Christine L.

· Lead the global Talent Acquisition function and Talent Acquisition Center of Excellence across five verticals within 30 countries providing strategic direction across recruiting, operations,workforce planning, and early careers while leading a team of 30 professionals spread across Wizards of the Coast ( digital gaming, high growth vertical), US & Corporate Functions - Hasbro, Global Early Careers and International teams. · Develop and execute global talent acquisition strategies aligned with long-term business objectives, 3-year roadmap focusing on workforce planning priorities, and future organizational capability requirements. · Built and scaled a globally aligned Talent Acquisition Center of Excellence focused on governance, operational excellence, consistency, and scalability across regions. · Utilize hiring velocity, offer acceptance rates, pipeline health metrics, and stakeholder feedback to guide strategic decision-making and resource planning. · Partner with executive leaders and HR Business Partners on annual workforce planning and talent forecasting initiatives to proactively address future hiring requirements. · Oversee annual budget planning ($4mil) and resource allocation across the global Talent Acquisition organization. · Drive development and expansion of global internship and graduate recruitment programs through partnerships with leading universities across the United States, Hong Kong, London, and Montreal. Coach and develop leaders and team members to strengthen capability, succession readiness, and organizational performance. Successful Go-Live of Greenhouse ATS migration in line with AI transformation

·      Established and led the International Markets Talent Acquisition function across APAC, EMEA, and LATAM, supporting complex hiring requirements across more than 30 countries, savings of $2mil through direct sourcing model, moving away from search firm traditional recruitment strategy. ·      Built the International Markets Talent Acquisition Center of Excellence from inception, creating governance structures, processes, operating rhythms, and service delivery standards. ·      Directed recruitment strategies across commercial, supply chain, corporate, and leadership functions within diverse cultural and regulatory environments. ·      Leveraged SuccessFactors, Eightfold AI, LinkedIn Recruiter, Mercer compensation data, and employee insights tools to strengthen talent decisions and workforce planning. ·      Established scalable operating models that improved consistency, quality, and effectiveness across international recruiting activities. ·      Collaborated closely with HR leaders and business stakeholders to ensure alignment between talent acquisition outcomes and organizational priorities. ·      Developed and coached Talent Acquisition professionals while fostering a high-performance culture across geographically dispersed teams.

·      Served as strategic HR advisor to the Asia Senior Vice President and Asia Leadership Team, guiding workforce planning, organizational effectiveness, leadership development, talent strategy, and transformation initiatives. ·      Led HR strategy across Singapore, Malaysia, India, China, Japan, South Korea, Taiwan, Hong Kong, and Middle East markets while overseeing regional HR teams. ·      Directed implementation of Hasbro’s Transformation 2027 agenda across Asia, aligning organizational structures, talent priorities, and operating models with enterprise objectives. ·      Led significant organizational redesign initiatives involving consolidation of three regional hubs into a unified Asia operating structure. ·      Oversaw establishment of Sales and Marketing shared services capabilities in Malaysia and India to support organizational efficiency and transformation goals. ·      Guided succession planning, talent review, leadership assessment, and workforce planning activities across multiple markets and functions. ·      Led organizational integration activities supporting Asia-Pacific alignment while ensuring continuity, engagement, and talent retention. ·      Contributed to enterprise-wide people strategies as a member of both the Global HRBP Leadership Team and APAC Leadership Team.

· Served as strategic HR partner to the ASEAN and Greater China Supply leadership teams, aligning people strategies with business objectives and operational priorities. · Supported a workforce population of more than 2,700 employees across eight manufacturing facilities throughout ASEAN. · Directed workforce planning, succession planning, capability development, and organizational effectiveness initiatives across supply functions. · Partnered with Site Directors and local HR leaders to strengthen leadership capability and talent pipelines within manufacturing operations. · Supported manufacturing, procurement, supply services, finance, and quality organizations through strategic HR leadership. · Guided talent reviews and succession discussions to strengthen organizational capability and leadership bench strength. · Supported execution of Vision 2022 objectives by aligning people priorities with operational and business requirements. -3 out of 8 factories were global: a) Cileungsi is Global Dettol factory b) Bangpakong is Global Condom factory c) Bangplee is Global OTC & Personal Care factory

· Led a critical global Talent Acquisition transformation initiative focused on technology modernization, process redesign, governance, policy enhancement, and candidate experience improvement. · Served as PMO Lead overseeing technology, change management, training, communications, process design, and stakeholder engagement workstreams. · Directed global implementation planning and stakeholder management activities supporting enterprise-wide transformation efforts. · Led training and capability-building initiatives to ensure successful adoption and long-term sustainability. ·  Developed governance structures and operational frameworks to support future-state talent acquisition processes. · Supported capability-building initiatives for the Medical Channel organization through competency development and career framework design. · Created onboarding frameworks, competency models, interview toolkits, and manager guides supporting objective and consistent talent assessment practices. Awarded Best Executor by Global Transformation Leadership Team.

·      Partnered with senior directors and executive leaders on succession planning, talent management, organizational design, and performance management initiatives. ·      Served as strategic HR Business Partner supporting regional corporate functions and ASEAN eCommerce organizations. ·      Played a key leadership role during the integration of Reckitt and Mead Johnson, driving cultural alignment and employee engagement initiatives. ·      Led implementation of the Global Digital Academy initiative to enhance digital and eCommerce capability development across ASEAN. ·      Drove coaching culture adoption through implementation of the GROW coaching model across leadership teams. ·      Directed leadership development initiatives including the Embark Leadership Program for first-line managers. ·      Led employee engagement, wellbeing, recognition, and culture-building programs supporting retention and workforce effectiveness. ·      Oversaw HR operations including onboarding, mobility, payroll, benefits administration, employee lifecycle management, and vendor partnerships. _____________ Recognition for ” Best Team Spirit Award 2019 “by SVP Asean Ata Safdar. ——————— Recognition for “Org Development: Asean Ecommerce” 2019 , an effort partnering with Global SVP eRB and VP eCommerce Nutrition 2019 to expand the Asean Marketplace team from 96 to 120. ——————- Reckitt Singapore ranks 31st out of Top 200 best employers, appearing on the Singapore’s Best Employers 2021 list. We are 2nd in category after P&G as a result of our response to pandemic in 2020

·      Led Talent Acquisition strategy across ASEAN and North Asia, supporting a workforce population exceeding 3,800 employees. ·      Managed eight Talent Acquisition leaders across Malaysia, Singapore, Thailand, Philippines, Indonesia, Japan, and South Korea. ·      Established best-in-class recruitment practices focused on quality of hire, direct sourcing, talent sharing, and employer branding. ·      Led implementation of competency-based interviewing methodologies across ASEAN to improve hiring quality and reduce unconscious bias. ·      Served on the ASEAN HR Leadership Team, contributing to broader people and organizational strategies. ·      Launched employer branding initiatives including the ASEAN LinkedIn Careers Page and employee advocacy campaigns. ·      Strengthened direct sourcing capabilities while reducing agency dependency and improving recruitment effectiveness. ·      Supported leadership capability development through interview training and hiring manager coaching initiatives. Member of ASEAN HRLT. 2016 Statistics: 91% direct sourcing, 9% agency 2017 Statistics: 95% direct sourcing, 5% agency, significant reduction in executive search spend and savings of $4mil.

·      Played a foundational role in establishing the ASEAN Talent Acquisition Center of Excellence and direct sourcing capability. ·      Built and scaled the Talent Acquisition team from one resource to eight team members supporting regional hiring needs. ·      Developed talent acquisition strategies focused on direct sourcing, talent pipelines, employer branding, and hiring manager partnerships. ·      Implemented recruitment processes and operating standards supporting consistency across ASEAN markets. ·      Strengthened recruiter capability through coaching, development, and best-practice sharing. ·      Built strong relationships with hiring managers to improve hiring quality and candidate experience. Awarded Best Regional Team during Asia Recruitment Awards 2016 as a result of direct sourcing and best in class recruitment process.

Responsible for Employee Familiarization Program- an orientation program for new joiners every other month, to execute 90 days onboarding and integration into the company. Handle each job order from job brief, sourcing, interview & case study arrangement, salary proposal, offer negotiation up to onboarding

Establishing MCX (Malaysia Contractor Exchange) team when I came onboard due to growing needs for staff augmentation in Accenture (SAP, Oracle)