APAC Well-Being Program Strategy

Turning Well-Being Strategy into Trusted, Scalable Impact Across APAC.

I build well-being systems people trust — especially when asking for help feels difficult — and scale them responsibly across APAC.

Why Wayne for NVIDIA View Selected Impact

15 APAC markets · 39 offices
EAP, clinical-team & crisis-response experience
40% reporting-effort reduction through analytics

Experience across

Corporate
R&D
Infrastructure & Data Centers

Why Wayne for NVIDIA

Three capabilities this role needs — grounded in experience.

APAC Scale

Regional consistency matters, but so does local reality. My experience spans different markets, languages, cultures, and work environments — from corporate offices and R&D labs to infrastructure sites and shift operations.

Evidence

Led HP North Asia and Logitech APAC programs across 15 markets and 39 offices. Built regional reporting and program solutions used across 10+ AWS APJC sites.

Trusted Support

Support only works when employees feel safe using it. My approach brings together EAP, mental health, clinical partnership, confidentiality, psychological safety, and crisis response.

Evidence

Built Wan Hai's first EAP from the ground up. Managed or partnered with EAP and well-being vendors across HP and AWS, including Human Dynamic, AON, Mercer, Workplace Options, and Headspace. Led occupational health nurse and physician partnerships, with early clinical experience that included psychiatric care.

Program Operations

Care becomes sustainable when it is supported by clear planning, trusted partners, thoughtful measurement, and consistent follow-through.

Evidence

Built AI-enabled dashboards and reporting automation reducing reporting effort by 40% across 10+ AWS sites. Drove Logitech APAC health-check participation from 65% to 98% through governance and vendor partnership.

Career trajectory

From clinical service to enterprise program leadership.

2007–2011 Clinical & OSH Foundation Armed Forces Hospital · Pegatron/ASUS

2012–2017 EAP & Insurance Wan Hai Lines

2017–2024 Regional Program Leadership HP · AMD · Logitech

2024–Present APJC Program Operations & Analytics Amazon Web Services

How I operate

From Signals to Safe Support

A practical, privacy-first approach that listens to local needs, protects individual trust, and helps people reach the right support.

Listen Start with local voices: employees, HR partners, site leaders, and workforce signals across markets
Prioritize Balance need, risk, equity, readiness, and what each market is ready to act on
Build Design a common regional framework with local flexibility: content, channels, and support pathways adapted by market
Learn Measure trust, utilization, and outcomes; understand what works before expanding
Scale Scale what transfers, adapt what doesn't; equip HR, managers, and champions to sustain locally

Start by listening. Build support people can trust.

Translation layer Localization is not translation.

One regional standard, adapted by market, work setting, and workforce language so employees know the next safe step.

Market: Culture, regulation, access
Work setting: Office, R&D, data center, shifts
Workforce language: Load, recovery, decisions, support

Three separate data lanes

Anonymous & aggregated Organizational Risk Intelligence

De-identified Program & Service Analytics

Confidential Individual Support & Referral

Organizational data and personal support data remain separate. Managers never receive individual mental health scores or treatment information.

Proven results

Three cases. Challenge, action, outcome.

Logitech 13 regions · 35 sites · APAC

Challenge: Fragmented health-check programs across APAC with inconsistent vendor partnerships and no regional governance.
What I Led: Built occupational health team partnership with P&C, Workplace Experience, site leadership, and vendors across 13 APAC regions. Established regional governance and reporting cadence.
Result: Health-check participation: 65% → 98%
Why it matters for NVIDIA: Regional execution + vendor governance + measurable adoption at scale.

Amazon Web Services 10+ APJC sites

Challenge: Manual, fragmented reporting across multiple APJC sites limiting leadership visibility into program performance.
What I Led: Built AI-enabled dashboards and reporting automation consolidating training, inspections, culture metrics, and leading indicators into a single regional view.
Result: 40% reduction in reporting effort without losing human context.
Why it matters for NVIDIA: Data + automation + scalable program operations across a multi-country region.

HP · Wan Hai · AWS EAP, Clinical, Mental Health

Challenge: Employees may avoid mental-health support because of stigma, access barriers, and concerns about confidentiality.
What I Led: Built Wan Hai's first EAP, including counseling, legal, and financial support pathways. Managed or partnered with EAP and well-being vendors at HP and AWS. Led occupational health nurse and physician partnerships and integrated support resources into manager communication and training.
Result: End-to-end experience across EAP setup, vendor partnership, referral pathways, confidential support, and employee communication.
Additional evidence: Designed sleep and shift-work well-being programs at AWS reaching 350+ participants annually with no additional program budget.
Why it matters for NVIDIA: Combines clinical depth, vendor operations, confidential support-system design, and regional program management.

Year one

How I'd start at NVIDIA.

Listen first, align with what the global team already has in motion, then pilot where outcomes can be measured.

First 60 Days Listen & map
Meet the global team, country HR leads, current vendors, and employee groups. Separate real gaps from assumed gaps.
First 90 Days Build the APAC resource map
What exists, in which language, and how employees actually reach help today, by country.
First 6 Months Align governance & roadmap
Prioritize by need. Agree a global core with local flexibility. Clarify ownership across global, country HR, and vendors.
First 12 Months Pilot, measure & build playbook
Focused pilots in markets with strong local HR partners. Set baseline metrics. Build the evidence for what scales next.

Year-one success: A roadmap global signs off on, a governance model that holds, baseline data where there was none, and APAC HR calling me first when something comes up.

Concept demonstration

How I think about program systems.

Note: The dashboard and THRIVE Hub below are independent concept prototypes by Wayne Wang, created to demonstrate strategic thinking and program design. They are not NVIDIA internal sites. All metrics are illustrative sample data.

Dashboard

Program Control Dashboard

An illustrative view of how I think about measurement, country readiness, and outcome tracking across APAC.

View dashboard → Employee Hub

THRIVE APAC Well-Being Hub

A simulated employee-facing resource hub showing how support, champions, and programs could be structured for Nvidians.

Open hub demo →

Personal philosophy

Leading with empathy.

At the center of every program is a person deciding whether support feels safe, relevant, and worth trusting. From clinical service to enterprise program leadership, I have tried to keep that perspective at the center of my work. I think holistically — from physical safety and mental health to the wider working environment. Good programs are available. Great programs are trusted.