Clinical judgment
Military hospital work across ER, psychiatric, OR, and orthopedic wards taught me to see behavior and context before intervention.
Inspired by NVIDIA · Career portfolio
Transforming Health Behaviorinto Business Performance
Chip design is about connection. So is well-being.
Health Behavior ScienceAI & Data AnalyticsVendor ManagementMental Health & Family CareHR / Benefits PartnershipAPAC GovernanceLeading with Empathy
EnvironmentsCorporate WorkplaceInfrastructure & DCR&D LabsDesign Center
17+years across clinical service, HR, EHS, insurance, and well-being
13 / 35APAC markets and sites managed at Logitech
65% → 98%health-check coverage improved across the region
40%reporting effort reduced with AWS dashboards and AI workflows
Credentials
Mental Health First Aid, PMP, Level A Occupational Health Manager (Taiwan CIH), Certified Health Promotion Manager
A clinical lens, translated into enterprise systems.
I have spent 17+ years connecting employee health, organizational trust, and program operations across technology, semiconductors, cloud infrastructure, and logistics.
Trust and access
With Mental Health First Aid training and EAP experience, I build early-recognition, safe-conversation, and referral pathways. At Wan Hai Lines, I established the company's first EAP.
Regional execution
At HP, Logitech, and AWS, I localized programs, built manager pathways, and used data to improve coverage, reporting, and adoption.
From clinical service to enterprise program leadership
Armed Forces HospitalMilitary medical service, ER/psychiatric/OR, 2007-2008
Pegatron / ASUSOSH Manager in HR, 2008-2011
Wan Hai LinesInsurance, EAP (built from scratch), occupational health, 2012-2017
HP Inc.Regional EHS PM, North Asia, Well Beyond program, 2017-2021
AMDSemiconductor R&D EHS, 2021
LogitechRegional HSS Manager, APAC (13 regions, 35 sites), 2021-2024
Amazon Web ServicesH&S Manager, APJC program owner, 2024-present
Well-being / Benefits related roles
Well-being is a system, not an event calendar.
Wellness × human-centered systems = sustainable well-being
The job is to prevent avoidable strain, create trusted access to help, and learn whether support changes behavior or outcomes.
Body and space
Ergonomics, occupational health, preventive care, and the physical conditions that shape daily behavior.
Life and family
Caregiving, financial and legal support, parenting, and confidential EAP access.
Mind and whole self
Mental Health First Aid, EAP access, belonging, manager capability, social connection, and purpose.
U.S. Surgeon General Framework for Workplace Mental Health
Protection from HarmDC fatigue prevention, shift-worker OSH, EHS governance
ConnectionWomen at DC Advisor, EWC, InCommunities, social impact
Work-Life HarmonySleep Well program, Women Care, shift-work support
Mattering at WorkEAP intake design, destigmatization, confidential referral
GrowthWell Beyond L&D, manager education, team lead programs
Program operations
How I'd manage APAC well-being at scale.
Well-being programs fail when they stay at "we ran some events." This is how I'd build something people actually use, tracked quarterly across 8 markets.
Outcomes (what we're trying to move)
quarterly pulse + weekly micro-pulseHappiness
Weekly micro-pulse6.8/10
Quarterly reflection7.1/10
Stress level
Negative emotion freq22%
Burnout risk flag8%
Job satisfaction
Satisfaction score72%
Voluntary turnover4.2%
Sense of purpose
Purpose alignment68%
Discretionary effort74%
Strategic drivers (the levers we control)
improving these moves the outcomes aboveBelonging
Belonging pulse61%
Inclusion index58%
Team check-in coverage37%
Manager support
EQ training complete18%
"My mgr cares" score64%
Referral rate to EAP2.1%
Flexibility
Autonomy score71%
Global Free Days uptake94%
PTO utilization82%
Digital balance
After-hours ping rate31%
Email-free evening %42%
Focus time (avg hrs/wk)12.4
Business Impact Correlation
well-being predicts business outcomes (Oxford Research Centre)Retention
Openness +5%Turnover -1.2%
Time lag2 quarters
Productivity
Mgr EQ Training+8%
Time lag1 quarter
Talent attraction
Belonging +10%+15% applications
Time lagimmediate
Health cost
Micro-Pulse +0.5ptSick Leave -0.8 days
Time lag1 quarter
All dashboard values are illustrative. The operating model demonstrates quarterly governance, regional localization, and measurable program management.
Selected proof
Programs designed around real employee moments.
Each example connects a human need to a repeatable program mechanism.
Supporting new parents before, during, and after leave.
I turned fertility, pregnancy, postpartum mental health, newborn care, and early parenting into one practical guide employees could use at the right moment.
Employee needConfidence and continuityProgram mechanismGuide, education, referral
Making mental health support easier to recognize and use.
I combined clear education, confidential pathways, EAP vendor partnership, and manager capability so awareness had somewhere practical to lead.
Employee needSafe access to helpProgram mechanismEAP, manager pathway, communication
Programs in action.
Selected work across preventive health, physical well-being, family support, and social impact. Faces and identifying information are blurred to protect privacy.
Why NVIDIA
What I would bring to an NVIDIA well-being role.
A blend of employee trust, regional operations, clinical context, technical-workplace experience, and measurable execution.
Behavior sciencePrograms designed to shift behavior, not only attendance.
Mental Health First AidEarly recognition, safe conversations, and appropriate referral built into manager and peer-support systems.
EAP and vendorsHands-on experience building access pathways and managing global partners.
APAC localizationOperating across language, culture, regulation, and provider differences.
Manager capabilityTurning managers into confident, appropriate bridges to support.
AI and analyticsReducing reporting friction and making program signals useful.
Lead with empathy. Then make it operational.