Sharon Kaur-Schuelke

Berufserfahrung von Sharon Kaur-Schuelke

• Bis heute 7 Jahre, seit Juli 2017

  HR Manager (HRBP)

  Ampol Singapore

  Focus on business partnership, developing culture and leadership, formulating and executing talent strategies in both the talent acquisition & development areas, improving employee engagement & experience, promoting a culture of reward & recognition and ensuring continuous HR process improvement to support scalability with international growth. Oversee HR service delivery and the administration of HR policies and processes.

• 1 Jahr und 10 Monate, Sep. 2015 - Juni 2017

  HR Manager (Head of HR)

  One Animation

  Head HR department with key focus on employee relations, staff performance and welfare, compliance, culture and HR Service Delivery. Support the administration of HR policies and processes, translate strategy and proposals into concrete actions for execution, with attention to detail. Facilitate needs analysis, talent evaluation, planning and development. Responsible for senior level decision-making and strategic direction of the organization and overseeing day-to-day management of the function.

• 5 Jahre und 10 Monate, Apr. 2009 - Jan. 2015

  HR Generalist & Admin Manager

  Ooredoo Group

  Oversaw all facets of HR administration, including employee annual leave, insurance, grievances, payroll matters, employment contracts, onboarding & transition, and division budgeting. Outlined and developed Singapore-specific HR policies and procedures based on observed best practices and in-line with legal requirements. Developed and implemented office policies, dealing with record retention and HR, admin, and finance departments. Experienced in preparing annual HR operating budgets.

• 1 Jahr und 2 Monate, Juli 2013 - Aug. 2014

  Expert HR & Admin: Start-up Advisory Role

  Ooredoo Group

  Recruitment Operations Assurance Manager: Feb 2014 - Aug 2014 Expert HR & Admin: Start-up Advisory Role: Jul 2013 - Feb 2014 Established HR Services department for start-up Myanmar business unit, with a later focus on recruitment and training processes. Establishing policies and procedures for the business unit that enabled headcount growth from zero to 800+ employees in one year.