Wei K.

• Lead design and global implementation of a new mobility program (1st new mobility program in 15 years). The program supports strategic talent management significantly reduces international assignment costs. Presented program at ExxonMobil global HR conference for nearly 1000 HR professionals. Lead process improvement as the program evolves • Lead annual global mobility program updates and implementation, focusing on data analytics, program design, internal communication, and vendor management. Lead internal and external training. • Provide talent mobility consultation to Fuels & Lubes Company, Chemical Company, and corporate functions. Provide guidance and data analysis to HRVPs and Managers on staffing solutions • Lead external benchmarking to ensure programs are externally competitive and identify improvement opportunities • Partner with corporate staffing & development function to develop new talent development strategies under current cost environment • Lead the design of COVID-19 administrative guidelines and repatriation guidelines, both approved by CHRO and implemented globally to address COVID-19 related expatriate situations

• Provided full scope HR partnership to senior leaders for North America Sales and Technology Development & Agronomy, focusing on leadership coaching, Inclusion & Diversity, employee engagement, performance management, employee relations, leadership development and team effectiveness • Led “Leadership & Networks” initiatives for GROW (Growing Relationships and Opportunities for Women) for North America Commercial Inclusion & Diversity council • Led employee engagement survey for North America Commercial as the survey champion; partnered with Global HR Analytics team to create communication strategy • Partnered closely with legal on employee relation cases, led investigations and made recommendations; led all HR related corporate code of conduct investigations • Led monthly headcount prioritization process, provided workforce analysis and facilitated monthly headcount meetings at North America Commercial Leadership Team level

Associate Human Resources Manager August 2013-present HR Business Partner for Finance, Logistics, CI and Training departments (January 2014-present) HR Business Partner for Operations (hourly and salary), Engineering and Safety departments (August 2013-August 2014) • Provide recommendations to managers on motivating, developing, recognizing and coaching employees • Lead HR processes including performance management, compensation, experience recruiting, employee individual development plans, climate survey and other initiatives • Work with managers on employee retention initiatives, with a focus on diverse employee retention • Deliver HR recommendations for client groups, partnering with COE, HR service center, and employment lawyers • Lead/advise managers on investigations, employee relation topics and delivering corrective actions • Work with union on labor relation issues, investigations and grievances, lead labor relation follow-up actions Campus Lead for General Mills MEA (Manufacturing and Engineering Associate) program at University of Michigan and Michigan State University (2013 and 2014 recruiting season) • Lead full life cycle recruiting process at both campuses, from branding, event planning to interviewing, assessments and candidate placement • Develop and implement recruiting strategies, with a focus on attracting and retaining female and diverse candidates • Develop and maintain relationships with engineering student groups and diverse student groups at both campuses • Manage recruiting budgets for both campuses while meeting all recruiting targets • Revamp and manage MEA intern program at Reed City plant

• Teaching Assistant for Human Resource Management • Teach two sections per week; answer questions for students during office hours and via Email • Grade homework, quizzes and exams; Coach students with writing assignments and extracurricular studies

• Created 9 HR business cases that show quantitative and qualitative benefits of investing in workforce and implementing advanced HR practices for Nike Sustainable Manufacturing Workshops; • Updated SM Workshop curriculum and incorporated HR business cases; Presented HR business cases to Nike SM&S leadership team; New curriculum and cases will be used in Nike Sustainable Manufacturing Workshops from September 2012 in Asia, EMEA and Latin America • Conducted research on Asian Floor wage and compensation systems of Nike Equitable Manufacturing project; Drafted analytical comparison report and presented to Nike SM&S team and Indonesia field teams; Offered constructive advice for Nike Indonesia field teams on designing compensation and benefits plans for Nike pilot factories

• Led full life cycle campus recruiting for all functions for MCC International for 2008, 2009 and 2010 recruiting seasons; led experienced recruiting for all functions for MCC International for 2.5 years; worked closely with 3rd party recruiting agencies, universities and social medias; Cut recruiting expenses by nearly 40% • Introduced internal training system including career mentorship and experience-sharing workshops, which decreased annual training expense by 50%; Forecasted training needs on monthly and yearly basis; Drafted yearly training schedule • Executed HR policy revision project; Drafted set of policies on: compensation, performance appraisal, personnel planning and recruiting, training and labor relations, which accelerated strategic reform of MCCI • Tailored performance management plans to the needs of low performers resulting in a 70% improvement in performance among targeted individuals

• Participated in fieldwork in villages in Anhui Province that directly supported a Ministry of Education project entitled “Conflicts and Constructions in Chinese rural area” • Fortified oral communication and analysis skills by conducting personal interviews with local villagers and by writing a 20,000-word research report • Reviewed drafts and composed editorial comments on articles for weekly electronic academic journal “The Observer Of Rural China”. Enhanced interpersonal skills by developing a strong relationships with writers, experts and media. Updated and maintained website and forum daily

Graduate Student Association (VP Social): • Organize social events (picnic, holiday parties, wine tour, cruise trip) for ILR students, faculty and alumni • Enhance communication among international student groups and American student groups International Graduate Student Association (Outreach Chair): • Reach out and build relationships with ILR alumni; organize career-oriented events for international students