Zaihanor Azura Zainal Abidin

People Management Function – Asset & Operations The people management function encompasses both strategic and operational activities in resourcing the business from recruitment, on-boarding (and off-boarding where applicable), employee development and training needs, movement and mobility, career progression, performance management, employee records and profile management. Support the business in terms of succession planning and related P &O administration including manpower budget, compensation and benefits administration. Provide guidance and advice to the business on matters related to labor relations, statutory requirements on occupational health, P&O policies and procedures. This position is also the P&O initial point of contact to the BU workforce, including employees, direct hire contractors, 3rd party consultants and service contractors. On a day to day basis, supporting the Asset & Operations departments in terms people issues management, disciplinary and solving issues in this area. In total, takes charge of the end to end people related matters for manpower strength of about 200+ employees (direct employment & 3rd party contractor) in the Asset & Operations. Talent Acquisition Acts as the focal point on talent acquisition matters, working closely with the other Business Partners by providing operational support on matters related to recruitment and talent acquisition.

People Management Function – Corporate Areas (IT, Legal and P&O) & Project Services The people management function encompasses both strategic and operational activities in resourcing the business from recruitment, on-boarding (and off-boarding where applicable), employee development and training needs, movement and mobility, career progression, performance management, employee records and profile management. Support the business in terms of succession planning and related P &O administration including manpower budget, compensation and benefits administration. Provide guidance and advice to the business on matters related to labor relations, statutory requirements on occupational health, P&O policies and procedures. This position is also the P&O initial point of contact to the BU workforce, including employees, direct hire contractors, 3rd party consultants and service contractors. On a day to day basis, supporting the Corporate Areas departments in terms people issues management, disciplinary and solving issues in this area. In total, takes charge of the end to end people related matters for manpower strength of about 100 employees in the Corporate Areas. Talent Acquisition Acts as the focal point on talent acquisition matters, working closely with the other Business Partners by providing operational support on matters related to recruitment and talent acquisition.

Forums and presentations, Identify sources, Internal recruitment process, Select and contract external consultants - Manage end-to-end recruitment process for TML. This including identifying channels and strategies, and sourcing talent to fill up the vacancies. - Provide and manage internal recruitment process by working with global and regional team as well as external expertise. Review current process as and when necessary. - Select and review all external consultants/ recruitment agency contracts from time to time. - Contact point for all external consultants for recruitment needs especially for niche skills. - Manage all communication to the candidates including pre medical check and offer. - Arrange for Day 1 onboarding and Quarterly New Hire Induction. This includes HR system related training. - Manage all external presentations on recruitments i.e campus presentations, career talk, career fairs, etc

Provide recruitment delivery support to countries in the ASEAN region specifically for Malaysia, Vietnam, Indonesia and Thailand. Perform inspection (quality and accuracy checking – end to end process) on work areas and implement measures to ensure 100% compliance with IBM recruitment and country policies and guidelines to ensure audit readiness. Provide advice and counsel to clients and hiring managers on global IBM recruitment policies, guidelines and in-country requirements. Responsible from Band 1 up to Band 10 hiring. Develops knowledge of department and business unit strategy with the objective to operate as a knowledge expert Focuses on individual/team/department and operational objectives and develops professional effectiveness Produces standard reports as required by process in placed Draws upon professional concepts to collaborate with others to carry out assigned duties Recognizes job-related problems Ensures that all communications with clients are concluded to a high standard within the required SLA Highlights any customer satisfaction or Business Controls issues as required Responsible for managing queries within task id's in a professional and detailed manner Accountable for own, team and interrelated department results Accountable for the customer satisfaction results of the process and country/countries supported Delivers according to the processes and delivery schedules Initiatives / Projects :- Offer process simplification project - Reduction on manual methods/dependency due to external parties reduced through the automation via IBM Recruitment System. Initiated the offering team structure and became the focal to liaise with the clients (to have an efficient TAT and single point of contact) Created the offer Peer to Peer Check and became the focal, with aim to have 100% compliance on the offer letter issued Offer packages went green, removed duplications and paperwork. Simplification of the application form in the interview/offer stage.

Full spectrum of recruitment activities to attract best talents from manpower planning, sourcing, screening, conducting interviews, test administration, short listing of candidates, conducting orientation programs, conducting retention programs for new employees Source active candidates from Jobstreet, career – fairs, University fairs, advertisement in newspaper. Touch base with head hunters for a very niche skills candidate Involve with a discussion with every sectional managers to come up with the most accurate JD Responsible for all hiring from the operators level, non-management level and management levels which inclusive from executive to managerial level. Involve in panel interviews for non-management level (clerks, technicians) as well as management levels (Executives up to Senior Managers) Recruitment activities also included industrial training placement, temporary workers, casual workers and foreign workers Learning and development activities which specifically on monitoring the training department administration especially on HRDF applications and claims matters Development and implementation of policies and procedures in strengthening recruitment and training activities Monitoring expatriate administration Sectional budget controller