Chew Yen Chan

Partner with business departments under diverse remit, design and deliver organization strategies based on indepth business understandings. Foster the organization development in both local and regional context and be actively involved into framework, policy or infrastructure design across diverse subject matters including but not limited to talent acquisition, trainingand development, performance management as well as employee relations. Act as Subject Matter Expert and provide timely HR advice to key stakeholders, support the development of localCOE functions with local insights and market best practice. Drive the implementation of multiple HR initiatives and processes while ensure quality services and experience at all levels. Through close interaction with key leadership as well as employees at all levels, establish effective and diversified communication framework in the organization, create an atmosphere of trust and goodwill, and promote company culture.

Portfolio handles : Risk Management division Audit division Finance division Treasury division Contact Centre department Strategic HR Advisory: Acted as a trusted advisor to business leaders across Retail, Corporate, and Support functions—translating business priorities into people strategies aligned with OCBC’s transformation roadmap. Organizational Effectiveness & Workforce Planning: Led annual manpower planning and succession initiatives, identifying critical talent gaps, bench strength, and future workforce needs to ensure business continuity and agility. Performance & Talent Management: Drove annual performance reviews, goal-setting alignment, and calibration sessions. Spearheaded development plans for high-potential employees and supported leadership development through targeted interventions. Employee Relations & Compliance: Handled complex employee relations matters, including performance issues, misconduct, and grievance resolution. Ensured HR practices remained compliant with Malaysian labour laws and internal risk policies. Engagement & Culture Initiatives: Championed employee engagement surveys, analyzed feedback, and partnered with managers to implement team-level interventions that improved morale, retention, and productivity. People Analytics & Reporting: Developed people dashboards and data-driven reports to identify attrition trends, engagement risks, and workforce productivity metrics—enabling data-led HR decisions and executive reporting.

1. Recruitment & Resourcing • Execute recruiting plans according to the budgeted headcount. • Monitor manpower budget and overall headcount of the Company. • Work closely with hiring managers on manpower needs, recruiting and interviewing plan for each open position. • Conduct regular follow-up with hiring managers to determine the effectiveness of recruiting plans and implementation. • Coordinate interview arrangements between hiring managers and candidates. • Interview candidates on site and offsite. • Perform reference and background checks for potential candidates. (if required) • Manage the use of recruitment agencies. • Utilize the Internet for recruitment and post positions to appropriate Internet sources. For eg. Jobstreet. • Use social and professional networking sites to identify and source candidates. For eg. LinkedIn • Prescreen and review applicants to evaluate if they meet the position requirements. • Update the company website recruiting page. • Manage the recruitment of interns and conduct exit interviews for all interns. 2. Networking • Create contacts and build network through industry contacts and maintain regular contact with possible future candidates. • Communicate with managers and employees regularly to establish rapport, gauge morale, and source new candidate leads. • Conduct New Staff Orientation for new recruits. 3. Administrative Duties & Record Keeping • Broadcast vacancy list to all employees in TMLM in a quarterly basis. • Develop a pool of qualified candidates in advance of need and maintain most updated info in the candidate database. • Prepare salary proposal to submit for Management's approval before making offer to successful candidates. • Prepare payment vouchers to ensure recruitment related expenses are settled within the stipulated deadline. • Attend to all ad-hoc assignments.

HR Assistant (Oct’ 2013 – Dec’ 2014) Promoted to be HR Officer (Jan’ 2015 – present) Job Overall Purpose To assist in the Recruitment and Training functions of all companies under the UOA Group. Job Description: 1. Recruitment & Selection Manpower Requisition Job Posting / Placement • To perform online job postings for all vacant positions; Resume Search • To perform resume search in the database of online job portals; Review / Shortlisting of Resumes • To perform preliminary screening of all applications via online job postings; Interview • To assist in interviewing candidates for non-executive positions; Reference Check • To assist in conducting reference checks on successful candidates; Recruitment Administration • To schedule interviews for shortlisted candidates; • To check and ensure that all required documents are submitted by candidates when attending the interviews; • To check and ensure that job application forms are properly filled up by the candidates; • Where necessary, to follow up with candidates for required documents to ensure that all documentations are complete; • To submit all documents for successful candidates including the notes/ interview ratings and comments to the approving authority for approval; • To assist in issuing Letter of Appointment to successful candidates; • To assist in briefing successful candidates on the terms and conditions of their employment; ensuring that all recruitment documentations are complete etc; • To update status on vacant positions in the Group; 2. Training Administration • To assist in the administration of the training function as and when necessary; • To assist in conducting induction program for all new employees. 3. Others • To undertake ad-hoc assignments assigned when required.

Responsible for the recruitment cycle of sourcing, screening, interviewing and reporting. Involves in research of new candidates & build the talent pool. Presents based upon findings in the research and selection phase appropriate candidates to clients. Drafts and posts adequate publications to attract candidates. Actively searches on candidates through adequate recruiting channels. Reports adequately on candidates competencies, personality and profile to clients. Performs weekly report and database updates. Administrative follow-up and wrap up of client and candidate databases.

To assist recruiter in day to day activities, work with departments to understand and fulfill the recruitment needs. Assist in posting job adverts through our online recruitment system and sieve through CVs. Conduct prescreen interviews with candidates. Facilitate and coordinate interview and selection activities. To prepare the recruitment statistics for regular reporting purposes. To conduct exit interviews, compile statistic and analyse employee attrition rates by identifying root cause and take corrective action. To assist in other ad-hoc recruitment and HR related duties as when required.