东莞招聘

职位汇报对象：HR Manager

Responsibilities:
1)Organization development
? Coordinate and keep an updated database of organization structure and employee profiles, prepare and draft the announcements of organization/ employee movements.
? Independently organize and facilitate with line managers in manpower planning discussions and consolidate the data of headcount development to ensure the agreed manpower planning is upheld and alert management any deviations in the implementation.
? Facilitate the succession planning and keep the development of succession planning and development candidates’ movements with updated files.
? Co-ordinate with line management to prepare the job descriptions and facilitate Strata evaluations for new/revised positions and propose reviewing if derivation of job scope/responsibility & job grade is identified, to ensure organization internal equity.

2) Staffing and terminations
? Coordinate with the relevant managers and follow recruitment progress with Recruitment Team. Prepare and co-ordinate new recruit settling activities including drafting arrival announcements, employee orientation program to facilitate the new recruits’ settle-down and work start-up.
? Handle separation process; analyze the separation reason and employee turnover statistics. Bring business management’s attention on potential risks that impact employee retention.
? Handle employee transfer including into-, within- and out-, ensure proper communications are conducted and necessary HR procedures are followed, including proposals for transfer package, separation and hiring process.

3) Compensation and benefits
? Participate in the selected C&B surveys and provide relevant data independently.
? According to GC HR guidelines and policy and related local regulations, independently handle and process the company payroll, statutory and commercial benefits (claims, definition of individual benefit entitlements, etc) accurately and timely.
? Review the invoice from the dispatching agents, the payroll and social benefit costs for contractors to ensure correct charge to company and payments to the contracted employees.
? Handle annual and interim salary review and bonus payout independently for supervisor’s final review, i.e. initial salary adjustment proposal and discussions with line managers, participate in the management discussion to finalize the salary review, communication with line managers for management decision, preparation of salary review and bonus payout letters to employees etc;
? Interpret to employees the company’s C&B policies/ procedures and programs if necessary.
? To provide proposal for salary review and bonus payout for contracted employees in line with GC HR guideline and policy and with reference to practice of local workforce market and business needs.

4) Employee training and development
? With thorough understanding of Greater China training guidelines and company direction, independently conduct training needs analysis with business managers and consolidate the annual training plan for supervisor’s final review.
? Coordinate with GC T&D team independently to ensure the implementation of training course, including logistic support required by GC T&D team, internal trainers, etc to ensure the defined in-house training / workshop will take place according to plan.
? Provide the proposal for internal and external local training based on the training needs analysis, including coordinating with internal trainer and external training vendor for course design, cost negotiation, training schedule arrangement, logistic support to ensure the defined training will take place accordingly within budget.
? Independently set up and maintain the employee training and development record (including employee training record file, training hours statistics, coordinating with line managers to update employee competency analysis file), to ensure all documents meet relevant audit requirements and employee development needs.

5) Performance management
? Ensure the proper implementation of performance management system, including communication of performance planning and appraisal program, consultation and advice to managers/employees on performance issues. Support the realization of a working environment that encourages communication.

6) Delegation administration
? Coordinate with GC transfer centre for delegation administration issues, i.e. on-boarding, in-and-out administration,.

7) Employee relationship
? Conduct independently staff communication meetings, i.e. annual Employee Dialogue, interpretation of new/ revised HR policies & procedures, communication of employee opinion survey results, to support realizing a working environment that encourages communications. May need to compile data collected from surveys in defined template.

8) Miscellaneous
? Handle independently all reporting and audits, such as condor report, headcount report, leave statistic, personnel cost analysis and other ad hoc reports, including proposals for areas for improvement/corrective activities identified in the audits in order to ensure the overall HR related topics, procedures, documentation fully meet the audit requirements.
? Build up and keep good relationship with related local authorities, including tax bureau, labor bureau, labor arbitration etc., to ensure support from local authority for special and emergency cases.
? Participate in monthly management meeting and with the supervisor’s support, introduce the HR topics to be introduced in the meeting.
? Any other ad hoc assignments from the supervisor.

Requirement:
? University degree
? Good command of English (oral and writing)
? Around 5-6 years in Human Resources generalist working experience, multinational company experience preferred.
? Able to work in cross-cultural context

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