliver
Management Trainee recruitment targets on time in full (quantity and quality)
- Building partnership with external recruitment agencies and vendors, business
stakeholders and line managers to improve efficiency and effectiveness of
recruitment and selection processes, reducing lead time while maintaining relatively
predictive decision-making
* Enhanced BAT’s Employer Brand by:
- Planning and executing various graduate recruitment activities including career
talks, internship programmes, factory/office tours and scholarship programmes
among target student communities including universities and student associations
- Planning and executing employer branding activities for above-market sourcing
initiatives (Australia, UK, Singapore), leading to higher recognition of BAT’s
Employer Value Proposition from a wider audience in more diverse geographies

Assistant HR Manager, Graduate Recruitment & Development

Management Trainee

With a wide range of experience in human resources management spanning close to 20 years in both end-market and local HR leadership roles, Alexis is one of the leaders who aim to deliver added value in human capital management for companies she works with. Specializing in Talent Management, Organizational Development and HR Business Partnering, she has had a meaningful career in attracting, developing and retaining the best people for organizations across Vietnam and the Asia Pacific region.

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