Sue Lyn Yap

Company Overview: DHL Global Forwarding (DGF) is the world leader in air freight services and one of the leading providers of ocean freight services and overland freight forwarding services around 40,000 employees work to ensure the transport of all kinds of shipments by land, air or sea.

• Contribute to and ensure the implementation of the divisional and regional human resource strategy within a sub-region to attract, manage, develop and retain employees to achieve its current and future business objectives, industry's best practices and local legal requirements.

Achievements:

• Achieved a 92% employee engagement rating in the 2024 Employee Opinion Survey.
• Revamped HR Termination, Performance Management & Disciplinary Policies , reducing legal costs by over $250K.
• Successfully implemented multiple Global HRIS , enhancing data accuracy and efficiency.
• Launched and expanded an Apprenticeship Program , developing young talent internally, reducing reliance on a tight external labour market, lowering hiring costs, and improving retention.
• Led the successful integration of Hillebrand Gori Bulk division , transforming operations into a new Operating Model with minimal workforce impact and no additional business cost.

• Lead a high-performing HR team of four, driving and managing the HR function for a sub-region of 700+ employees with efficiency and strategic focus.

• Shape and influence the business agenda within the sub-region, proactively aligning HR strategies with organisational goals across borders.

• Provide HR leadership, strategic guidance, and coaching to C-suite executives and senior leaders, ensuring people strategies support business objectives.

• Collaborate with key customers and suppliers to develop business-driven HR solutions that optimize ROI and meet commercial requirements.

• Analyze workforce trends, identifies opportunities for business growth, and drives continuous improvement initiatives.

• Drives Compensation & Benefits (C&B) strategies across the Asia Pacific region, aligning regional objectives with global requirements to ensure strategic and operational success.

Achievements:

• Certified DHL Group Global Job Grading Expert with expertise in job evaluation and role alignment.
• Contributed to the development of the Global Job Architecture Framework , streamlining job grading for standardised roles.
• Successfully aligned Divisional Compensation & Benefits (C&B) strategies with minimal impact on Asia Pacific countries.
• Played a key role in strengthening Compensation & Benefits (C&B) governance across the Asia Pacific region, enhancing compliance and standardisation.

• Oversee compensation packages, goal agreements, short- and long-term incentives, and role grading for Executives and the Country Senior Management Team in the Asia Pacific region.

• Provide expert Compensation & Benefits (C&B) advisory to Country HR teams, guiding them in implementing C&B projects tailored to market competitiveness, employee retention, and cost efficiency.

• Conduct data analytics on cash and benefits, developing and implementing Asia Pacific Compensation & Benefits (C&B) policies and guidelines in alignment with the Asia Pacific Management Board.

• Lead annual remuneration budgeting, including pay band development, merit reviews, bonus achievements, and goal setting across the Asia Pacific region.

• Advocate for Asia Pacific Compensation & Benefits (C&B) priorities, ensuring their integration into Global HR strategies and plans.

• Align Global Compensation & Benefits (C&B) initiatives with regional needs, considering customer, commercial, and cultural complexities.

• Strengthen Compensation & Benefits (C&B) capabilities across the Asia Pacific region by developing and training Country C&B leads.

• Manage Global Mobility in the Asia Pacific region, overseeing Short/Mid-Term Assignments, expatriate costing, business cases, and ensuring compliance with host/home country regulations.

• Leads the design and execution of organisational development initiatives across compensation & benefits, workforce management, systems integration, and financial/HR reporting, enhancing business capabilities and operational efficiency.

Achievements:

• Automated police checks, superannuation (pension) payments, and integrated PNG payroll , resulting in significant time and cost savings, improved controls, and greater transparency.
• Adapted HR systems, processes, and reporting to support the New Forwarding Environment (Organisational Change) , ensuring seamless workforce management, compliance, and data-driven decision-making.
• Played a pivotal role in rebuilding employee morale post-Organisational Change , contributing to the company receiving formal recognition by parent Company .
• Enhance HR's credibility and influence by reclaiming control over people assets and financials from the Finance department.

• Manage Compensation & Benefits for the South Pacific region (Australia, PNG & Fiji), overseeing 700+ employees and an annual staff cost exceeding $65 million.

• Oversee the HR Shared Services team in Malaysia, ensuring efficient payroll and transactional operations while serving as an HR Business Partner for industrial relations, compliance, and strategic implementation.

• Advise managers and employees on HR policies, employee relations, labour law interpretation, and HR systems & processes, fostering informed decision-making.

• Provide high-level HR advisory on strategic business issues, supporting functional and country managers in optimizing workforce effectiveness and business profitability.
• Manage grievances, investigations, and formal complaints including Fairwork cases, ensuring fair and compliant resolutions through mediation and disciplinary procedures.

• Oversee HR financial management, including forecasting, budgeting, auditing, and resource allocation, directly impacting year-end financial results and senior management decisions.

Company Overview: Oxfam Australia is an Australian, independent, not-for-profit, secular, community-based aid and development organisation that support self-help development projects across 28 countries. See: www.oxfam.org.au.

• Responsible for all aspects of recruitment and remuneration needs of Oxfam Australia and its subsidiary – Oxfam Australia Trading Pty Ltd, managing 550+ employees with a total staff cost exceeding $25 million.

• Lead and implement HR strategies aligned with Oxfam Australia's long-term objectives, driving workforce planning, efficiency, and employee engagement.

• Manage the implementation, monitoring, and development of HR information systems (HRIS) and payroll, ensuring seamless integration and operational effectiveness.

Achievements:

HR Projects & Strategic Initiatives

• Developed a succession planning module to enhance staff retention.
• Built an internal skills database to facilitate internal secondments.
• Implemented an Employee Self-Service (ESS) system , improving workflow efficiency and staff empowerment.
• Led major overhaul of the default superannuation of the organisation, changing the default fund and introducing a new online remittance system for improved efficiency and compliance.

HRIS & Payroll Enhancements

• Successfully transitioned from the old HRIS ( Paymaster ) to a new system ( Rockfast ), ensuring smooth adoption and improved functionality.
• Integrated Oxfam Australia Trading Pty Ltd.'s remuneration framework into HRIS , allowing seamless management of two organisations with different remuneration structures and employment conditions.
• Integrated HRIS with SAP , enhancing data consistency and operational efficiency.

Cross-Organisational Contributions

• Global Remuneration Review: Played a key role in designing and developing a standardized global remuneration framework across Oxfam Australia's field offices.
• Budget Working Group: Provided expert guidance on salary budgeting, leave provisions, and cost planning, developing highly rated salary budgeting tools for budget holders.
• Enterprise Bargaining Agreement: Represented management in employment negotiations with union representatives, ensuring compliance with Industrial Relations laws while recommending strategic employment condition updates.
• Job Classification Structure: Led the rollout of a new job classification framework , recommending salary ranges and advising on cost implications and implementation gaps.
• Organisational Restructure & Change Management: Managed staff transitions and redundancies during organisational integration with its subsidiary and global affiliates, ensuring smooth workforce realignment.