Andy Su

Full scope site level lead and multi-stakeholder liaison for full-cycle, cross-functional merger transitions.

• Lead and support end-to-end site operations for a U.S.-based, highly automated solar panel manufacturing facility, enabling production ramp-up, line stability, productivity improvement, and overall operational execution in alignment with business objectives. • Serve as a strategic HR and business partner supporting manufacturing, after-sales technical support, OEM production, and cross-functional operations, ensuring organizational alignment and execution effectiveness. • Own U.S. labor, HR, and immigration compliance for U.S. manufacturing operations, translating complex regulatory requirements into practical business solutions that enable compliant and scalable operations. • Act as the primary liaison between HQ and U.S. operations, bridging global strategy and local execution by translating corporate direction into actionable, compliant, and operationally viable plans. • Advise expatriate leaders and foreign management teams on U.S. labor law, workplace practices, and organizational norms, enabling effective leadership integration while mitigating compliance risk. • Lead complex employee relations and compliance matters, including investigations involving conduct, discrimination, and work authorization, ensuring balanced resolution aligned with legal and business considerations. • Drive organizational capability building and workforce localization strategies to support rapid growth, leadership development, and long-term talent sustainability in the U.S. • Partner with business leaders on workforce planning and incentive design to align productivity, retention, cost discipline, and performance outcomes. • Contribute to strategic manufacturing expansion initiatives by ensuring HR readiness, compliance alignment, and cross-functional execution support. • Provide strategic oversight of site administrative and operational support functions, including security, facility services, and workplace infrastructure, ensuring safe, compliant, and reliable site operations.

Highly automated manufacturing facility with state-of-the-art production technology and AI system. •Report to Site GM and HQ HR GM •Site HRBP/Admin Manager for 700+ employees in a high-tech, automated manufacturing facility; •Scale up business in 4 months with doubled workforce and quintupled output capacity; •Oversee full HR operational functions including full scope of Talent Management, Employee Engagement, Payroll and Benefits, as well as HR Legal Compliance; •Local COE alignment with Jinko Global HR Practices in Compensation, Performance Appraisal, Incentive and Reward Programs, and Organization Development •Continuously driving for improvement on staffing, retention, and labor efficiency to meet changing business demands and challenging regional labor market

High volume/intense labor manufacturing site producing 10k+ PC units/day. •Report to Site Ops Director and NA HR director •Site HR Head, with 4 direct reports and 12 indirect reports •First Line HR Support for "Made in USA" Foxconn US Project in WI. • HR Post-Merger & Acquisition activities: staffing, compensation, and org structure consolidation. • Plan and manage staffing for 800+ production floor & logistics workers based on order forecast, cost analysis, and engineering model; propose proactive staffing strategies to top management team for multiple hiring seasons • Conduct market research and cost analysis for hourly positions to maintain labor market competitiveness and hiring ability •Responsible for all HR functions for multiple new businesses implementation, including manufacture, rework, and logistics hub •Established Leadership Development Program and Succession Planning as part of company’s Total Talent Management System • Lead site 5S and lean manufacturing initiatives; implement reward and recognition program to enhance sustainability of initiatives

-In-house HR Consultant and Organizational Change Promoter •Provided in-house HR consulting service: Data Analysis; Org. Change; Valuation for HR practices •Owner and developer of a multimillion-dollar compensation project (Pointed Job Evaluation and Regression Model) • Lead and implemented a cross-training and job rotation program on production lines to further improve line efficiency •Reviewed and redesigned a standardized selection process for engineer department to maximize talent selection reliability • Administer Performance Review System; customize the system to ensure its alignment with company’s business strategy •Co-operate with HRIS developers to upgrade and optimize the company’s in-house designed HR IT system •Conduct active talent sourcing through different recruiting channels, including campus career center, job board, and social networks •Manage employment relations with direct and indirect workers and conduct necessary investigations; dealing with progressive disciplinary actions, employee grievance, FMLA, Worker's Comp, and other HR administrative issues • Administer and process ADP payroll and 401(K) services; configure and compile ADP reports for multiple purposes

•Assisted a prestigious professor in academic research including data mining and business strategy analysis with focus on pharmaceutical industry and innovative tech start-ups •Used third party softwares to design and modify statistic algorithms for Excel •Obtained some expertise with different databases: LexisNexis, Compustat, ThomsonOne, etc. •Provided administrative support to Strategic Management course

-Diversity and Inclusion Project •Diagnosed the gap between desired talent management objectives and current status for three branches in this area by using multiple research methods: data base, interview, questionnaire, archive, and benchmarking •Recommended an in-depth action plan for how to leverage existing strengths to improve diversity management strategies as well as solve current problems

•Proposed quantitative value proposition of an improved onboarding process to DAS clients •Designed an effectiveness evaluation system to measure both productivity and "ROI" of certain onboarding practices by combining performance metrics and Job Evaluation techniques •Enabled DAS to achieve a competitive advantage through enhanced integration of new hires with a special focus on those characterized as Gen-Y and Experienced new hires • Secured sustainable business growth for DAS through its people: maximizing effectiveness and efficiency of DAS onboarding process in order to acquire and engage the top talent needed for business success • Enabled DAS to successfully compete for talent in the very competitive agricultural labor market and to accelerate business growth by attracting, and leveraging new hires with attention to Gen-Y and young experienced hires

• Directly Reported to HR Manager and HR VP; main responsibilities focused on recruitment and selection • Assisted HR VP in designing and drafting Asia Talent Building Plan for year 2013-2015 • Represented AREVA as a main recruiter in the largest annual Sino-France career fair • Screened resumes for five different positions (selection ratio ranged from 1:135 to 1:427) by utilizing multiple screening methods • Conducted telephone interview for different positions including a Senior Sourcing Manager of China and a Financial Director in a Shanghai JV with nearly 2000 employees • As a main interviewer, interviewed a total of seven candidates of a HR position in technical interview and stress interview • Negotiated compensation package with prospective employees during the pre-employment phase • Coached an undergraduate intern from France in basic HR practices and business functions

4-semester, 61-credit hour degree program with MBA core

•Merit Student Award (students who performed outstandingly in academics, ethics, and athletics)