Duties & Responsibilities:
Building A sustainable Organization
o Organization Development: Identifying multiple aspects of an organization (e.g. mission, workflow, strategy) and then aligning or realigning them to meet organizational goals in the current business environment.
o Talent development: Creating initiatives such as training courses, mentorship programs and succession plans to help employees develop new skills and competencies that benefit them and the organization.
Improve Employee Relations & Experience
o Develop and maintain HR policies and procedures: Create clear, comprehensive, and up-to-date HR policies and procedures that are easily accessible to all employees, ensuring consistent and fair treatment.
o Workforce planning: Working with leaders to identify skill gaps and create strategies to fill them.
o Recruitment: Employer branding, drive internal mobility to create more opportunity.
o Onboarding: Ensuring new hires feel welcome and get off to the best possible start.
o Retention and engagement: Helping ensure site employee are healthy, satisfied, and engaged with their work.
o Employee relations: Balancing the wants and needs of the employer with those of the employees, both collectively as well as individually.
o Performance management: Assisting with the creation and implementation of an effective performance management scheme.
Relation / Culture Management
o Promote company culture and value, guide employees’ sense of value, and improve company employer image.
o Work with COE and Business team to promote culture-related programs and ER activities.
o Drive BVocal activities across site to consistently improve satisfaction.
Operational Excellence
o HR Operational Compliance: Stay up to date with changes in labor laws, regulations, and industry best practices, ensuring that HR processes and policies comply with all relevant requirements. Conduct regular compliance audits and assessments, identifying and addressing potential risks.
o Increase HR operational efficiency: Utilize technology such as SF and other types of HR software/AI to automate and streamline HR processes, gather and interpret data, reduce manual work, and increase accuracy.
Principal interfaces:
o China HR Team including COE team & operational team
o Site GM/Operations Manager/SUB Leaders
o Site HR team
o Division HR team
o Legal / Finance / Government Relations
o M&A/MOU Team
o Others
Scope size supported:
o Around 9 sites with 1100+ operation employees
Qualifications:
Essential Qualifications:
•
o Bachelor’s degree in Human Resources Management, Business Administration, or a related field.
o Minimum of 7-10 years of progressive experience in HR, with at least 3 years in a managerial or supervisory role.
o Proven experience in a multinational or regionally diverse environment is highly advantageous.
o Proficiency in HRIS/SF systems (e.g., Success Factor).
o Strong analytical skills and experience with data-driven decision-making.
o Familiarity with local and international employment laws, regulations, and best practices.
Demonstrated ability to lead and develop HR teams, fostering a collaborative and inclusive culture.
•
o Excellent communication skills, both written and verbal, to effectively engage with all levels of staff and stakeholders.
o Strong problem-solving skills and the ability to handle sensitive situations with diplomacy and professionalism.
Preferred Qualifications:
•
o Experience in specific industry sectors relevant to the region (e.g., manufacturing, technology, retail).
o Familiarity with advanced HR analytics and digital transformation initiatives in HR.
o Demonstrated success in implementing HR technology solutions to enhance efficiency and employee experience.

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