Qualifications:
1.?Bachelor?degree,?HR?related?major.?Any?other?further?qualification,related?to?HR?management?is?highly?appreciated
Experience:
2.A?previous?experience?of?5?to?8?years?in?HR?field?is?needed
3.Experience?of?3-5?years?as?HR?managerial?position?of?a?production?plant?is?highly?appreciated
4.Experience?in?HR?development/training?programs?implementation?is?highly?recommended
5.Solid?experience?in?management?of?C&B?programs?is?recommended
6.A?previous?experience?in?a?foreign?company?is?appreciated
7.In-depth?knowledge?of?Chinese?contracting,?laws?and?regulations
8.Good?knowledge?of?organizational?and?people?development?practices?and?tools?is?highly?recommended
9.Knowledge?of?most?important?IT?tools?is?needed
10.Languages:?fluent?in?English,?knowledge?of?Mandarin?is?mandatory
任職資格：
1、本科學(xué)歷，人力資源相關(guān)專業(yè)。具有其它與人力資源管理相關(guān)的資格證書優(yōu)先。
2、在人力資源領(lǐng)域必須有5到8年的工作經(jīng)驗(yàn)。
3、有3-5年人力資源管理崗位經(jīng)驗(yàn)者優(yōu)先考慮。
4、具有人力資源開發(fā)/培訓(xùn)項(xiàng)目的實(shí)施經(jīng)驗(yàn)優(yōu)先。
5、有扎實(shí)的薪酬福利項(xiàng)目管理經(jīng)驗(yàn)。
6、在外資公司工作經(jīng)驗(yàn)者優(yōu)先。
7、深入了解中國的合同、法律和法規(guī)
8、良好的組織能力，具有發(fā)展實(shí)踐的知識
9、具備重要的IT工具的知識，如辦公軟件。
10、流利的英語，有一定的普通話水平。
Key?Responsibilities：
1.Be?responsible?for?all?human?resources?activities;
2.Implements?Human?Resources?strategy?and?programs?in?the?organization?to?keep?peace?with?the?growth?of?the?organization.
3.Supports?all?the?Line?Managers?to?define?and?implement?short-term?or?mid-term?organization?strategy?to?be?presented?and?approved?by?Managing?Director?or?top?management;
4.Support?the?improvement?of?safety?policies?in?all?areas?of?the?company;
5.Support?the?achievement?of?the?organization?vision,?mission?and?objectives.
6.Develop?and?lead?in?implementing?strategies,?policies?and?HR?plan?in?full?functional?area?of?recruitment,?training?and?development,?compensation?&?benefit,?employee?relation,?performance?and?the?company?administration?security?management.
7.Responsible?for?developing?HR?department?strategy,?functional?plan,?goal?and?program?that?are?based?upon?and?directly?linked?to?the?overall?purposes,?goals?and?values?of?the?company;
8.Manages?all?the?recruiting?activities?(definition?of?job?description,?candidates’?interviews,?contract?issues)?of?managers?and?coordinates?the?ones?for?office?staff?and?workers;
9.Identify?employee?relation?issues?and?take?appropriate?action?to?avoid?problems/risks?or?maximize?opportunities?by?working?with?line?managers?to?effectively?resolve?employee?relation?issues?and?develop?performance?improvement?plans?when?necessary;
10.Develop?and?update?HR?policies,?processes,?procedures?to?ensure?in?line?with?operation?needs?and?fully?compliance?with?corporate?policies?and?local?laws;
11.Work?as?a?bridge?and?in-house?consultant?between?management?team?and?employees?to?make?sure?a?positive?environment?by?the?efficient?and?effective?communication;
12.Manage?HR?and?administration?team?to?ensure?quality?and?efficient?services?in?a?cost-effective?manner;
13.Develop?and?maintain?relationship?with?employment?agencies?and?other?recruitment?sources;
14.Provides?advice,?assistance?and?follow-up?on?company?policies,?procedures,?and?documentation;
15.Supports?the?analyses?of?development?needs?and?implementation?of?individual?and?collective?training?programs?to?improve?talent?competences?within?the?company;
16.Implements?and?manages?the?remuneration?structure?and?policy,?according?to?company?guidelines;
17.Supervise?the?payroll,?social?contributions?and?individual?income?tax?activities,?guaranteeing?the?right?level?of?service?and?effectiveness;
18.Implement?bonus?programs?defined?at?top?management?level,?being?responsible?for?the?reliability?of?data?and?reports?provided?to?top?management;
19.Manages?the?negotiation?with?local?labour?bureaus?and?deal?with?local?labor?institutions?and?offices?at?local?level;
20.Provides?to?Managing?Director?and?top?management,?detailed?reports?on?personnel?and?organizational?issues?or?risks?to?be?prevented?or?solved?in?the?different?areas;
21.Is?responsible?for?monitoring?the?resources?assigned?to?each?department,?ensuring?the?correct?application?of?tools?and?policies?on?training,?evaluations?and?remuneration?systems;
22.Identify?the?potential?safety?problems?of?the?company?and?works?with?qualified?safety?responsible?person?to?work?on?and?solve?the?problems?to?establish?a?secure?and?trustworthy?environment?for?employees.
工作職責(zé)：
1、負(fù)責(zé)所有人力資源活動；
2、在本組織內(nèi)實(shí)施人力資源戰(zhàn)略和方案，以維持本公司的和諧發(fā)展；
3、支持所有部門經(jīng)理制定和實(shí)施短期或中期的組織戰(zhàn)略，由總經(jīng)理或最高管理層提出并批準(zhǔn)；
4、支持改進(jìn)公司所有領(lǐng)域的安全政策；
5、支持實(shí)現(xiàn)組織的愿景、任務(wù)和目標(biāo)；
6、在招聘、培訓(xùn)和發(fā)展、薪酬與福利、員工關(guān)系、業(yè)績和公司行政安全管理等全功能領(lǐng)域制定和領(lǐng)導(dǎo)執(zhí)行戰(zhàn)略、政策和人力資源計(jì)劃；
7、負(fù)責(zé)制定人力資源部戰(zhàn)略、職能計(jì)劃、目標(biāo)和方案，并與公司的總體目標(biāo)、目標(biāo)和價值直接掛鉤；
8、管理的所有招聘活動（職位描述，候選人面試，合同問題），協(xié)調(diào)辦公室員工和員工的招聘活動；
9、處理員工關(guān)系問題，采取適當(dāng)行動，避免問題/風(fēng)險或最大化機(jī)會，與一線經(jīng)理合作，有效解決員工關(guān)系問題，并在必要時制定業(yè)績改進(jìn)計(jì)劃；
10、制定和更新人力資源政策、流程和程序，以確保符合業(yè)務(wù)需要，并完全遵守公司政策和當(dāng)?shù)胤桑?br />11、作為管理層和員工之間的橋梁和內(nèi)部顧問，通過高效和有效的溝通確保一個積極的環(huán)境；
12、管理人力資源和行政團(tuán)隊(duì)，以成本效益的方式確保高質(zhì)量和高效率的服務(wù)；
13、與職業(yè)介紹所和其他中介來源建立和保持關(guān)系；
14、就公司政策、程序和文件提供咨詢、協(xié)助和后續(xù)行動；
15、支持分析發(fā)展需要和實(shí)施個人和集體培訓(xùn)計(jì)劃，以提高公司內(nèi)部的人才能力；
16、根據(jù)公司準(zhǔn)則執(zhí)行和管理薪酬結(jié)構(gòu)和政策；
17、監(jiān)督工資、社會捐助和個人所得稅活動，確保適當(dāng)?shù)姆?wù)水平和有效性；
18、實(shí)施最高管理層定義的獎金計(jì)劃，負(fù)責(zé)向最高管理層提供數(shù)據(jù)和報(bào)告的可靠性；
19、與當(dāng)?shù)貏趧泳诌M(jìn)行談判，并與當(dāng)?shù)氐膭趧訖C(jī)構(gòu)和地方辦事處進(jìn)行談判；
20、向總經(jīng)理和最高管理層提供關(guān)于人員和組織問題或在不同領(lǐng)域防止或解決的風(fēng)險的詳細(xì)報(bào)告；
21、負(fù)責(zé)監(jiān)測分配給各部門的資源，確保在培訓(xùn)、評價和薪酬制度中正確應(yīng)用工具和政策；
22、確定公司潛在的安全問題，與合格的安全負(fù)責(zé)人合作，解決并解決問題，為員工建立一個安全可靠的環(huán)境。