北京招聘

Job Summary / Job Purpose
MISSION

The HR Business Partner is responsible for the management and development of human capital for a
specific population of the Business, i.e. front office business lines or support functions.

The HR Business Partner is responsible for the operational implementation of the global HR strategy and
its roll out to their client group, as well as providing advice and guidance in relation to people issues in
their region/Business line.

OBJECTIVES

HR advisory to the Business: The HR Business Partner offers advice and guidance to their client
group’s management, aligning HR strategy to business objectives whilst mitigating risk.

Global efficiency: The HR Business Partner is responsible for the daily operational HR management of
their client group and is the first point of contact for all issues/processes to include: recruitment, mobility,
career management, compensation, training and talent management…

HR policies enabler: The HR Business Partner operates as an “expert” supporting HR policies and
contributing to the development of a strong HR-centric managerial culture.

POSITIONING (contacts, degree of autonomy/authority)

Act as HR Site Manager for designated SG branches. Coach and develop subordinates. Cooperate with Share Services Team Manager to facilitate smooth HR shared service delivery in Shanghai (incl SH Securities Rep office) Hangzhou, Wuhan and Guangzhou, and assigned portfolio.

The HR Business Partner works autonomously with their client group within the framework of the
applicable policies and delegation rules.

The HR Business Partner works in close cooperation with the Shared Services Team, the Specialist Teams and the HR Business Partners in the other business lines or support functions.

Main Responsibilities /Accountabilities / Tasks

1. Recruitment

HR advisory to the Business

With the management of their client group, the HR Business Partner is involved in drawing up staffing
plans (additional/replacement hires) and is responsible for their implementation, giving insight on
appropriate time frames, targeted profiles, sourcing channels and any other relevant HR-related
issues.

Global efficiency
Excluding high fliers, the HR Business Partner is the single point of contact for all hires within their
client group and leads the recruitment process. Specifically the HR Business Partner:

? supervises upstream budgetary agreements for job openings in conjunction with the client group
? implements a specific recruitment strategy for each vacancy
? initiates an appropriate candidate selection and interview process in conjunction with line management
? participates in the negotiation of financial and legal terms and conditions, in accordance with the applicable delegation rules
? ensures efficient onboarding of new hires

HR policies enabler
The HR Business Partner is the gatekeeper for the recruitment process and associated internal
policy; including, but not limited to, sourcing channels, external providers selection, compensation
rules, and contractual provisions.

2. Career Management and Mobility

HR advisory to the Business
The HR Business Partner:

? provides training and development for managers in all aspects of performance management
? advises managers on strategic HR planning matters (anticipating profiles and skills to support business needs)

Global efficiency
The HR Business Partner:

? strives to ensure accuracy in the HR systems of data pertaining to staff
? “knows” their client group and develops and maintains this knowledge through regular interaction with employees/managers
? conducts regular career interviews with individuals (at least 30% of client group per year), identifying target lists at the beginning of each year
? advises and supports employees with regard to internal career management
? monitors difficult mobilities and formalizes an action plan when an employee has been in mobility for more than 6 months
? coordinates international assignments in partnership with the specialist International Assignment Team, linking all stakeholders in the secondment process

HR policies enabler
The HR Business Partner:

? encourages use of the Mobility Charter
? ensures that the international mobility policy is applied consistently

3. Talent management and promotion of managerial culture (in collaboration with HUMN/L&D)

HR advisory to the Business
The HR Business Partner:

? ensures that the Business participates in the 360° process as appropriate
? contributes to the formalization of succession plans for key positions
in conjunction with PTD formulates an appropriate training and development plan and influences the local
? training offering

Global efficiency
The HR Business Partner:

? identifies, along with managers, talents and key resources in their client group
? gains a deep knowledge of those staff
? works with the Business to ensure that each “key” employee has a formalized personal development plan in their annual objectives


HR policies enabler
The HR Business Partner:

? implements all talent initiatives (coming from HUMN or from the Group) within their client group
? educates and promotes the use of managerial tools (eValuation, what2manage.com, Manager Handbook, etc.)

4. Exit Management

HR advisory to the Business
The HR Business Partner:

? proactively supports managers to prevent unnecessary redundancies by anticipating short and long term business needs
? develops and trains managers in all aspects of managing poor performance
? gathers data from exit interviews (see below) and supplies back to managers to identify trends/risks

Global efficiency
The HR Business Partner:

? systematically carries out exit interviews, analyzing reasons for departure and providing associated feedback
? leads employee relations cases including rationalisation/redundancy plan and individual terminations when required

HR policies enabler
The HR Business Partner supports the Business in mitigation of legal risks in conjunction with
grievance/disciplinary/redundancy processes.

5. Compensation (in cooperation with HUMN/C&B)

HR advisory to the Business
The HR Business Partner:

? delivers regular market intelligence to managers
? will advise and challenge managers during the compensation review of their teams, anticipating any potential issues

Global efficiency
The HR Business Partner:

? works with the Specialist team to build C&B packages for recruitment, mobility, departure and retention
? coordinates the annual compensation review for their client group with the specialist teams

HR policies enabler
The HR Business Partner:

? supports the C&B team by providing compensation information gathered from exit and recruitment interviews
? ensures that all compensation decisions respect the Group and HUMN/C&B rules

6. Ad-hoc
? The HR Business Partner is responsible for permanent supervision within their perimeter.
? Whilst most reporting is now carried out centrally by the COO/business manager teams, the HR Business Partner is expected to contribute information when required and to add analytical insight
to the raw data produced.
? The HR Business Partner may run/contribute to transversal projects as required, initiated either locally or transversally at HUMN level.

Candidate Profile
Academic Background
(degree and major)

§ University degree or above

Working Experience /
Technical Skills & Know how

§ At least 10 years relevant experiences in human resources function from reputable multinational companies, and with solid experience as HR Generalist in recruitment, international and intra-country placement, compensation and benefits management, training & development and employee relations
§ Work experience in banking industry is an advantage
§ Good know-how of best practices in China, familiar with PRC labour law, particularly local government regulations and policies
§ Solid HR experience in challenging and fast growth environment, with good judgment and strong analytical skills towards people


Skills & Competencies

§ Is a team player, proactive and energetic, resilience and able to work under pressure; and with excellent skills in communication and relationship building
§ SG Competency Guide: take reference to contribution level as “Team Leader”

Language Skills

§ Good command of written & spoken English

Computer Skill

§ Good PC skills

Professional Qualification
(if applicable)



Others if any
(require to travel, etc)

§ Able to travel


Internal & External Business Relationship (if applicable)

Keep active and smooth working relationship with BUs and SFsEstablish good networking with bank HR practitioners and other employment related bodies.

SG Group was founded in 1864, it is one of the leading financial services groups in the Euro zone with 144 year-experience in Banking area and the10th largest French company by market cap. (EUR 46,2 bn).

SG Group is pursuing a profitable growth policy based on the selective development of its core activities (Retail banking & Financial Services, Global Investment Management & Services, Corporate & Investment Banking)through a combination of organic growth and acquisitions, and is drawing on a strong capacity for innovation geared towards satisfying its customers.

Continuing its growth and globalization strategy, the Société Générale group gathers nearly 151,000 employees, working in 82 countries. SG recognizes and promotes all talented people, regardless of their native country, their sex, their culture and their profile. Our employees' professional development is a priority and we have strong policies of career management, mobility and training in the whole Group, to be adapted to the needs of our different business lines and of our employees.