IMPACT and OPPORTUNITY
• Based on the Headcount Budget, select the suitable candidates and complete the recruiting target
基于人力规划，为企业筛选适合的人才并及时完成招聘任务
• Create a harmonious employer relationship by Identify, precaution and deal with the labor law risk
识别、预防以及处理劳动法律风险，为企业营造和谐的劳资关系
• Implement the performance management system to create the incentive measures
推进并落实绩效管理体系，为企业搭建合理化激励方案
• Provide all human resources support as HR business partner.
作业业务合作伙伴，为非运营部门提供人力资源建议和支持
ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:
• Recruitment Management 招聘管理
o Manage and supervise the recruitment process. Continue improve and innovation
管理监督整个招聘流程，针对现有流程提出创新思想并持续改进
o Develop the recruitment channel in time to guarantee the talent input
适时调整并开发招聘渠道，保证人才的有效输入
o Based on the competency module to create and implement the interview evaluation system
基于公司的能力模型，搭建并应用面试评估系统
o Be familiar with interview skill to support the hiring manager with the interview process
熟练掌握面试技巧，在面试过程中给予需求部门支持
o Implement resource coordination and effective communication to guarantee lead time
进行资源协调与有效沟通，保证招聘的时效性
o Implement the recruitment analysis, summarize the report and take improvements
进行招聘分析，汇总招聘报告，输出改善方案并实施
• Performance Management 绩效管理
o Popularize the global performance system and awareness by learning and training
通过学习与培训，推广并落实集团的绩效管理体系与绩效理念
o Supervise and guide the performance coaching process and provide improvement suggestion
监控并指导绩效辅导流程，并提出改善建议
o Assist in the identification of key and high potential talents and collaborate on development plans to build a strong bench
o 协助职能经理识别关键和高潜人才，并制定发展计划以建立强有力的人才补给线。
o Drive a high-performing culture, collaborate on improvement plans for low performers and follow up.
o 推行高绩效文化，为绩效不佳者制定改善计划并跟踪计划的执行。
o Suggest performance policy for the part who is not involved in the system, supervise implementation and keep improve
对未纳入集团绩效的部分，建议绩效方案，并监督实施，持续改进
• ER Management 员工关系管理
o Supervise the labor risk during the employee career. Avoid and deal with the issue in time
监控员工整个职业周期内的劳动风险，进行及时的防范、规避与处理
o Complete the big data of employee fluctuation, create and implement improvements
完成人员流动性大数据分析，制定改善措施并监督实施
o Suggest, organize and optimize the employee activities to create harmony employee relationship
员工活动的建议、组织与优化，搭建和谐的劳资关系
o Based on the competency module, supervise, guide and optimize the employee transferring process
基于公司的能力模型，监控、指导与优化员工的升迁、转岗、降职流程
o Organize the ER related training to improve the risk awareness of requirement dept
组织劳动关系类培训，提高需求部门的风险防范意识
• Other issue arranged by HR manager
人力资源经理安排的其他工作