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IMPACT and OPPORTUNITY
? Based on the Headcount Budget, select the suitable candidates and complete the recruiting target
基于人力規(guī)劃，為企業(yè)篩選適合的人才并及時完成招聘任務(wù)
? Create a harmonious employer relationship by Identify, precaution and deal with the labor law risk
識別、預(yù)防以及處理勞動法律風(fēng)險，為企業(yè)營造和諧的勞資關(guān)系
? Implement the performance management system to create the incentive measures
推進(jìn)并落實績效管理體系，為企業(yè)搭建合理化激勵方案
? Provide all human resources support as HR business partner.
作業(yè)業(yè)務(wù)合作伙伴，為非運營部門提供人力資源建議和支持
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:
? Recruitment Management 招聘管理
o Manage and supervise the recruitment process. Continue improve and innovation
管理監(jiān)督整個招聘流程，針對現(xiàn)有流程提出創(chuàng)新思想并持續(xù)改進(jìn)
o Develop the recruitment channel in time to guarantee the talent input
適時調(diào)整并開發(fā)招聘渠道，保證人才的有效輸入
o Based on the competency module to create and implement the interview evaluation system
基于公司的能力模型，搭建并應(yīng)用面試評估系統(tǒng)
o Be familiar with interview skill to support the hiring manager with the interview process
熟練掌握面試技巧，在面試過程中給予需求部門支持
o Implement resource coordination and effective communication to guarantee lead time
進(jìn)行資源協(xié)調(diào)與有效溝通，保證招聘的時效性
o Implement the recruitment analysis, summarize the report and take improvements
進(jìn)行招聘分析，匯總招聘報告，輸出改善方案并實施
? Performance Management 績效管理
o Popularize the global performance system and awareness by learning and training
通過學(xué)習(xí)與培訓(xùn)，推廣并落實集團(tuán)的績效管理體系與績效理念
o Supervise and guide the performance coaching process and provide improvement suggestion
監(jiān)控并指導(dǎo)績效輔導(dǎo)流程，并提出改善建議
o Assist in the identification of key and high potential talents and collaborate on development plans to build a strong bench
o 協(xié)助職能經(jīng)理識別關(guān)鍵和高潛人才，并制定發(fā)展計劃以建立強(qiáng)有力的人才補(bǔ)給線。
o Drive a high-performing culture, collaborate on improvement plans for low performers and follow up.
o 推行高績效文化，為績效不佳者制定改善計劃并跟蹤計劃的執(zhí)行。
o Suggest performance policy for the part who is not involved in the system, supervise implementation and keep improve
對未納入集團(tuán)績效的部分，建議績效方案，并監(jiān)督實施，持續(xù)改進(jìn)
? ER Management 員工關(guān)系管理
o Supervise the labor risk during the employee career. Avoid and deal with the issue in time
監(jiān)控員工整個職業(yè)周期內(nèi)的勞動風(fēng)險，進(jìn)行及時的防范、規(guī)避與處理
o Complete the big data of employee fluctuation, create and implement improvements
完成人員流動性大數(shù)據(jù)分析，制定改善措施并監(jiān)督實施
o Suggest, organize and optimize the employee activities to create harmony employee relationship
員工活動的建議、組織與優(yōu)化，搭建和諧的勞資關(guān)系
o Based on the competency module, supervise, guide and optimize the employee transferring process
基于公司的能力模型，監(jiān)控、指導(dǎo)與優(yōu)化員工的升遷、轉(zhuǎn)崗、降職流程
o Organize the ER related training to improve the risk awareness of requirement dept
組織勞動關(guān)系類培訓(xùn)，提高需求部門的風(fēng)險防范意識
? Other issue arranged by HR manager
人力資源經(jīng)理安排的其他工作