Summary
Date Posted: Friday, November 18, 2022 , Base Salary: Not Disclosed

JOB DETAILS:

Our Client, one of the leading international outlets is recruiting a Human Resource Manager
Direct Superior: HR Director
Department: HR
Indirect Superior: General Manager
Lower Level: HRM、HRBP、Administration Manager

Job Qualification Requirements and Job Responsibilities
1. Age：25-40
2. Gender：unlimited
3. Marital status：unlimited
4. Household registration：unlimited
5. Education and major：Administration, Human Resources

Experience and competency requirements：
• Bachelor degree or above, more than 10 years of experience in human resources industry, including more than three years of experience in comprehensive management of human resources, experience in the industry is preferred;
• Good at insight into business and organization, proficient in organizational change and the construction of human resources system, and have rich practical experience;
• Have strategic thinking, be able to consider and solve problems from the overall perspective;
• Full of enthusiasm for work, proactive in work, strong resistance to pressure.

Job Responsibilities：
• Fully responsible for the company's human resources work, according to the company's development strategy, organize the formulation of medium- and long-term human resources planning and annual plans, and organize the implementation of the plan;
• Responsible for the introduction of middle and senior management talents of the company and optimize the management ability of the core team;
• Improve the human resource management process, improve the efficiency of human resources, and organize the implementation and landing;
• Establish a scientific and reasonable management system, grade development and qualification system, promote the improvement of the talent evaluation system at all levels, be responsible for regular inventory and evaluation of organizations and talents, and establish a talent selection and talent reserve mechanism;
• Promote the reform of the incentive mechanism, establish a scientific, fair and effective talent incentive mechanism, and continue to promote the implementation;
• Be able to gain insight into the problems existing in the organization and team, and apply professional theories, methods and tools to provide a full range of solutions for the business team and promote the implementation of the plan.

Job Responsibility Statement (KPA and KPI setting)
KPA: 文化制度与人力资源规划（Hr planning, analysis and optimization）
• Job analysis and value assessment, preparation and maintenance of the Job Description
• Develop and execute the annual work plan for the HR of the business unit (Gantt chart)
• Plan the organizational structure and staffing of the department according to the business objectives of the department
• Participate in the leadership development and talent development channel construction of the business department

KPA: 岗位匹配与人才招聘（Job matching and talent recruitment）
• Implementation, coordination and follow-up of recruitment activities
• Analyze the recruitment effect and carry out the tracking of recruitment results
• According to the actual situation and job setting, develop suitable recruitment channels
• Do a good job in the management and confidentiality of talent reserves and employee information
• Keep abreast of the region's talent information and personnel-related laws and regulations, and timely feedback to HRD for reference

KPA：培训与发展（Training and development）
• Improvement and optimization of employee ability and quality model.
• New employee induction training (corporate culture, management system, product knowledge, work process, etc.)
• Investigate the training needs of the department, and submit the training project to HRD review
• The implementation of departmental training work and the cooperation of company training
• Aggregate the incumbent value assessment report on a quarterly basis and submit it to HRD

KPA：绩效管理（performance management ）
• Implement the performance appraisal system established by the company and strictly abide by the performance appraisal system
• Provide performance training and performance coaching for members of the department
• According to the company's strategic objectives and department (annual, quarterly, monthly) operating indicators, reasonably formulate the performance appraisal indicators of the department
• Review and release the performance indicators of the current month before the 5th of each month, and complete the review and submission of the performance appraisal results of the previous month before the 3rd of each month
• Responsible for statistical processing of performance appraisal results, performance analysis, and propose performance improvement programs
• Establish employee performance files, receive and handle employee performance complaints
• Assist the head of the department to complete the performance interview of the employee and provide performance guidance
• Timely achieve employee incentive and elimination warning according to the performance appraisal results

KPA：员工关系（Employee Relations）
• Tracking of new employee probationary period (work attitude, business knowledge, completion of work plan, etc.)
• Handling of employees' understanding procedures such as induction, regularization, transfer, promotion, and resignation
• The signing, renewal, modification of labor contracts, and the collection and issuance of various certificates
• Timely understand and grasp the ideological dynamics of employees, and propose corresponding countermeasures
• Regular/irregular planning and organization of team building activities


Work Hours: 8

Experience in Months: 120

Level of Education: Bachelor Degree

Job application procedure

To apply, please send your CV and application cover letter to recruitment@lafabsolution.com  clearly indicating job title as Email Subject


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