Overall Position Purpose

To act as an HR Business Partner for the Greater China ，Working closely with the service line talent leaders to support the provision of advice and consultative guidance on all talent matters that contribute to achievement of Service Line strategy and objectives. Responsible for a given population of employees, seeks to have the best people solutions delivered to meet the strategic imperatives of the business. The role holder will be responsible for providing analysis, advice and insight that will have an impact on business performance. They will also use their wide knowledge of policy and good practice to influence business decision making and to support successful change initiatives. The role holder will build strong internal and external networks to share good practice and market information.

Major Responsibilities/Duties

Strategic talent initiatives and planning

► Partner with stakeholders to deliver the wider SL Talent strategy aligned to regional/global priorities as determined by SL talent leaders

► Work closely with the SL talent leaders and Business Leadership to understand Talent Agenda and execute innovative HR programs in line with this

► Facilitate change and support the implementation and successful adoption of projects and initiatives on the Region or Area/Global Talent agenda, for example, HPT, Senior Manager Career Journey, flexible working

► Maintain a strong understanding of market trends that affect our industry and the resulting talent profile required to support the SL/BU

Workforce Planning

► Contribute to workforce planning activities in terms of understanding capability, skills development, pipeline etc. of a particular SL and input into workforce planning conversations with SL talent leaders

► Use data analytics to provide insight on trends, potential areas for concern and to inform solutions

► Once the workforce plan has been created, understand the implications of future demands on current talent services; share information and work with other talent functions as needed to adapt to any changes

► Partner with Business in the planning and delivery of large-scale redundancies/restructures, mergers & acquisitions

Strategic partnering

► Build and maintain influential relationships with business leaders, working closely with them to co-develop solutions to meet their business needs.

► Develop strong relationships with other Region, Area and Global talent functions, both from a SL and CoE perspective, leveraging and supporting to drive talent solutions/initiatives from other talent functions

► Drive for consistency and simplification of SL talent activities and adoption of global processes – challenge the need for differentiation but enable it where it drives value and is cost-effective

► Use data provided by technology and /or HR Services to provide insights to business (e.g. retention hotspots, capability gaps, excessive use of overtime etc.)

► Maintain a strong understanding of key business and financial drivers that determine SL/BU success

► Be the escalation point for high risk ER cases, working closely with Operational Teams to resolve matters

Talent Management

► Advise and guide the business on the key behaviours, practices and solutions that will build EY’s organisational capability and accelerate the engagement of our people and partners; work with them and other Talent Consultants to implement supporting actions

► Reinforce the importance of LEAD practices and actively promote the new way of delivering careers, development and performance across all ranks and SLs

► Collaborate with D&I and Total Reward Leaders to provide input as needed to recognition programs and other initiatives that promote diversity, health and well-being; drive adoption of such programs in the business through advising on the benefits and how it support our exceptional EY experience

► Support the business in implementing action plans as a result of insights from GPS and other listening surveys

The position holder will perform other responsibilities and tasks, e.g. project/initiative management, as required to achieve the agreed performance outcomes.

Qualifications, Experience & Skills

Experience

► Strong experience of working in HR with deep knowledge of HR trends, leading HR practice and talent management practices

► Communicating with and influencing senior stakeholders

► Experience of managing successful change in complex environments

Skills

► Strong business acumen and commercial awareness

► Credibility with business leaders based on a detailed understanding of the business and how better engagement with Talent can deliver improved performance

► An understanding of digital technology’s impact and the opportunities it creates

► Clear, comprehensive understanding of the link between the talent team strategy and business strategy

► Ability to develop clear, actionable Talent plans flowing from business strategy

► Strong client focus with the ability to build good relationships and work virtually/ across borders

► Strong communication skills and ability to work effectively with multiple stakeholders across the organisation at all levels

► Ability to engage and influence others, with good change management skills and a desire to act as a change agent

► Excellent command of written and spoken English