David Kwok

HR Consultant
i-Team HR Consulting
Phone: (852) 5133 2757
E-mail: david.kwok@itsc.com.hk


A seasoned executive with over 25 years experience in Human Resources Management.  Had held regional HR management positions at Verrex Corp, Microsoft Corp, Ericsson Networks and Swire Group. Countries working level experience in Asia Pacific include Australia, India, Japan and Korea. An excellent counselor and coach to managers & senior executives in matrix organization and diverse cultures. David has provided 1:1 coaching to VP and GM in various multinational companies.  His working style is “Get things done, solve problems and get well with other people.”

David started his career as management trainee and made my way up to regional HR Director for one of the US Fortune 500 companies. And, gradually becomes one of the triumph professional in the Human Resources industry.  Past 10 years, he had worked at fortune 500 corporations in IT and manufactory industry, and successfully built up motivation platform for talents, employees’ stock option and international M&A employees’ post-integration projects. He has been recognized as one of the most reputable HR consultant in the HR network.

Areas of Expertise:

At educational side, he finished study at Hong Kong Polytechnic University with a professional certificate in Human Resource, and attained a Business Study at Lingnan University in Hong Kong.  He also obtained professional trainings in Sales Compensation Incentive Scheme: Hewitt Associate’s approach, Job Evaluation systems: William Mercer and Wyatt approaches, Building TQM Foundation Quality Process and various ISO Certifications

Has been a member of HK Institute of Human Resource (PM. IHRM HK) since 1997 and upgraded to Professional Member of the institute from April 1, 2010

Project & Accomplishments

Factory Audit – EICC and Worker Congress
September 2013 to September 2104
Members: David Kwok and factory audit groups of Tymphany

VAT Tax Payer certification in Shanghai
February 2012 to May 2012
Members: David Kwok, Mr. Sun - Tax Office In-Charge (Shanghai Tax Bureau), Mr. Oscar Chow - Manager of Mazars Group

Ericsson PAIB Networks Japan, M&A project
January 2009 to August 2009
Members: David Kwok, Mr. Jack Chong, GM HR & Organization

Ericsson Marconi Phantom Option Plan for APAC employees
April 2000 to July 2000
Members: David Kwok, Mr. Yu Dan Jin, VP of APAC, Ericsson Marconi, Mr. John Shum, VP of HR, Ericsson Marconi

Microsoft Greater China Selection & Mgt Assessment Process Project
January 1997 to June 1997
Members: David Kwok, Professor Wang Zhong Ming, Dept of Industrial & Psychology, Head of Hangzhou University., USA Industrial Psychologist - Dr. Leigh Goodrich Professor

Together with top U.S. business psychologist and president of Hangzhou University made a mental evaluation system for employees. The questionnaire consisted of three parts. Questionnaires, psychological test questions and interview test. To report test results will be evaluated by the Company's external advisers. According to the report made to employees personal development proposals, this assessment system for new recruits and has been extended to use.

Microsoft customized compensation & benefits survey for Greater China Region
April 1996 to September 1996
Members: David Kwok, Miss Susan Handler, C&B expert of Microsoft Corp, Miss Wang Jin, HR Manager of Microsoft China, Mr. Eric Kok, Senior Consultant of Watsons Wyatt
Timeline was 4 months.  As a team lead to work with Watson Wyatt and the U.S. compensation team experts, following Microsoft's compensation pay philosophy and market trends to complete the whole process of survey, from analysis to development of a pay structure.

Microsoft Representative Office (RO) status, to wholly owned Foreign Enterprises (WOFE) in PRC.
October 1995 to April 1996
Members: David Kwok, Mr. Bryan Nelson, Microsoft Greater China Regional VP

ISO certification process & compliance
February 1994 to September 1994
Members: David Kwok, Mr. Samson Tam, JP, Member of HK Legislative Council, and Chairman of Group Sense
ISO certification process-Group Sense TQM Total Quality Management Committee members, to improve staff quality and skills to provide effective training, so that the company as soon as possible to achieve the ISO9002 standard into the ISO certification.

Senior management personal coach
At Microsoft, due to the conflict between GC management team, worked with US HR and consultant in USA to design and run through the application of the 360-degree assessment system, to achieve the purpose of effective communication. Able to allow team members to more effectively address the internal conflicts.
At Verrex, I had proposed and approved to run a monthly townhall between CEO in US and APAC employees. It has proven successful in morale and team building.

Legal Compliance
At Microsoft, quickly and efficiently to the Microsoft representative office (RO) the Chinese employees converted to comply with the terms and conditions of employment of the foreign-owned enterprise (WOFE); assist Ericsson acquisitions after change of personnel management employees by enterprises.
At Verrex, implemented an HR audit – Records, legal compliance including work pass for foreign employees in Singapore,

Retention Strategy
At Ericsson Marconi, due to corporate incentive program was wrongly designed for APAC region, incurred nearly 1/3 of sales and engineering staff dissatisfaction and intention to leave the company. Through effective communication and improve sales related incentive scheme, staff turnover crisis is resolved successfully

Ericsson & Verrex Performance Management
Develop effective sales incentive plan
MBO, KRA and KPI design, implementation and evaluation aligning with the company's business objectives.

Microsoft PRC employees stock ownership policy implementation
In order to motivate employees to work better in Microsoft, Microsoft employee stock ownership policy. Due to the mainland Employee Stock Ownership things legal limit in 1995, stock option plan was not allowed to implement in PRC.  Worked with internal legal attorneys and Microsoft Beijing colleagues to discuss and come up with an alternative way of effective incentive mainland employees. A salary-based phantom scheme was developed.


Testimonial and profiles on LinkedIn: http://hk.linkedin.com/pub/david-kwok/14/69b/335/

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