把繁瑣的人資流程，
變成清楚、可重複的系統。I turn messy HR work into clear, repeatable systems.
HR 工作者，4 年經驗橫跨 HRBP、招募、薪酬與薪資作業，服務過台灣、日本與多國團隊。非工程背景，但習慣和 Claude、Gemini 協作，用 Apps Script 與 n8n 把重複的人資工作自動化。HR professional with 4 years across HRBP, recruitment, compensation and payroll, supporting teams in Taiwan, Japan and beyond. Not an engineer by training, I work with Claude and Gemini to automate repetitive HR work in Apps Script and n8n.
案例Selected work
公司名稱以產業描述代替，數據與人名已去識別化。Employers are described by industry. Names and figures are de-identified.
以 AI 協作重塑 HR 工作流程Rebuilding HR workflows with AI
把招募、離職與人員名單維護中重複、跨系統、容易出錯的手動作業，拆成 5 套自動化流程。開發全程與 Claude、Gemini 協作完成，並全數導入日常作業。I broke the repetitive, error-prone manual work in recruiting, offboarding and headcount upkeep into five automations, built entirely in collaboration with Claude and Gemini. All five were rolled into daily operations.
問題Problem
- 求職者來源與履歷格式不一，彙整與催收費時
- 每次離職都要手動套版、產出多份文件
- 面試提醒靠人工排程，容易漏發或抓錯時間
- HR 系統、Sheets、行事曆需要人工比對更新
- Candidate sources and CV formats vary, so collecting and chasing them takes time
- Every resignation means filling templates by hand for several documents
- Interview reminders are scheduled manually and get missed or mistimed
- The HR system, Sheets and calendars have to be reconciled by hand
做法Approach
事件觸發的工作交給 Apps Script，排程與跨系統整合交給 n8n，Claude 與 Gemini 則是貫穿全程的開發協作者，負責需求拆解、程式草稿與除錯。
Event-triggered tasks run in Apps Script, scheduled cross-system syncs run in n8n, and Claude and Gemini act as the development partner throughout: breaking down requirements, drafting code and debugging.
成果Outcome
- 5 套流程全數導入日常作業
- 求職者資料自動催收，取代逐一複製連結
- 離職文件一次產出，降低欄位遺漏
- 人員名單自動同步，成為報表的一致基礎
- All five rolled into daily operations
- Candidate follow-ups sent automatically instead of one by one
- Offboarding documents generated in one step, with fewer missed fields
- Headcount lists stay in sync and feed reporting
Apps Script
事件觸發型自動化Event-triggered automation
- 104 求職者資料蒐集
- 離職文件生成
- 面試提醒通知
- Candidate data collection from job boards
- Offboarding document generation
- Interview reminders
n8n
排程與跨系統整合Scheduling and cross-system sync
- 自動更新員工名單與行事曆
- 整理到職／離職者名單
- Employee list and calendar updates
- Joiner and leaver lists
非工程背景的開發方式How I build without an engineering background
AI 的草稿很少一次到位。真正的功夫在於反覆測試、把錯誤講清楚，再和 AI 一起修到穩定。AI drafts rarely work the first time. The real work is testing, describing the errors clearly, and fixing them with the AI until the workflow is stable.
| 流程Workflow | 導入前Before | 導入後After |
|---|---|---|
| Apps Script 求職者資料蒐集Candidate data | 在求職平台逐一查看履歷，再手動發訊息附連結Open each CV on the job board and message every candidate a link by hand | 偵測到新求職者，自動寄信邀請填寫資料並上傳履歷New applicants automatically get an email inviting them to fill in their details and upload a CV |
| Apps Script 離職文件生成Offboarding docs | 每次離職手動套版、逐一填欄位Fill every template field by hand for each resignation | 更新離職表單後，自動依員工資料套版產出所有文件Updating the resignation form generates every document from employee data |
| Apps Script 面試提醒Interview reminders | 人工查看行事曆、手動寄信，容易漏發Check the calendar and email by hand, so reminders get missed | 自動讀取行事曆，判斷職位、時間、地點後準時寄出Reads the calendar, picks up role, time and place, and sends on time |
| n8n 員工名單與行事曆Employee list & calendar | 新人資料要在多個系統重複維護New-hire data maintained separately in several places | 偵測到新人資料，自動更新名單並建立行事曆事項New-hire data updates the list and creates calendar events automatically |
| n8n 到離職名單Joiners & leavers | 定期人工比對 HR 系統與試算表Compare the HR system and spreadsheets by hand each period | 定期自動比對並彙整當期名單，作為人事作業與報表基礎Compared and compiled automatically each period as the basis for HR ops and reporting |
離職假勤結算計算機Leave settlement calculator
把散落在信件與人工試算裡的離職假勤規則，整理成主管可以自己操作的計算機，結果能直接對照 HR 系統，也能直接貼進給員工的信件。I turned leave-settlement rules that lived in emails and hand calculations into a calculator managers can run themselves. Results match the HR system and paste straight into the email to the employee.
問題Problem
公司以曆年制預給特休，離職時卻要依勞基法改回週年制重算，再加上公司福利假、遞延假與留職停薪，每次結算都靠人工，數字容易不一致，也難向員工解釋。
Statutory Leave is granted on a calendar-year basis but must be recalculated on the anniversary basis on resignation. Add company bonus leave, deferred leave and leaves of absence, and every settlement was done by hand, with inconsistent results that were hard to explain.
做法Approach
- 統一扣假順序與遞延假到期規則
- 固定進位方式，消除不同承辦人的差異
- Leave of Absence 自動順延年資
- 附上視覺化時間軸，員工一看就懂
- One deduction order and one expiry rule for deferred leave
- A fixed rounding rule, so results no longer depend on who calculates
- Seniority automatically adjusted for leaves of absence
- A visual timeline employees understand at a glance
成果Outcome
- 主管可自行完成離職結算
- 中英雙語版本，適用跨國團隊
- 產出可直接貼進信件的摘要
- Managers complete settlements on their own
- Chinese and English versions for cross-border teams
- A ready-to-paste summary for the employee email
從零建立職場霸凌防治制度A workplace bullying prevention system, from scratch
因應 2026 年職安法新增的職場霸凌防治規定，把法條整理成全集團適用的防治與申訴處理 SOP，並推動全員簽署、法定教育訓練與到職流程的導入。When Taiwan's 2026 amendments added workplace bullying rules to the Occupational Safety and Health Act, I turned the law into a group-wide prevention and grievance SOP, then rolled out employee sign-off, mandatory training and onboarding steps.
問題Problem
新法要求百人以上企業訂定防治計畫、提供申訴管道，並由含外部專家的調查小組處理申訴。公司原本只有申訴管道，缺少調查程序、法定時程、保護措施與紀錄保存方式，團隊又分布在多個國家。
The new rules require companies with 100+ employees to have a prevention plan, complaint channels, and investigation panels that include outside experts. The company had complaint channels but no investigation procedure, statutory timelines, protection measures or record-keeping, and the team was spread across several countries.
做法Approach
- 研析修法內容，整理霸凌定義與五大行為態樣
- 設計五階段處理流程與法定時程
- 加入事中保護、禁止報復、惡意申訴與結案追蹤機制
- 製作中英雙語 SOP 與宣導簡報
- 以合規檢核表逐項追蹤落實進度
- Analyzed the amendments and defined bullying and its five main forms
- Designed a five-stage process with statutory timelines
- Added interim protection, anti-retaliation, false-complaint and follow-up rules
- Wrote the SOP and briefing deck in Chinese and English
- Tracked rollout item by item against a compliance checklist
成果Outcome
- SOP 正式公告，推動全集團同仁簽署並追蹤完簽
- 三種申訴管道：專屬信箱、線上表單、口頭向 HR 反映
- 主管與同仁完成法定線上教育訓練，證明以表單蒐集歸檔
- 新人到職第一週完成簽署與訓練，納入 HR 系統到職流程
- SOP announced, with sign-off rolled out and tracked across the group
- Three complaint channels: a dedicated mailbox, an online form, or telling HR in person
- Managers and staff completed the mandatory online training, with certificates collected by form and filed
- New hires sign and train in their first week, built into the HR system's onboarding
申訴處理五階段Five stages of handling a complaint
結案後由駐點醫護與職安人員進行 6 個月至 1 年的關懷追蹤，並可轉介外部諮商資源。After a case closes, on-site medical and safety staff follow up for 6 to 12 months, with referrals to outside counseling.
跨國團隊的任用與管理Hiring and managing an international team
負責德國、土耳其、美國等地國際員工的任用與生命週期管理，同時處理薪資、年度人事預算與績效考核。Managed hiring and the employee lifecycle for international staff in Germany, Turkey and the US, along with payroll, annual HR budgeting and performance reviews.
問題Problem
新創要在沒有當地法人的國家聘用人才，各國的勞動規定與合約形式都不同。
The startup needed to hire in countries where it had no local entity, each with different labor rules and contract forms.
做法Approach
- 透過 EoR 簽訂合約，管理國際員工的到職到離職
- 負責工程、產品、法務、財務等職缺的全流程招募
- 處理月薪資、年度人事預算與績效考核
- Used EoR agreements and managed international staff from onboarding to exit
- Ran full-cycle recruitment for engineering, product, legal and finance roles
- Handled monthly payroll, the annual HR budget and performance reviews
成果Outcome
- 在合規架構下延攬海外人才
- 維護醫療器材相關的品質管理文件
- 擔任員工福利委員會委員
- Hired talent abroad within a compliant structure
- Maintained quality management documents for medical device compliance
- Served on the Employee Welfare Committee
經歷Experience
HR Specialist
Human Resource Executive
- 擔任台灣與日本團隊的 HRBP，負責招募、績效與日常人資營運
- 處理日本辦公室月薪資，與當地勞務顧問確保合規
- 以 Apps Script、n8n、Claude 打造 5 套 HR 自動化流程
- HRBP for the Taiwan and Japan teams, covering recruitment, performance and daily HR operations
- Ran monthly payroll for the Japan office with local labor consultants
- Built five HR automations with Apps Script, n8n and Claude
Associate, Reward Data Intelligence
- 主責年度薪酬調查，客戶涵蓋 100 家以上企業
- 為客戶進行職務對應與職級設計
- Ran the annual compensation survey for a client base of 100+ companies
- Delivered job matching and grade design for clients
Human Resource Generalist
- 工程、產品、法務、財務等職缺的全流程招募
- 國際員工任用與 EoR 合約管理
- Full-cycle recruitment for engineering, product, legal and finance roles
- International hiring and EoR contract management
Associate Recruitment Consultant
- 為客戶企業招募軟體工程人才，年業績逾新台幣 300 萬
- Recruited software talent for client companies, generating over NT$3 million a year
學歷Education
- 國立政治大學National Chengchi University
社會工作研究所 碩士MA, Social Work - 早稻田大學Waseda University
亞太研究科 碩士MA, International Relations - 東吳大學Soochow University
社會科學院 學士（法律雙主修）BA, Social Science, double major in Law
語言Languages
- 中文Chinese 母語Native
- 英文English 流利Fluent
- 日文Japanese 日常會話Conversational
- 韓文Korean 日常會話Conversational
英語議會式辯論Parliamentary debating
- 2023 東北亞英語辯論錦標賽 副總裁判長Deputy Chief Adjudicator, 2023 North-East Asian Debating Championship
- 創辦台灣最大英語辯論賽 Taiwan Debate OpenFounded Taiwan Debate Open, the largest tournament in Taiwan
- 裁判工作訓練出結構化思考與公正判斷，也是我處理申訴調查的底子Adjudicating taught me structured thinking and fair judgment, which I bring to workplace investigations
AI 職涯諮詢AI career chat
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聯絡Contact
合作邀約、職涯交流或任何想聊的事，都歡迎留言給我。For collaboration, a career conversation or anything else, leave me a message.