北京招聘

Join our Core Business Services (CBS) team and you will help support the important business enablement functions that keep our organization running strong. As a CBS professional, you will work across teams to provide the knowledge, resources and tools that help EY deliver exceptional quality service to our clients, win in the marketplace and support EY’s growth and profitability. Major teams within CBS include Finance, Information Technology, Human Resources, Enterprise Support Services, Brand Marketing and Communications, Business Development, Knowledge and Risk Management.

We call our human resources group the Talent Team, and this reflects how important our people are to the success of the EY organization. Working with the Talent Team, you’ll help develop and execute our people strategy, which provides the programs, measures and tools that help our EY member firms' employees achieve their goals. You might develop and implement strategies for performance management, leadership development, learning, training tools, compensation, recruiting, new joiner orientation, reporting processes or other initiatives.

With so many offerings, you have the opportunity to develop your career through a broad scope of engagements, mentoring and formal learning. That’s how we develop outstanding leaders who team to deliver on our promises to all of our stakeholders, and in so doing, play a critical role in building a better working world for our people, for our clients and for our communities. Sound interesting? Well this is just the beginning. Because whenever you join, however long you stay, the exceptional EY experience lasts a lifetime.

Responsibilities

Overall Position Purpose

To act as an HR Business Partner for the Greater China Financial Services businesses.

Working closely with the Sservice 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.

Stakeholder Groups

• FSO Service Line Leaders


• FSO Talent Leader


• GC and FSO Talent Team

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


• Champion EY’s D&I strategy within the Region/Country

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

Influencing Culture Change

• Champion and drive change within a specific client group, embedding behavioural change to align with talent priorities (e.g. flexible working); advise business leaders in effective change management strategy and deployment of change


• Advise the business on developing a culture within the SL that underpins our values, promotes high-performance teaming and enables the delivery of exceptional client service and partner with business to implement supporting actions


• Work with the D&I function to advise and support D&I initiatives from a SL perspective; advise the business on cultivating an inclusive and flexible work environment that values diversity, working with Talent Consultants to deliver and drive these in the SL


• Challenge and coach local Leadership to drive change and support the implementation and successful adoption of projects and initiatives on the Region or Area/Global Talent agenda (for example: LEAD, career frameworks, listening strategy, strategic talent planning etc.)


• Monitor the effectiveness of change initiatives, taking appropriate action (working with other functions as needed, e.g. adoption of LEAD) and providing feedback to SL talent leaders


• Remain aware of HR trends to inform decision making and build case for change

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 Talent Development to support the SLs/BUs in the identification of HiPos, management of their long term talent pipeline (e.g. PPED promotions, leadership program nominations etc.), retention of high performers and those with critical skills, avoiding regretted separations


• 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.

Objectives/Measures

• Ability to set and execute a defined agenda of Talent priorities that align with region talent priorities and address local strategic imperatives

Requirements

Qualifications, Experience & Skills

1. Qualifications

1. Graduate qualification

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.

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We want you to gain more career value from your time spent with EY than you would from any other employer. This is why we work hard to build and sustain the kind of culture that provides a wide array of learning and development opportunities, gives you experience of working with a diverse group of colleagues and clients, and provides the chance to build lifelong relationships that will be valuable to you wherever your career takes you.

Whenever you join, however long you stay, the exceptional EY experience lasts a lifetime.