Angela Zhang, PHR

(SZ: GOTION HIGH-TECH Co, Ltd.)  Lead a team of 4 HR and recruiting professionals managing 50–60 active requisitions across Sales, Engineering, R&D, Operations, and corporate functions; own full-cycle talent pipeline strategy for Energy Storage, BESS, EV OEM battery, and residential C&I energy product lines supporting Gotion’s North America hiring agenda.  Partner with internal and external legal counsel on complex employee relations matters including workplace investigations, involuntary separations, compliance-sensitive cases, and risk mitigation; advise executive leadership on ER strategy to protect organizational integrity and minimize legal exposure across South America and North America operations.  Own end-to-end performance management operations for 200+ employees across Gotion Americas, including KPI/PBC design, calibration coordination, and leadership communication — establishing accountability frameworks that strengthen performance visibility and drive organizational effectiveness.  Collaborate cross-functionally with Finance, Legal and Operations team on compensation planning, workforce budgeting, and HR policy implementation; manage HR operational budget and monthly P&L tracking across recruiting agency spend, training investments, and workforce-related expenses.  Design and implement a skill-based workforce resilience and internal talent development framework supporting organizational capability building; build and standardize onboarding SOPs that improve new hire productivity, compliance, and operational consistency across North America.

Focusing on Performance Management, Compensation and Incentives (Sales Commission, LTI), Organizational Development (OD), and Training and Development.

HR COE group Performance & Incentives Long Term Incentives （LTI） - Spearheaded the design and execution of comprehensive long-term incentive programs for 10,000+ employees in North America to align employee rewards with company performance and strategic goals. - Utilized Excel and data analysis tools to calculate employees' post-tax shares. Assisted employees with specific questions regarding taxation, RSU vesting and settlement times, and eligible shares for buyback. - Conducted in-depth analysis on RSUs practices and trends, best practices and regulatory requirement, to provide strategic recommendations on the Employee Equity Liquidity Plan, and effectively communicated program details and changes to stakeholders at all levels, ensuring clear understanding and smooth implementation. - Collaborated with Legal, Tax, and Finance teams to ensure compliance with global regulatory requirements and optimized the tax efficiency of equity programs for US and non-US employees, enhancing overall employee satisfaction and retention. - Establish and maintain data governance practices to ensure data consistency, accuracy, and security within ESOP and Workday. - Managed the long-term incentive and total rewards for global transfer/assignment employees, developing and implementing compensation and benefits programs to cost-effectively attract and retain global mobilized talents.

(NASDAQ: NEGG) - Developed HR procedures and best practices, including streamlining recruiting and onboarding processes, creating headcount and budget approval procedures, developing job descriptions, structuring interviews and evaluation, as well as formulating offer letter verbiage and managing background checks. (This effort resulted in a reduction of average time-to-fill from 44 to 35 days, improvement in new hire retention rates from 65% to 78%, and 100% compliance during HR SOX audit). - Implemented a comprehensive key performance indicators (KPIs) evaluation system for 675 employees. Resulted in quarterly improvement: 15% increase in productivity, 25% in performance transparency and goal alignment. - Led the implementation of Talent Programs including Early Career Program (www.newegg.com/nsip ), new hire 30/60/90 Training Program, leadership training program (“Hexagon Warriors”) and Performance Incentive Plan. - Conducted industry competitive salary benchmarking using both internal pay ranges and external tools. Regularly updated internal pay ranges based on benchmarking results, ensuring the organization's compensation remains competitive within the industry. - Prepared and present reports on salary benchmarking findings to senior leadership, contributing valuable information to guide compensation strategy and maintain a competitive edge in talent acquisition. - Collaborated effectively with the IT department to enhance HRIS functionality, ensuring seamless integration with existing workflows. - Teamed up with HRBPs to design and implement engaging employee activities, such as sports clubs, wellness fairs, new hire network luncheons and holiday celebrations. - Executed improvement through training sessions for VP, Directors, and line managers, resulting in a 20% increase in their proficiency in utilizing the new evaluation system.

- Managed a team of 3 recruiters on daily operations and recruiting activities. Able to manage recruit and onboard 40 positions in a month. - Conducted full cycle recruiting for various corporate positions, YoY filled 130+ positions, including 25+ as Director level above positions. Saved the company $1.2M in hiring fees. - Streamlined recruiting and onboarding processes, resulting in a reduction of average time-to-fill from 60 to 44 days, improved new hire retention rates from 60% to 65%, and achieved a candidate satisfaction rate of 89%. - Oversaw company employer branding channels (LinkedIn, Glassdoor, Indeed, and company career page) and executed bi-weekly marketing campaigns to enhance employer image. - Actively engaged with universities and regional student unions to conduct online career fairs, and employer branding program. - Built and maintained relationships with stakeholders across the company, providing daily to weekly recruiting updates for key positions. - Ensured a positive candidate experience by developing accurate job descriptions and role profiles, train and update recruiting team on how to represent and introduce company strategy, vision, core values to candidates. - Developed and motivated a high-performing team of recruiters through coaching and skills training. - Collaborated with CFO, FP&A, and finance team on YoY headcount forecasting and planning, understand company financial status and overall business goal in order to create appropriate short term and long-term incentive plan.

• Conduct full cycle recruitment for global positions in North America, APEC and EMEA. Specialize in e-commerce and tech positions. • Coordinate on candidate screening, interview scheduling and rescheduling, offer negotiations, reference checks, and all recruiting related matters required by clients. • Partner with startup clients to develop talent acquisition strategy and map out position analysis. Consult, analyze, and develop plans for hiring budget, labor laws, DEI, relocation, and mobility issues. • Provide solutions on outsourced/offshore RPO projects, flexible employment, and direct recruiting. • Lead Talent Globalization Solution project – write and update business proposals, track project schedule, jump into meetings to collaborate and discover impediments. • Track and communicate hiring metrics, such as cost-per-hire, time-to-fill, submit-to-hire, and resources used.

• Assisted with HRBP in planning recruiting strategy for cyber securities and engineering positions, including full-cycle recruiting, interviewing, on-boarding, and termination. • Served as a liaison between management and employees by handling activities of labor relations, employee relations and employee investigations. • Create and execute social media strategy for employer branding and recruiting marketing. Manage activities to drive effectiveness of all marketing channels (Facebook, Instagram, Twitter, LinkedIn, Glassdoor). • Respond to employees’ questions and requests about company policies in a timely and professional manner. • Worked with legal counsel and labor attorney on immigration and visa matters.

NASDAQ: BIDU - Conducted high volume on-campus technical position recruiting project - coordinated with up to 300 candidates for interview liaisons and follow ups. - Utilized various recruiting tools and social media platforms for sourcing and screening technical job candidates and wrote up recommendation forms to the direct hiring managers. - Maintained new employee files in compliance with legal requirements and updated all employee related data in corporate HRIS system. - Prepared and provided statistical reports concerning records of hires, transfers, absenteeism, turnover rates and interview feedbacks for employee performance review. - Assisted in maintaining and updating HR documents, including employee handbooks, organizational charts. - Conducted industry research on compensation and mobility trends and benchmarks.

NYSE: IPG - Coached supervisors and managers on company policy matters such as organizational chart, sexual harassment, performance appraisal and disciplinary procedures. - Provided administrative support on employee onboarding and offboarding, background checks and verifications, new staff orientations, and e-files maintenance. - Documented on organizational changes and supported the data entry on corporate HRIS system. - Partner with HRBP to deliver HR related support and service on workflow, holidays and benefits, operational process, and developing training needs.