Sarah Elizabeth Kuang

- Oversee HR services administration, including benefits management, exit management, and payroll, ensuring efficient and accurate service delivery. - Spearhead comprehensive reviews of HR policies, procedures, and guidelines to ensure alignment with legal requirements and industry standards. - Lead the relocation and organization of over 25,000 boxes of records to a third-party record center within seven months. - Structure HR data analytics for streamlined management reporting, particularly to the Board of Directors. - Orchestrate audit preparations, including Anti-Bribery Management System and Business Continuity Plan Audit, resulting in zero non-compliance findings.

- Led talent development initiatives, creating three-year strategies for leadership, performance management, and employee engagement. - Facilitated succession planning by analyzing leadership assessments and recommending development interventions. - Reviewed and developed policies for performance management, talent pool management, and diversity. - Drove culture transformation through situational assessments and change management programs.

- Redesigned, improved and implement PROTON Young Talent program, ensuring alignment to the Company's direction. - Develop and drive plans for talent management and succession planning. - Build talent pool database of talent profiles, to facilitate top management's discussion.

- Facilitated senior management's strategies & initiatives workshops. - Development of leadership competencies for clients. - Facilitated HR upskilling prorgram for SMEs HR practitioners.

Develop, implement and manage the policies, strategies, framework, systems, processes and guidelines for the Group's Technical Trade Specialists (TTS) encompassing capability development and career management.

Lead and drive the monitoring and tracking of implementation of operators/technicians' development and progression activities, and propose enhancement for improvement, to ensure effective development of technical capabilities and compliance to statutory requirements. Accountabilities: - Lead in the monitoring and tracking of initiatives (e.g. Multitasking, Dual Skilling) for the group to ensure consistent application of guidelines, systems and processes. - Track the implementation of policies i.e. Electrical Chargemen, Steam Boilers and Internal Combustion Engines operators development, Radiation Technicians and Industrial Hygience Technicians, to ensure compliance to statutory requirement. - Recommend intervention plan for improvement of the key enabling mechanism and programme. - Drive the engagement effort with stakeholders, e.g. Management of subsidiaries, Program Managers, Union, and learning institute, in order to solicit feedback and input, and resolve issues. - Audit the subsidiaries on their capability management system, in specific field.

Dimension: - Directly managing 85 staff based locally and 80 staff based in various overseas locations in 7 countries. - Indirectly involved in 2 major subsidiaries that has more than a total staff of 3000 staff. Scope of accountabilities: - Full spectrum of HR activities for the division and overseas subsidiaries and joint venture companies. This includes plan & budget, recruitment, mobility, progression, etc. - Alignment of people strategy to business strategy - Drive the implementation of business talent management activities e.g. high potential, senior management movement, talent review. - Consolidation of people plan and budget for Gas Business. - Provide input on HR during the Gas Business year end performance review - Post acquisition HR activities e.g. mobility, reemployment, integration - Setting up HR department in new JV Cos - Secondment of staff to JV Cos - Co's representative in HR committee of JV Cos - Advise the PETRONAS senior management in the various JV Cos on HR matters e.g. secondment strategy, building capability of locals, etc. Others: - Chaired several Domestic Inquiries (DI) sessions - Trainer for HR level 2 program in People Planning module and People Development module - ACD (Accelerated Capability Development) Assessor for HRM skill group - Mentoring resource person & trainer. Led a team of facilitators in reviewing the effectiveness of mentoring program in several subsidiaries.

Scope: - Development of CEO profile - Facilitating capability building workshops - Development of Technical Trade Specialist behavioral competencies - Mentoring secretariat and resource person Others: - Licensed trainer for Mentoring Conducted workshop for both mentors and mentees - Chaired several DI (Domestic Inquiries) sessions

Scope of accountabilities: - Manpower plan and budget - Recruitment (Singlehandedly manage to recruit 112 staff for FY04/05, which was the highest number ever recruited in 6 years) - Staff development (Progression and mobility) - Maintenance of HRIS (and resource person for HRIS) The job scope covers MLNG Sdn. Bhd, MLNG Dua Sdn. Bhd. and MLNG Tiga Sdn. Bhd. Total approved positions during the FY04/05 was 1012. Was also involved in: 1) Study of ageing workforce, specifically in the technical category. The analysis of this demographic profile was presented to the management and became a primary concern for Gas Business Sector. Developed and proposed the solution to address this i.e. the long term recruitment plan, which was approved by the MLNG MC. 2) Focal person for MLNG during the Organizational Review and Grade Reconciliation exercise in 2004. 3) Focal person for HRM module in the Shell Global Solutions International BV (SGSI) annual LNG & Gas plants benchmarking exercise. 4) Liaison officer for the Sarawak State Government Officials during the PETRONAS LNG Complex launching. The launch was done by the PM of Malaysia, and attended by over 3000 guests and dignitaries. Involved as the assistant team leader and scope spans from pre event to post event.