Egie Hamdan

• Strategic HR Partnership: Provide end‑to‑end HR support in workforce planning, talent management, succession planning, employee relations, and advancing DEI initiatives to align people strategies with business goals. • Advisory & Coaching: Collaborate with leaders and employees to address complex organizational matters, offering coaching, HR process expertise, and practical solutions that strengthen team performance. • Process Improvement: Lead redesign and continuous improvement initiatives to streamline HR operations and ensure alignment with evolving business needs and management direction. • Cross‑Functional Collaboration: Build strong partnerships across functions, effectively influencing peers and stakeholders to achieve shared HR and business objectives. • Leadership Development: Coach and mentor managers, supporting leadership capability building and succession pipelines for long‑term organizational growth. • Employee Experience: Enhance benefits and wellness programs by identifying employee needs, proposing improvements, and implementing initiatives that promote well‑being and work‑life balance. • Compensation & Rewards: Implement salary harmonization for 200+ employees to ensure market competitiveness and internal equity, and drive bonus harmonization for consistent reward practices. • Performance Management: Manage performance development processes, ensuring fair evaluation and alignment with organizational goals. • Employee Engagement: Design and execute engagement initiatives that strengthen workplace culture, improve satisfaction, and reduce attrition. • Event & Talent Programs: Organize Career Week (including Bahasa sessions under People First program), Baker Hughes Bootcamp for interns and future talent pipelines with 70% hired, and festive events to foster inclusion and belonging.

• Developed and implemented Power BI dashboards and reports to provide leadership with real-time workforce insights. • Planned and managed manpower requirements based on CPOC needs and business plans, ensuring recruitment aligned with budget and organizational priorities. • Recruitment Reporting: Prepared and delivered weekly and monthly recruitment reports, enabling management to track hiring progress and achieve 95% on-time recruitment targets. • End‑to‑End Recruitment: Executed full recruitment lifecycle — sourcing, interviewing, and selection — ensuring 100% compliance with CPOC hiring policies and procedures. • Led job evaluation and re-evaluation exercises to align roles with evolving company requirements. • Oversaw contract management, including monitoring, renewals, and initiation of new or revised manpower agreements. • Administered and optimized budgets, forecasting requirements, analysing variances, and initiating corrective actions to ensure cost efficiency. • Enhanced workforce capability by coaching, mentoring, and implementing development plans to build a skilled and continuously improving team. • Maintained strong stakeholder relationships, keeping shareholders informed of business updates to strengthen confidence in CPOC’s services and solutions. • Performance Management: Guided staff performance through clear expectations, monitoring, and appraisals, achieving 90% completion of performance reviews. Policy Development: Established departmental policies and procedures, ensuring compliance with operational needs and business strategies.

Recognized as “Being 7 Star 2021, 2022 & 2023” ⭐ • Stakeholder Engagement: Built strong relationships with stakeholders and HR teams across Subsea 7, increasing collaboration efficiency and strengthening trust in HR delivery. • HR Support: Delivered comprehensive HR services to business units, achieving 98% on‑time service delivery while ensuring compliance with company policies and local employment laws. • Supported the implementation and standardization of HR policies, processes, and systems to drive consistency and efficiency across the region. • Maintained accurate and up-to-date HR data and prepared regular management reports, including HR metrics and recruitment updates. • Contributed to the development and execution of HR strategies and plans, including monthly talent reviews with hiring managers. • Promoted continuous improvement by applying lessons learned and HR best practices to mitigate risks and uphold safety and integrity. • Participated in regional and global HR initiatives and projects. • Initiated and implemented employee wellbeing surveys, engagement sessions, and a flexible benefits program to enhance satisfaction and benchmark against industry standards. • Supported the performance appraisal process, including goal setting, feedback, and development planning. • Applied talent management tools (e.g., 9-Box) to assess employee performance and potential. • Provided expert HR advice to managers on disciplinary actions, performance management, and termination processes. • Served as primary contact for grievances, resolving 85% of cases internally and reducing escalation to external authorities. • Conducted impartial investigations into grievances, documenting findings and outcomes. • Facilitated resolutions through mediation, negotiation, and conflict management, liaising with the Labor Office (JTK) when required. • Guided managers and employees on grievance procedures, strengthening workplace relations and reducing repeat cases.

• Recruitment Leadership: Led end‑to‑end recruitment operations for the KL office, managing a team of two, and aligning strategies with regional objectives (dotted-line reporting). • Talent Acquisition: Delivered full recruitment lifecycle — sourcing, screening, interviewing, selection, and onboarding — achieving strong hiring outcomes. • Performance Metrics: Achieved an average time-to-fill of 28 days for 40 positions with a 64% offer acceptance rate (2021), and 41 days for 35 positions with a 91% acceptance rate (Jan–Mar 2022). • High-Volume Hiring: Consistently hired up to 15 qualified new joiners per month, meeting Subsea 7’s workforce needs. • Process Optimization: Developed recruitment, onboarding, and referral process flows, improving clarity and efficiency. • Employer Branding: Strengthened employer branding by upgrading job portals, running LinkedIn ad campaigns, and positioning Subsea 7 as a top employer. • Built strong candidate pipelines through job portals, databases, social media, and local recruitment agencies. • Compensation & Offers: Conducted salary benchmarking and negotiated offers to align with market rates and internal equity. • Reporting & Analytics: Developed dashboards and reports for leadership teams across Malaysia, UK, France, and Australia, ensuring recruitment progress was tracked and communicated. • Onboarding & Induction: Led orientation sessions and delivered HR induction presentations to new hires, ensuring smooth integration • Graduate Development Program: Designed and launched the Graduate Engineering Development Scheme — a two‑year rotational program across engineering functions, successfully converting participants into Project Engineer roles. • Mass Hiring Initiatives: Managed Recruitment Day for Subsea 7, coordinating end‑to‑end logistics and assessments to hire 200 engineers in a single campaign. • Job Description Revamp: Re‑engineered job descriptions to attract high‑quality candidates.

• Led HR due diligence, integration, separation, and execution planning for corporate transactions. • Conducted comprehensive human capital due diligence including compensation, benefits, compliance, labor relations, talent, culture, and HR systems. • Identified and assessed transaction-related risks and opportunities related to employee rewards, talent retention, and organizational culture. • Facilitated HR diligence discussions with CEO and cross-functional teams. • Coordinated findings with finance, legal, tax, and IT diligence teams, and external advisors. • Designed new organizational structure, job grading, and salary scale for both current and future entities. • Developed HR strategies aligned with business objectives and ensured alignment across systems, policies, and operations. • Led the review and development of HR policies, procedures, and employee handbook in compliance with the Employment Act. • Recommended and supported the implementation of a new HR Information System (HRIS). • Analyzed and prepared manpower and salary budgets, ensuring cost control and alignment with strategic planning.

Human Resource • Manage full spectrum of Human Resource services covering Recruitment, Payroll, Compensation & Benefits, Industrial Relations, Training & Development and Performance Management. • Full handle the payroll processing (including statutory body). • Handle the salary adjustment for all staff due to COVID-19 pandemic. • Develops organization strategies by identifying human resource issues and proposing human resource interventions; contributing information, analysis, and recommendations to organization strategic thinking and direction. • Establishing human resource objectives in line with the organizational objectives. • Preparing the Employee Handbook for the company aligned with company policies and Employment Act, 1955. • Initiate, plan, review and implement effective HR policies and procedures to ensure HR practices are constantly benchmarked against best practices implemented and to monitor its compliance and effectiveness. • Handle and solve HR related queries and providing ad-hoc advice, counsel and information to the management; analyzing information and applications. • Coordinate recruitment activities; advertising, interview process. • Full responsible for the Surveillance Audit ISO 9001:2015 with zero Nonconformity. Finance • Establish and implement account system in accordance to Standard Account. • To prepare and report current account for management review. • To work together with auditor in preparing yearly audit account. • Responsible for invoice and payment processing activities. • To keep save all financial report at all time. • To prepare budget report for management review time to time. • To monitor & checking accounting database. • Reconciles bank statements by comparing statements with general ledger. • Forecast and plan budget/ sales for company is yearly basic and provide report of the performance every quarterly. • Ensure Journal Voucher compiled with related supporting documents.

• Responsible and handle full cycle of Recruitment activities. • Source and attract candidates by using databases, job portals, social media platforms, liaising with local recruitment agency and other recruitment sources. • Upgrading the Job Portals for employer branding. • Coordinate phone, skype and on-site interview. • Responsible for screening and identifying the potential candidates. • Ensuring the candidates meet the requirement for a successful submission of new hire and on-barding documents. • Shortlist candidates and provide high quality candidates to hiring manager for Malaysia, Singapore and Middle East. • Ensure the recruitment timeline and SLA is adhered and monitored closely. • Continuously pipeline candidates for future hiring waves. • Assist the International Graduate Engineering Development Scheme (Local and International). • Assist in the Global Project Centre Recruitment Day. • Appointed as member of Safety and Health Committee for Subsea 7 Asia Pacific Sdn Bhd.

Client : Manage Service Provider (MSP) for ExxonMobil (M) Sdn Bhd • Responsible for facilitating the hiring process of contract employees for ExxonMobil (M) Sdn Bhd. • Create/assist hiring manager in creating requisition and enter into VMS tool. • Handle the intake call with the Hiring Manager and all suppliers to discuss regarding the position requirements and hiring process. • Review and qualify the potential candidates and provide high quality candidates to hiring manager. • Negotiate bill rates (salary package) to ensure that they are aligned with current market rates. • Proactively identify service delivery issues and provide appropriate and timely solutions. • Responsible to coordinate and schedule the interview session. • Assist Hiring Manager to update the interview feedback and hire/ reject candidate in VMS tool. • Responsible to run the reports for any pending approval from the HM and pending timesheet. • Responsible to update all changes regarding hiring, contract extension, and changes in the organizational using Beeline software. • Build customer and supplier relationships through professional rapport, consistent follow-up and maintaining contact and ongoing communication.

HR Talent Acquisition & Onboarding Department • To handle internal/ external customer inquiries, resolve customer problems and provide professional customer service. • Handle the Initiate Background Check (Internal GHRS & External background check). • Perform internal HR blacklist checks. • Prepare the Letter of Offer, checking the hiring documents and the details in the Employment Application Form (EAF). Send the offer approval to HR Generalist / Business via careerlink. • Prepare the letter for the internal/ external employees (offer letter, contract, transfer letter, promotion, extension of contract and etc.). • Handle AICB Staff Training Fund Letters - raise the form, prepare cover letter to the previous employer and AICB. • Follow-up with the candidates if Offer yet to accept via email and phone. • Responsible to assist new joiner to complete the AntiBribery & Corruption mandatory questionnaire before on-board. • Checking, sighting, and following up of hiring documents (include completeness or questionable declaration or information in EAF. • Responsible to generate Employee ID. • Coordinate with SFR in Pre-employment vetting until completion. • Following up with HR Recruits and/ or candidates for additional required vetting informations and documents. • Assist in the Walk-In Interview and Career Fair at MidValley. • Assist in any other administrative jobs assign from time to time. • A strong performer during the performance review by the boss.

• Handling master data changes (request) from Norway, UK, Australia, Sweden, Brunei, Singapore and Malaysia. • Handles all SAP HR master data, SAP Administration and development. • Assist for Technical Support Packages Testing. • Responsible to all registrations regarding hiring, leaving, changes in employee terms and conditions, and changes in the organizational structure, positon, manager line, and etc. • Support and participation in project (EPF Walk In). • Identify, gather and communicate data to support the understanding of information. • Responsible to meet the KPI (Daily task within 8 hours). • Liaise with other colleague from Norway, UK, MY, Australia and Brunei in order to resolve routine queries or refer more complex issues appropriately. • Prepare the letter for the employee (offer letter, contract, confirmation letter, promotion, notice of leaving and etc.). • Handling for British United Provident Association (BUPA) health and BUPA dental for the employee.

Benefits And Payroll Department • Preparing the Guarantee Letter. • Checking and preparing the hospital and clinic bills. • Maintaining and monitoring claims problem, medical issues and hospitalization billing. • Verified and approving medical claim, assist update medical claim, assist for project assignment (outsource benefits). • Liaise with the external and internal regarding benefits information. • Prepare the letter to the vendor regarding GST and prepare the list of staff according to the entity for the panel clinic (outsource benefits).