Goh Siok Ling, IHRP-SP

Driving M&A value through People & Culture

Heads the Business Development, Sales and Marketing and Comms team in SembWaste Successfully secured 2 municipal sectors (>S$500million revenue) Expanded commercial market share by 5% Boost downloads and active users of ezi recycling mobile application by more than 50% Positioned SembWaste as the leader in the sustainability and recycling space

I'm part of the Group COE for Rewards. I work closely with the team on the review of Executive Remuneration Management for ERCC and Board meetings. In addition, we also review the share based plan for the Group. In addition, I drive the conceptualisation and implementation of Successfactor for the Compensation Module. I am also the compensation business partner for snr management.

I head the team responsible for change management to a diverse workforce of 11,000. I work with Group CEO and senior management on organisational and people related strategies. In addition, my team also drive corporate planning and organisational transformation in line with the company's strategic focus. My team also looks into strategic workforce planning of the workforce to ensure that we are future ready. To promote stronger collaboration between business units and company performance, we also design balance scorecards linked to compensation strategy. Am proud to be part of the winning team for Leading HR Practices in Manpower Resourcing & Planning for SHRI 2017.

I lead the Employee Engagement team in developing an Employee Value Proposition that is aligned with SMRT's values. The EVP aims to encourage SMRT’s workforce to become ambassadors and advocates of the company, to Say, Stay and Strive. Together with my team, we also developed and executed an organizational climate survey to gauge employees’ engagement levels through an extended period of change. In addition, we also work on tailored employee communications so that messages stay relevant to the diverse 10,000-strong workforce and in line with company’s employee narrative. Together with comms, team also conceptualised the "We are working on it" campaign. I also led a taskforce which introduced the Enhanced Flexible Benefit Scheme, which rides onto the MediShield Life. The enhanced scheme benefits 10,000 staff and replaces their existing legacy benefit scheme. Am proud to achieve the Best Engagement and Retention Strategies in HRM Award 2016

I lead the compensation and benefits team in formulating, reviewing and implementing remuneration and benefit policies for all employees in SMRT. The team looks into Executive Compensation, which includes EVA Based Incentive Plan as well as Long Term Incentives such as Performance Shares Plans and Restricted Share Plans. In addition, the team does salary bench-marking and salary reviews for all employees in SMRT. We also introduced competency based career schemes and route of advancement for employees in SMRT. Have redesigned careers to deliver a progressive wage model and competency-based career progression for SMRT Trains and SMRT buses, together with National Transport Workers' Union (NTWU). The career scheme provided staff with better career paths, broader job scopes and more competitive salaries. In addition, we also reviewed benefits to enhance overall remuneration package Am proud to have led the team in achieving the Gold Award (Compensation and Benefits) in the 2014 HR Excellence Award

- Formulate, review and implement remuneration policies for MINDEF/SAF - Led the team in the annual salary review exercise for both military and civilian employment schemes in MINDEF/SAF. - Introduced new salary structure and remuneration package for the new MDES scheme - Reviewed high-potential allowances to ensure that remuneration package for high-potential personnel is competitive - Involved in the revision of Starting Salaries and Merit Increment - Assessed remuneration framework and ensure that they continue to remain relevant and competitive amidst a rapidly changing employment market

- Ascertain MINDEF/SAF’s future HR requirements in the short, medium and long term in consultation with senior management & business partnering with line departments - Developed the overall HR strategies to recruit & retain three employee populations under various career packages based on HR requirements, employees’ preferences & the future resource profile(s): * Military Officers * Military Other Ranks * Civilians - Benchmarked against leading private sector companies and the Civil Service to ensure continued competitiveness of MINDEF/SAF's career packages - Formulated and reviewed retention benefits for both military and civilian employees, taking into consideration their different HR requirements - Addressed short-to-medium term retention challenges through the use of additional monetary and non-monetary measures, as well as adjusting the overall career packages