LEONA TSE

HR Business Partner: - Act as strategic advisor to leaders of schools/offices - Align HR practices with overall university’s VMV Employer Branding: - Build a strong, appealing, and authentic employer brand - Manage online presence, social media, and recruitment events Talent Cultivation: - Identify, attract, and onboard top talent - Manage workforce planning and talent development programs -Oversee development opportunities and career progression of both academic and non-academic staff. Staff Engagement: - Cultivate an engaging and collaborative working environment - Implement recognition initiatives and engagement activities

Key Accountabilities: 1) Strategy Development and Implementation: to develop and implement L&D strategies that support the organization's overall objectives. This involves analyzing the current state of the organization's skills and competencies to identify gaps, designing and delivering programs to address those gaps, and measuring the impact of these programs. 2) Talent Development and Management: to lead talent reviews, talent selection, succession planning, and high-potential (HiPo) development programs. By identifying high-potential employees and providing them with tailored development opportunities, to ensure that the organization has the right talent in the right roles to achieve its objectives. 3) Culture Carrier: to devise development strategies that enhance the organization's intrapreneurship culture and owners' mindset. By promoting a culture of continuous learning and development, we can help build a workforce that is agile and adaptable in the face of change. 4) L&D Consultant: to provide advisory services and learning solutions to upskill competencies for business units. This involve conducting needs assessments to identify skill gaps, designing and delivering training programs, and measuring the impact of these programs.

Key Accountabilities: 1) Leadership Development: Creates a management development and competence programme to support the hotel’s goal of developing staff and ensure that succession planning is possible, e.g. career planning and development opportunities for leaders with high potential to ensure growth and retention 2) Service Excellence: Cultivates a service culture and continuously enhance the service standards through L&D initiatives and collaboration with the operations departments.

Partner, consult, and provide proactive solutions to senior management team on strategic workforce planning, learning and development, organizational development, staff retention and engagement.

Work as partner with stakeholders to devise people development strategy for talent development, staff retention and engagement for over 2000 staff in office and frontline.

Leading training team to analyze and forecast industry trends to formulate most appropriate people strategies and programs for HK and Macau staff (frontline and back office).

Responsible for leading a Learning and Development team to ensure the effectiveness of trainings to achieve Company's goals and strengthen the value of learning culture.

Formed the structure and system of Training and Development, designing customized training and talent development programs to strengthen staff quality in HK, PRC and Macau to align with business strategies.

Identified training needs, custom-designed, coordinated and facilitated soft skill training programs (Customer service, Management skills, Team building, Selling techniques and other ad hoc programs) to varied reputable corporate and government departments.

-1st class Honor - Certificate of Dean's List