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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(shí)完成招聘任務(wù) ? Create a harmonious employer relationship by Identify, precaution and deal with the labor law risk 識(shí)別、預(yù)防以及處理勞動(dòng)法律風(fēng)險(xiǎn)，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(shí)績效管理體系，為企業(yè)搭建合理化激勵(lì)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(yùn)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(gè)招聘流程，針對(duì)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(shí)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(píng)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(shí)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(bào)告，輸出改善方案并實(shí)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(shí)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(shí)別關(guān)鍵和高潛人才，并制定發(fā)展計(jì)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(jì)劃并跟蹤計(jì)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(duì)未納入集團(tuán)績效的部分，建議績效方案，并監(jiān)督實(shí)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(gè)職業(yè)周期內(nèi)的勞動(dòng)風(fēng)險(xiǎn)，進(jìn)行及時(shí)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(dòng)性大數(shù)據(jù)分析，制定改善措施并監(jiān)督實(shí)施 o Suggest, organize and optimize the employee activities to create harmony employee relationship 員工活動(dòng)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(dòng)關(guān)系類培訓(xùn)，提高需求部門的風(fēng)險(xiǎn)防范意識(shí) ? Other issue arranged by HR manager 人力資源經(jīng)理安排的其他工作