Richard Fong

Vice President - Human Resources & Administration

Privately held tier one intimate Wear manufacturer.

* Provide direction for regional HR team through effective analysis of performance indicators, understanding causes of performance gaps, and by ensuring there are HR interventions to address the gaps.
* Oversee the quarterly goal setting process for the regional HR team; link to personal and departmental objectives.
* Lead overall planning and policy making for the organization to provide effective, consistent regional Human Resources services.
* Responsible for overseeing the design and delivery of related training programs and initiatives that maximize company return.
* Ensure effective succession planning programs are in place to support the growth and development of future Clover's leaders.
* Provide leadership and direction for staffing all CO, VP, DM and SM positions through effective sourcing methods.
* Oversee Company Branding and Manager-In-Training recruiting efforts (includes college scholarships, internship and placements).

Sector: Textile - Clothing - Shoeware

Chief Human Resources Officer

Privately held, environmental technology company.

* Serve as strategic business partner and steward to manages the HR function and operations team and to collaborates with the company CEO and senior executive team to provide leadership and direction on strategic issues in building and shaping Lord & Trigg's enterprise.
* Lead the HR team to maximum effectiveness by developing and implementing programs that support management, increase organizational effectiveness, are cost effective, comply with regulatory standards, and provide managers and employees with HR guidance in support of the company's objectives.
* Serve as an "agent of change" within the company by implementing HR best practices to realize the full potential of Lord & Trigg's human capital.

Sector: Chemical industries

Human Resources Director, South China

Public held Fortune 100 company.

* Streamlined Home Entertainment business unit’s staffing process to support corporate HR in achieving a 50% Time-to-Fill performance improvement. On target for 100% completion of job competencies mapping and talent pipeline to build organization capability for all business units in 2005.
* Directed the Elite Project by completing the mid-level talent pipeline through partnerships and sourcing from certified suppliers with a 35% savings in staff expenses.
* Directed the Co-Location Project, coordinating the cultural integration and remuneration alignment of Jabil Circuit operations relocation into Phillip’s vacant facilities that improved supply flow logistic with an initial operations savings of 40%.
* Achieved 10% target improvement in Employee Engagement Survey Audits through enhancements of communications, launching series of motivational and recognitions programs; recognized with the Philips BEST Bronze Award qualification in October, 2005.

Sector: Electrical and electronic industries

Chief Operating Officer

Privately held management consulting company.

* Spearheaded development of competitive, market-based compensation and employee recognition programs that contributed to a dramatic 30% reduction in staff turnover of medical, pharmaceutical and business professionals in Shanghai, PRC and Hong Kong.
* Performed HCM due diligence during the purchase of a Taiwanese generic drug manufacturer in Beijing including cultural integration, policy restructuring and realignment of strategic and tactical business requirements.
* Served as Senior Advisor to the Educational Manpower Bureau, providing professional advice on programs branding and promotions on its 13 industry trades’ training programs. As project manager for EMB Secretariat, supervised the branding and promotion of the HKD $4 billion Skills Upgrading Schemes.

Sector: Organization and Strategy

Human Resources Director

Public held S & P 500 companies.

* Achieved significant post-acquisition human resources and cultural integration of GET Manufacturing in 1999 and tackled human resources issues of the Danshui plant and Nypro China’s M&A transaction in 2000; led the organization development process change from decentralization to matrix in 2000.
* Directed the Localization Project by replacing Hong Kong mid-level staff and professional personnel over a six-month period of transition with temporary Malaysian SME and permanent local PRC staff, reducing payroll expenses by 40%.
* Key contributor in significantly reducing IDL and DL employee turnover rate during company restructuring in 1999 from 20% to 12% and 30% to 20%, respectively while saving 30% in training and recruiting costs.
* Lead the Jabil PRC Universities Placement Program's design and development and acted as committee member of the 1.5 million manufacturing sq. ft. Whampoa Project completed in 4th Quarter, 2002.

Sector: Electrical and electronic industries

Corporate Director, Human Resources

Public held multinational semi-conductors manufacturer.

* Directed the post-acquisition HR and cultural integration in Western Europe (France, Italy and United Kingdom) and Southeast Asia (Malaysia, Singapore and Greater China).
* Revamped the HRM operations through consolidation and alignments of its newly globally acquired subsidies; managed global salary and fringe benefits management as well as global executive recruitment.
* Developed market based remuneration policy and company’s provident pension scheme; generated over 20% in payroll savings by re-ramping the executive expatriate remuneration programs.
* Vastly improved the quality of risk management and drastically cut the claim lead time by 50%, generating a USD $500,000 annual cost savings following the introduction of global risk transfer tendering and captive studies programs with Johnson & Higgins.

Sector: Electronics and microelectronics

Regional Vice President

Privately held tier one north America life insurance agnecy.

* Directed agency development strategies in addressing talent management, training & development, and incentive schemes management issues.
* Drove manpower planning and development programs to support region’s expansion.
* Developed recruitment criteria and retention programs to maintain manpower stability.
* Established regional training and assessment center to support agency growth.
* Installed regional-wide incentive programs to complement corporate performance management system.
* Honored as “Top 10 Regional Manager” with performance award in agency development and national policies issues.
* Acted as company’s Registered Principal (NASD series 26) to oversee the region’s securities compliance.

Sector: Insurance