Rohaya Roslee, IHRP-SP

𝗥𝗼𝗹𝗲 𝗗𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻: • Led the regional implementation of global talent strategies for 15,000+ employees across Greater China, Japan, Korea and Southeast Asia, integrating D&I principles into HR processes and initiatives. • Provided strategic consult and guidance to senior leadership teams to shape and fortify the talent pipeline, enabling workforce readiness for rapid digital transformation and aligning human capital strategies with business objectives. • Leveraged data-driven insights and HR frameworks to drive strategic decision-making and accountability across the talent lifecycle, optimizing talent acquisition, development and retention processes. 𝗔𝗰𝗵𝗶𝗲𝘃𝗲𝗺𝗲𝗻𝘁𝘀: • 𝗦𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝗲𝗻𝗲𝗱 𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗶𝗼𝗻 𝗣𝗮𝘁𝗵𝘄𝗮𝘆𝘀: Designed and implemented an equitable talent assessment framework, enabling fair career progression and enhancing regional leadership pipeline readiness. • 𝗘𝗹𝗲𝘃𝗮𝘁𝗲𝗱 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗠𝗲𝘁𝗿𝗶𝗰𝘀: Introduced data-driven talent analytics in monthly strategy meetings with the Senior Leadership Team, driving continuous improvement in people metrics and informed decision-making around people and culture. • 𝗘𝗻𝗵𝗮𝗻𝗰𝗲𝗱 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗖𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝘆: Coached senior leaders on best practices of leading teams, driving a 2% increase in employee confidence and improved overall engagement scores. • 𝗠𝗶𝘁𝗶𝗴𝗮𝘁𝗲𝗱 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗥𝗶𝘀𝗸𝘀: Strategically partnered with Legal and Communications Team to address complex HR issues, ensuring compliance and mitigating risks across all HR operations.

𝗥𝗼𝗹𝗲 𝗗𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻: • Designed and executed regional talent strategies for 5,000+ employees across Asia Pacific, ensuring alignment between global objectives and local business and HR priorities in office, laboratory and manufacturing environments. • Helmed a pioneer role to integrate D&I into HR processes and operations, collaborating with leaders and HR teams to address talent attraction, talent development, workforce planning and succession management. • Delivered scalable HR solutions that drove employee engagement, capability building and organizational performance in a highly dynamic and diverse landscape. • Led organizational culture initiatives that improved employee engagement metrics and fostered a unified approach to inclusion and belonging. 𝗔𝗰𝗵𝗶𝗲𝘃𝗲𝗺𝗲𝗻𝘁𝘀: • 𝗘𝗻𝗵𝗮𝗻𝗰𝗲𝗱 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆: Collaborated with Talent Acquisition to refine the hiring process, achieving a 20% increase in diverse candidate representation in hiring pipelines. • 𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐞𝐧𝐞𝐝 𝐖𝐨𝐦𝐞𝐧 𝐓𝐚𝐥𝐞𝐧𝐭 𝐏𝐢𝐩𝐞𝐥𝐢𝐧𝐞: Calibrated leadership competencies through a differentiated talent development program for women, improving retention by 10%. • 𝗜𝗺𝗽𝗿𝗼𝘃𝗲𝗱 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗪𝗲𝗹𝗹𝗻𝗲𝘀𝘀: Reduced employee health-related absences by collaborating with Health Services teams to launch mental wellness programs. • 𝗘𝗻𝗵𝗮𝗻𝗰𝗲𝗱 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗕𝗿𝗮𝗻𝗱𝗶𝗻𝗴: Elevated the employer brand in Dow with the achievement of Great Place To Work certification, positioning the organization as an employer of choice.

𝗥𝗼𝗹𝗲 𝗗𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻: • Directed the end-to-end implementation of talent management strategy for 500+ employees across Southeast Asia, driving workforce capability and alignment with organizational priorities. • Partnered with senior leadership and HR teams to integrate talent strategies with business objectives, achieving measurable improvements in employee retention, succession planning and organisational performance. • Championed a culture of continuous learning and high performance, aligning talent initiatives with workforce planning and operational excellence. 𝗔𝗰𝗵𝗶𝗲𝘃𝗲𝗺𝗲𝗻𝘁𝘀: • 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗧𝗮𝗹𝗲𝗻𝘁 𝗣𝗶𝗽𝗲𝗹𝗶𝗻𝗲 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: Designed and scaled a Graduate Hire Program, aligning regional talent acquisition needs with long-term talent succession needs. Calibrated leadership competencies for high-potential talents through a differentiated talent development program. • 𝗔𝗰𝗰𝗲𝗹𝗲𝗿𝗮𝘁𝗲𝗱 𝗡𝗲𝘄 𝗛𝗶𝗿𝗲 𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗶𝗼𝗻: Revamped the onboarding process, reducing integration time and expediting productivity of new hires. • 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽: Led culture change programs focused on enhancing employee engagement, resulting in an 85% engagement score. • 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗲𝗱 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: Designed and facilitated leadership and employee development programs, delivering over 150 hours annually and achieving an 80% participation rate across the organization. • 𝗢𝗽𝘁𝗶𝗺𝗶𝘇𝗲𝗱 𝗔𝗱𝗼𝗽𝘁𝗶𝗼𝗻 𝗼𝗳 𝗡𝗲𝘄 𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆: Achieved 100% adoption of a digital succession planning tool, integrating it seamlessly into talent review discussions. Achieved early adoption of a digital recognition tool, easing employees into the change with promotional initiatives. • 𝗥𝗲𝗱𝗲𝘀𝗶𝗴𝗻𝗲𝗱 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁: Acted as a strategic partner to the revamp performance management process, ensuring joint accountability.

- Partnered with global teams to customize a global leadership program to suit the target audience in Asia Pacific. - Achieved cost optimization for training materials. - Certified as a Development Dimensions International (DDI) Facilitator.

- Optimized budget utilization of learning and development programs. - Successfully renewed the ISO9000 certification for the organization.