Carolina Tan

HR Business Partnering • Partner the assigned business units to understand their hiring and staffing needs and provide support on HR matters such as manpower planning, performance management and staff issues (grievances and disciplinary). • Establish and maintain relationships with hiring managers to stay abreast of current and future hiring and business needs. • Provide guidance on policies and procedures to harmonize responses to complainants and ensure appropriate investigation and resolution of grievances. • Collaborate with fellow teams within HR to ensure consistent and integrated HR support to the business units. • Manage projects as determined in the annual HR Operational Plan and contribute in functional and cross-functional initiatives. • Administer and track day-to-day HR operations including recruitment, new appointments/re-appointments, joint appointments and exit. • Conduct exit interviews for staff and provide insights to hiring managers in planning their talent pipeline requirements and areas for improvement. Talent Acquisition • Responsible for end-to-end recruitment processes including sourcing, pre-screening of CVs, interview arrangements, prepare salary proposals, offer management and conduct reference checks. • Implement recruitment programmes to meet the strategic talent attraction plan. • Participate in career fairs to connect with potential candidates. • Source and recommend new recruitment and selection tools. • Enhance the recruitment and onboarding experience for both hiring managers and new hires. • Expatriate management from relocation, transit accommodations, pre-employment medical examination to the completion of mandatory work pass formalities. • Comply employment process with local government regulations and School’s policies and processes that impact on talent acquisition.

• Responsible for end-to-end recruitment cycle such as identifying and screening potential candidates for clients’ job openings within the Healthcare, Pharmaceutical and Lifescience industries. • Establish and maintain clientele database by building strong rapport and trust through meet ups to discuss their hiring needs. • Source potential candidates ranging from entry-level to managers and allied health professionals (e.g. nurses, medical social workers etc) to build and maintain ready talent pool. • Attract applicants by placing job advertisements, personal networks, and social media platform such as Linkedin. • Determine candidate requirements by studying job description and job qualifications. • Prepare and coordinate interview arrangements, job offer process and negotiate salary packages. • Provide professional consultation on employment market and practices to clients and candidates. • Avoid legal challenges by understanding current legislation; enforcing regulations with managers and recommending new procedures. • Chase accounts receivables.