Home | Lea For Life

TRANSFORMING HR
FOR A SMARTER FUTURE WITH LEA-LIFE

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LEARNING, EMBRACING, ACHIEVING, FOR LIFE

PRACTICALITY YOU WILL LOVE

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My Background

I began my career as a tech graduate at the Department of Defence Australia before moving to Hong Kong and joining Morgan Stanley, where I discovered my interest in combining technology and HR. I later founded a recruitment business and have since worked across diverse industries. Currently, I advise on two projects: an AI SaaS platform startup and an AI-focused venture capital firm on building lean HR / Ops frameworks.

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My Passion

I am passionate about applying sports science, coaching and technology to how people work and grow. Drawing on my background in rugby, Australian rules football and surfing, I bring a focus on discipline, teamwork and resilience into leadership, HR and operations. I am equally interested in AI and digital tools, and how they can enhance learning, performance and well-being in fast‑growth and regulated environments.

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My Approach

My approach combines HR strategy, operations and people development. I work across HR business partnering, talent management, leadership development, diversity & inclusion and wellness to support organisational change. Drawing on my background in technology, project management and regulated financial services, I design practical, data‑informed solutions that align people, process and performance.

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My Vision

I envision a transformative approach to HR practices that not only achieves organizational goals but also inspires and coaches individuals toward enhanced well-being and career advancement. I view HR as a mindset that transcends traditional functions; it is a powerful tool for fostering positive change within companies and communities

HR Solutions & Advisory: Full-Time & On-Demand

As a seasoned HR and operations leader, I bring experience across corporate, financial services, professional services, fintech and venture‑backed tech. My expertise covers HR transformation and automation, talent management, leadership development, workforce planning, and diversity, equity & inclusion and wellness programs. I partner with organisations to understand their context and design solutions that fit their strategy, budget and timelines..

Alongside my full‑time and fractional leadership roles, I provide project‑based consulting and advisory support. Recent work includes building HR and operations functions for Financial Services, Tech and AI‑focused venture capital teams, from organisational design and performance frameworks to leadership development and HR tech integration. This dual model keeps me close to current HR practice while giving clients access to hands‑on, practical expertise.

For examples of my work, please explore my recent case study and past project portfolios.

My Services

Business Cases

PORTFOLIO & SUCCESS CASES

Disclaimer: The information contained in my works has been modified and is for general information purposes only

HRM Strategy & Framework Design

Designed and delivered a full-suite HRM Strategy and Framework for my past employer in the Startup Fintech industry.

The objective is to build up from ground-zero with a scalable and lean HR framework to support the business through areas such as organization design, talent acquisition, employee development, performance management, compensation, and employee relations.

Please email me for detail.

Diversity & Inclusion Transition Plan

Design & delivered the Diversity And Inclusion Transition Plan & Roadmap for a payment technology company, covering D&I goals, current-state assessment, initiatives, governance, metrics, and implementation phases.

The initiative lay out roadmap formats by quarter and by year, with activities such as establishing strategy committees, gathering demographic and engagement data, conducting analysis, securing executive approval, and implementing programs.

Please email me for detail.

Job Architecture Design

This deliverable explains job architecture as the foundation for structuring jobs, job families, levels, responsibilities, and career progression, and it links that structure to broader HR functions such as workforce planning, recruiting, performance management, learning and development, succession management, and compensation.

It presents job architecture not just as an org-chart exercise, but as a system for aligning employee capabilities, organizational needs, and business strategy so employees can move across and up within the company more clearly.

Please email me for detail.

Leadership Development Program

Design & deployed the leadership development program for an international construction company.

The deck presents leadership development as an organized capability-building initiative tied to business needs, career progression, and succession planning rather than just generic training.
It covers how leaders can be assessed, what competencies they need, how development plans should be structured, and how progress should be tracked over time.
Its purpose is to improve leadership quality, prepare successors for critical roles, align development with organizational strategy, and create a repeatable process for moving employees into larger leadership responsibilities.

Please email me for more detail.

Global & Remote Workforce Strategy

Designed & delivered a Global Remote Workforce Plan for a digital B2B company.
The core function is to design a strategy on how to manage distributed teams, support employee productivity, and address the operational and people challenges of remote work.

It also lays out communication strategies for remote teams, including clear communication plans, concise messaging, team-building activities, one-on-one communication, continuous feedback, and use of a unified communication channel.

Please email me for detail.

Rewards and Recognition Plan

Designed and delivered the rewards and recognition plan for a biotech company.
This project commissioned to assist the company to refine a formal rewards and recognition program that motivates employees and strengthens retention and organizational performance.

Furthermore, links the framework to measurable outcomes such as higher employee satisfaction, stronger engagement, improved productivity, lower turnover, stronger loyalty, and better customer or business results.

Please email me for detail.

Global Talent Mapping Strategy

Design and delivered an APAC Talent Mapping program for past employer in the financial services industry.

The project main objective is to refine a workforce planning and recruiting framework designed to help the company assess internal talent, identify role gaps, and build a structured external hiring plan with metrics, budget, and sourcing strategy
focus on mapping existing talent against future organizational demand so the company can spot gaps, assess internal capability, and plan external hiring more effectively.

Please email me for detail.

Employee Development Roadmap

Developed and deployed the Employee Development Plan for past employer in the financial services industry.

The deck presents employee development as a structured roadmap that supports both business needs and employee growth, with the stated aim of helping people advance within the company while also improving recruitment and retention.

It also outlines an “interactive learning roadmap” with onboarding, personalized skills development, professional development planning, external development opportunities, and ongoing monitoring and feedback

Please email me for detail.

My Testimonials

Please refer to the 'recommendations' in my LinkedIn Profile for more.

Recommended "Boring-Proved" Articles

periodically updated

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The Leadership Surge: Why Leadership Skills Matter More in 2026

In its 2025 Future of Jobs Report, the World Economic Forum documented the single largest and fastest-growing skills demand it has ever recorded. It was not for AI, data science, or another technical skill. It was for leadership. The perceived importance of leadership and social influence among global employers surged by an unprecedented 22 percentage points compared to 2023 data [1]. This is not a minor trend, it is a seismic shift in what organisations value.

The Business Research Company’s Workplace Wellness Global Market Report 2026 – Market Size, Trends, And Forecast 2026-2035

Workplace Wellness Market to Surpass $72 billion in 2030. In comparison, the Workplace Services which is considered as its parent market, is expected to be approximately $260 billion by 2030, with Workplace Wellness market to represent around 28% of the parent market. Within the broader Professional Services industry, which is expected to be $8,518 billion by 2030, the Workplace Wellness market is estimated to account for nearly 1% of the total market value.

TRANSFORMING HR FOR A SMARTER FUTURE WITH LEA-LIFE