Who Daniel Miseur
From Pitney Bowes London
To: Pitney Bowes Singapore

Daniel Miseur has been promoted to vice president of human resources for Pitney Bowes. He oversees the HR function for 10 business operation units across Asia Pacific & Middle-East region, helping to attract, recruit, retain and manage talent, as well as implement appropriate integration strategies for acquired businesses. His first project for the company is the "talent for growth" initiative, which aims in helping the company achieve its growth target for Pitney Bowes in the APME region. Miseur feels that "people" are the main assets in business. He says, "HR needs to understand what the key contributors are for creating an ‘engaged workforce' and subsequently, facilitate and provide the tools to create this kind of an engaged environment."

Who Goh Ban Ping
From Orange Business Services
To Credence Systems

Credence Systems has appointed Goh Ban Ping as its regional HR senior manager for Asia Pacific. Goh is responsible for the building of the HR infrastructure and the growth strategy for Asia, which includes extensive hiring as well as realign policies. New to the Automatic Test Equipment (ATE) industry, Goh finds this role gives her a great opportunity to expand her HR horizon across APAC. She says, "I love challenges and especially so for a company who values my past HR experience in aligning business strategy and putting the consistent policies in place." Goh also believes HR can make an important contribution by sharing the best HR practices and what works well to help maximise the resources to support the business.


Who Cedric Ng
From Great Eastern Providence Group
To Gemalto Asia

Cedric Ng is the new compensation & benefits manager of Gemalto Asia, a French MNC. He is responsible for the full spectrum of C&B in the Asia-Pacific (APAC) region which includes employee stock options, sales incentives, employee insurance, job evaluation and market review. For his first project, Ng will design a car policy for APAC that aligns with corporate headquarters. With prior experience in Great Eastern Providence, and City Gas, Ng feels companies need to develop benefits programmes that will help recruit and retain employees of all types, diversities, and generations. "Companies should categorise employees and their benefit desires by some identifiable traits, then determine what's valuable to each cross-section," he says. "The best benefits are those that are perceived as somehow unique."

Who Suzuki Motohiko
From NMB Singapore
To Tri-Net Logistics Asia

In his role as HR and admin manager at Tri-Net Logistics Asia, Suzuki Motohiko has already implemented a five-day work week as his first HR project. Suzuki's key responsibilities include developing career paths, providing benefit packages and a good work environment for the employees. Suzuki says most people have the impression that HR is like a policeman, always going by the law and rules. He suggests HR can change the perception by sharing information with the management and creating a good understanding with each other. "If HR is able to contribute a human resources strategy for the company, I believe that can quite important for the management to direct the company," he adds.