Inspired by NVIDIA · Career portfolio
Chip design is about connection. So is well-being.
A privacy-by-design APAC model that turns workforce signals into locally trusted action and confidential support.
One regional standard, adapted by market, work setting and workforce language.
Agency is the outcome. Employees know the next safe step, managers know how to respond, and local teams know when to adapt or escalate.
Three separate data lanes
Anonymous and aggregated data used for workforce and organizational decisions
De-identified data used to improve programs, vendors and resource allocation
Voluntary and confidential support managed through EAP or qualified clinical partners
Organizational and individual data remain separate. Managers do not receive personal mental health scores, diagnoses or treatment information.
Grounded in field experience across 15 APAC markets and 39 offices, including R&D labs, data centers, infrastructure and shift operations, plus EAP, clinical team, crisis, analytics and communications leadership.
Corporate Well-Being Program Leader
Why I fit the APAC Well-being Program Manager role at NVIDIA.
My model is not clinical intervention. It is a workplace well-being system: prevent avoidable strain, engage employees and managers through trusted touchpoints, and support people with confidential resources when life, work, or health becomes difficult.
Inspired by the WHO Healthy Workplace Framework and NVIDIA's public well-being ecosystem.
Work at the speed of light
Five essential areas → and where my experience maps to each one.
Source: U.S. Surgeon General's Framework for Workplace Mental Health & Well-Being (2022)
Australia · India · Japan · Korea · Singapore · Taiwan · Based in Taipei · APAC operational experience
Well-being programs lose momentum when they stop at "we ran some events." An illustrative view of how I think about measurement across APAC; in practice I'd align to the cadence and metrics the global team already uses.
| COUNTRY | STATUS | TIER | OPENNESS | Δ Q | EAP USAGE | MHFA /100 | MGR TRAINING | NEXT MILESTONE |
|---|---|---|---|---|---|---|---|---|
| Singapore | ON TRACK | Fast track | 44% | +3 | 4.8% | 0.90 | MHFA wave 1 complete | |
| Hong Kong | ON TRACK | Fast track | 42% | +2 | 4.1% | 0.70 | Workshop series launch | |
| Taiwan | ON TRACK | Fast track | 41% | +3 | 3.9% | 0.65 | 30-day follow-up cycle 1 | |
| China | WATCH | High cmplx | 39% | +2 | 5.6% | 0.40 | Local vendor live, WeChat channel | |
| Japan | WATCH | Deep stigma | 27% | +1 | 1.8% | 0.20 | Anonymous channel setup | |
| Korea | WATCH | Deep stigma | 26% | +1 | 1.6% | 0.18 | Works council review | |
| Vietnam | AT RISK | Supply gap | 31% | +0 | 0.9% | 0.10 | VN-language hotline, vendor escalated | |
| Philippines | AT RISK | Supply gap | 33% | +1 | 2.2% | 0.25 | Tagalog counselor pool verification |
Listen first, build the operating model second, pilot where it can be measured. Illustrative sequencing; I'd adapt to what the global team already has in motion.
Meet the global team, country HR leads, current vendors, and active employee groups. Separate real gaps from assumed gaps.
Output: current-state pictureAn APAC resource map by country: what exists, in which language, and how employees actually reach help.
Output: resource map + needs heatmapPrioritise by need, not by volume. Agree a global core with local flexibility, and who owns what across global, country HR, and vendors.
Output: 12-month roadmap + RACITwo or three focused pilots in markets with a strong local HR partner. Start manager capability, and set the baseline metrics that don't exist yet.
Output: pilot evidence + playbookNot activities delivered. 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.
Each case connects an employee need to a program mechanism, communication system, measurable outcome, or cross-functional operating model.
From fertility and pregnancy to postpartum depression awareness, newborn care, and early-childhood parenting → a practical handbook and program system built around what new parents actually need.
New Parents · Postpartum Support · Early Parenting
Cancer prevention education, mental health awareness, and self-discovery workshops → connecting physical risk, emotional resilience, and inner purpose in a single integrated campaign.
Prevention · Mental Health · Self-Discovery
Shoreline cleanup, blood donation, food-bank partnerships, sustainability campaigns, and cross-site engagement.
Global Shoreline Cleanup across 15 sites
Invited certified fitness instructors to lead on-site stretching and movement sessions, combining ergonomics education with physical wellness to reduce musculoskeletal risk.
Physical well-being built into the daily work environmentFrom HR administration, employee benefits, EHS, risk and insurance, security, and occupational health management to infrastructure safety; this journey led me here. I think holistically: from physical safety, to mental health, to the whole working environment. But honestly? It's simple. I like helping people.
Many thanks to you for such an insightful and inspiring sharing! I am also deeply grateful for the valuable career advice and professional insights you share with me in our daily interactions. Your guidance truly means a lot!