Who: Tracy Teo
From: Sun Microsystems
To: Infocomm Development Authority of Singapore
Previously a talent sourcer from Sun Microsystems, Tracy Teo, has joined Infocomm Development Authority of Singapore (IDA) as its new manager of human resource policy and management. She will be responsible for attracting top talent who are “keen to shape and build Singapore's infocomm landscape”. Besides hiring mid-to-senior managers, Teo is currently leading her recruitment team’s development and skills training and rolling out a standard interview framework for all IDA’s hiring managers to use when recruiting new talent. With recruitment being one of Teo’s favourite functions, she says she is definitely looking forward to building relationships with the hiring managers. While she is a strong believer in having HR collaborating with internal stakeholders to achieve its goals, Teo says the individual must also have the “maturity and self-motivation” to drive herself on. “Technology has shaped the way that we communicate, from MMS to Facebook to Twitter,” she says of her new job. “We are at a challenging phase where innovation thrives, spurring more industry collaboration and synergies between organisations and government bodies.”
Who: Stella Lee
From: Cordlife
To: Cordlife
Appointed as Cordlife’s head of organisation development late last year, Stella Lee is responsible for the entire human resources spectrum in the company which specialises in cord blood services. For the next 18 months however, she would be looking more towards the training and development and building up the competency levels of talent within the company. As the former head of business for three different departments, Lee is relishing her latest challenge in her fifth year with the firm. During this period, she started off in sales, fronted the customer service unit and went on to lead account management function. Lee is confident her experiences in different “revenue-generating” departments will put her in good stead to succeed as an HR leader. She says being able to speak a common language with other business leaders would allow her to better understand the criteria the company requires its talent to have to “move the business”. “Because HR is more of a people-oriented function, the management is taking a different approach to HR,” says Lee. “They wanted HR to be more in line with the business so they find putting a business person there would make things change.”
