Ha

As Head of Global Talent Acquisition and HRBP, I lead Neowiz’s global People strategy across Asia, North America, Europe, and LATAM—driving the transformation of our talent, culture, and operating model to support the company’s evolution as a global entertainment and gaming powerhouse. My role bridges three pillars: Talent Acquisition: Architecting a data-driven, globally consistent hiring framework that strengthens Neowiz’s brand in key markets while elevating candidate experience and leadership engagement. From executive search to early-career pipelines, I partner directly with business leaders to build world-class teams for flagship IPs such as Lies of P, Brown Dust 2, and upcoming global titles. HR Business Partnership: Acting as a trusted advisor to executives for the Global Publishing Org, I align People priorities with business strategy, guiding organizational design, workforce planning, and leadership development. I champion an inclusive, performance-driven culture anchored in trust, agility, and accountability. Global Operations: Overseeing entity setup, compliance, and workforce operations across multiple regions (Korea HQ, US, Poland, Taiwan, China, and Japan), I collaborate with Finance and Legal to create scalable global structures that balance cost efficiency with local labor and regulatory alignment.

Strategic recruiting management - Maintain strong focus on compliance with company and government requirements along with consistent use of metrics that support our ability to understand our current performance and identify priorities and leading indicators. - Develop and close competitive offers and ensuring a smooth onboarding experience, align with hiring trends to reinforce tool kits. - Facilitate internal mobility by tracking the internal talent pool and serving as a career advocate for employees through coaching and connecting them with internal opportunities. - Build key talent pipelines through continuous sourcing and attending relevant industry conferences, professional group meetings and other events to target top talent. - Build and support global/local talent acquisition programs and initiatives including facilitating and championing hiring manager training (BBSI), process improvements, and technology. HR Business Partner - Manages/participates in the administration/implementation/maintenance of HR programs (e.g., compensation, benefits, recruitment/internal mobility, employee relations, succession planning, management/employee development, education / training, employee communications, etc.) within area(s) of responsibility - Ensures Business/Functional Unit consistency with enterprise-wide policies, programs, procedures and business plan. - Provides HR support/counsel/oversight to business. - Interprets internal or external business issues and recommends best practices. - Coordinates with other generalists to ensure consistency in approach and compliance with firmwide human resources | programs and policies.

Talent Acquisition - Manage full lifecycle of recruitment for all openings and all levels. - Manage and develop all appropriate recruitment channels – Internet, internal search, headhunters, direct contacts, schools/ alumni networks. Selection of variety of headhunters to meet AIG needs for various types of positions. - Partnering with local HR, Corporate communication team, University relationship team and other internal resources to build the necessary infrastructure to lead direct sourcing efforts via social media; lead targeted recruitment campaigns: establish priorities and channels, secure funding from business, manage budgets, drive referrals, and provide talent to support the business - Interview potential recruits and appoint staff in consultation with the appropriate line managers - Negotiate offers and ensure proper construction of packages for external hires - Plan recruiting strategies to attract high calibers in the market and obtain diversity for the disabled, patriots/veterans. - Communicate closely with business line managers and provide consulting to recruiting strategy - Provide university and entry level global talent intelligence and diverse talent pipelines to meet current and future business needs.

Talent Acquisition - Established annual HR strategy in recruiting, provide recruiting expertise to meet business requirements for qualified and diverse pool of talents, and provide advice on assessment and selection of staff, workforce planning, staffing, placement - Advanced user of SNS & LinkedIn minimizing recruiting cost Compensation & Benefit - Provide compensation consulting services to local, market and region leaders - Partner with Rewards CoE and leadership to evaluate analytics (performance rating, merit, bonus decisions) HR Business Partner - Training - coordinate and deliver staff/leadership training - Talent - oversee talent matrix review, competency evaluation and compensation - HR operations - retention planning, off-cycle adjustments, promotion, manage movements in align to business needs - Manage external vendor relationship with 3rd party suppliers, and support regional HR leaders driving and rolling out processes and/or system improvement initiatives Employee Management - Resolution of ER issues, provide expertise in complex employee relations issues in partnership with HR leaders/Legal - Guide and support Labor-management council

• Overseeing Graduate / Experienced hiring for Consulting/TAX/ATO division. • Partnered with Procurement, O&S and other internal resources to build the necessary infrastructure to lead direct sourcing efforts via social media; lead targeted recruitment campaigns: establish priorities and channels, secure funding from business, manage budgets, drive referrals, and provide talent to support the business. • Employee Relationship (Internal/External employee communications, Layoffs) • Restructure and develop HR processes; Recruiting, Alumni program, Overseas secondment, English training • Global Inbound, Outbound, Local foreign personnel hire (Global Mobility) • Issue a KPI report quarterly at team and individual basis according to the quantitative data

• Fully conducted the recruiting process for experienced, undergraduate campus recruiting and factory line workers. (Marketing, promotion, building and maintaining relations with schools, coordinating adequate recruiting strategy in accordance with the corporate plans, managing the usage of the recruiting system, lecturer on HR system and policies) • Collaborated with Korea Industrial Technology Association to act as an intermediary between the association and the individuals articulating the concerns and intentions and matching military service positions within the R&D facilities. • Conducted in-depth interviews to determine appropriate positions for newly hired employees. • Used all necessary systems and procedures to ensure that the recruitment and selection process operates effectively. • Collaborated with IT specialists from LG CNS on the successful launch of the new HR recruiting system for the line workers(E-recruitment system) • Collaborated with the Korea Industrial Technology Association, Ministry of Patriots and Veterans Affairs of Gyeongi-province, maintaining and target recruiting the obligation recruiting ratio of 4%.(Line Workers)