Work Schedule

Environmental Conditions

Job Description

This position involves collaborating with the business to build HR strategies and drive HR initiatives for achieving targets. It also entails identifying, developing, and retaining individuals with strong work behaviors. Additionally, this role includes providing support to business leaders in the organization design and organizational change, with a focus on encouraging high employee engagement.

Essential Job Functions and Accountabilities:
Work force planning and talent acquisition
• Working with leaders to analyze the workforce needs, actively participating in AOP planning process, provide advice on workforce deployment. Collaborate on workforce plan with finance and the leaderships to ensure investment.
• Collaborate with TA team to guarantee that we get dedicated candidates. Provide support, lead the on-boarding process to pledge that new hires can settle down successfully and receive all needed support.
• Work with TA to continuously improve the hiring capability of the team.
Organization development.
• Assist business/functional leaders in organization structure change, including but not limited to define new structure, work on people impact, plan and conduct communication; handle the change process, etc.
• Identify critical workforce development needs, capitalizing on the extant corporate resources in order to develop a variety of initiatives; collaborate with different teams and different functions.
• Lead dedicated business/function HRR process, guide HiPo to build individual development plans, provide resources and opportunities to the HIPO, offering mentorship when needed.
• Perpetually develop the advancement of leadership capabilities within the team, cultivating an environment that esteems commitment and dedication.
• Mange PMD process, provide training, mentorship to ensure a high quality PMD discussion, feedback across the organization.
• Collaborate with the management team to ensure the effective dissemination of interpersonal targets and establish suitable performance management procedures.
C&B
• Under the mentorship of central C&B, evaluate the total comp process; assess the salary range, define salary strategy.
• Lead local incentive plan process for direct labors.
• Conduct compensation analysis in partnership with subject matter authorities-settle mine local compensation needs and actions.
Employee Engagement
• Strengthen company’s culture and value through all types of program or activities; develop employee communication channel, strengthen employee engagement.

• Process improvement & Projects; Engage in, lead and support HR initiatives within the HR team, employing the PPI methodology and tools as deemed suitable.
Learning & Development
• Collaborate with business leaders and TMOD to see opportunities for assessing the efficiency of programs and initiatives.

Collaborate on developing and completing evaluation plans, interpreting data, and providing practical insights to assist in decision-making and promote continuous improvement. Organization capability gaps. Design and structure programs to support organization and talent development.
• Be familiar with Quality Management System and take lead in HR part to make sure all
related apply to compliance to meet ISO & other government audit requirements.
Employee Relation
• Connect with employees and business managers closely and understand their needs and
concerns. Address their needs in division management meeting and give feedback to central
HR teams to create an open, coordinated atmosphere.
• Responsible for employee relationship management, incl. labor law consultation, conduct
culture development and employee communication related activities.
Others
• Leverage/integrate resources to develop defined HRBP team
• Provides advice and counsel to managers and supervisors regarding HR policy and HR projects to ensure smooth implementation.
• Seeking continuous improvement on HR practices and operation.
• Participant in regional/Local HR projects and support other function projects as HR
representative.
Educational Qualifications:
• Bachelor’s degree or above.
Experience Qualifications:
• Proven track record in HR function with 5 years+ of HRBP experience in an multinational manufacturing environment.
• Has a strong discernment.
• Be capable and willing to work on day-to-day operational issues as well as the sense of HR strategic activities.
• Proven team and inter-personnel skills. Very good in communication and influencing.
• Lead and manage change.
• Dealing with ambiguity.
• Fluency in both English and Mandarin language skills (both oral and written). Must possess
the ability to manage multiple priorities.