上海招聘

Duties and Responsibilities


Mission and Main Objectives

The HR Business Operations Partner is responsible for being the operational partner (Strategically and Operationally) in terms of HR support for the regional organization and departments within the whole AP&A region.


Responsibilities will include providing direct HR support to APA Skill Team including performance management, staffing, people development, compensation planning, employee engagement, staff welfare, policies and legal compliance. Based on the needs of the Customer group, HRBO Specialist will also lead various organizational development / change management projects and people development initiatives within their respective function throughout Asia Pacific and Africa.


The HRBO Partner will lead the projects of organizational development and people initiatives, by partnering with the HRBO team in each market, and other teams including Finance team, Learning & development, Compensation & Benefits, On-boarding, Recruiting, etc. The HRBO Partner needs to keep close communication with Global counterparts to ensure a high standard of alignment on all people related process.


Major Challenges

1. The complexity of APA region organization (geographically and culturally)

and diverse people management tools requires high level of communication skill in

this position, to convince other parties (line managers, PDC, market HRBO,

recruiting team, L&D team, On boarding team, Finance team) on the new/standard

HR process/programs.


2. The un-mature people management systems will increase the difficulty

of implementation of all people cycle plans.


3. With support from the AP&A HRBO Director, assist AP&A skill team to establish

a regional / global organization. This significant change management project

will involve organizational design, career planning and coaching.


4. Establish robust people development planning processes within the AP&A

Skill team.



Key Roles and Responsibilities of Position



People Development : - complete all HR processes in line with the HR cycle plan for the customer base.


Establish the Personnel Development Committees at LL6/LL5 levels in the region and GSRs for central office - Set up PDC team/process according to Global guideline.


Lead the discussion and ensure development of talent within the customer base


Performance Management Process : execute Ford performance review and performance management processes

- provide coaching support to the line management on effective performance management

- Coordinate with HRBO in FNA/FSAO/FOE to ensure our team members' performance management are handled appropriately


Compensation Planning : complete compensation planning for the respective functions

- provide consultancy on merit allocation to Line Managers

- ensure necessary/appropriate communicates are completed


Employee Relations : act as an employee advocate, single point of contact on all HR related issues

- Facilitate Pulse/Engagement survey and the afterwards communication process and action planning.

- Coach Line Managers in building relationships among functional team members

- build strong relationship between HR & business functions by having regular interactions with Department Heads


Company Policy and Procedures : monitor & ensure all employees comply with the Company's rules & regulations

- educate and be the role model in Company's core values e.g. Code of Conduct, Ford Behaviors

- investigate any actions/events against the Company's rules or policies and advise to Line Manager the appropriate disciplinary actions


Talent Acquisition : Ensure a smooth/successful hiring /on boarding process in the skill team, by partnering with the HRBO team in each market, and back office teams including Finance team, Learning & development, Compensation & Benefits, On-boarding, Recruiting, etc.


Employee Development: Ensure a high completion rate of employee development discussion. Facilitate functional training process to build a skilled and motivated team.


Organizational Development Work : work with the HR Director to assist the organization to undertake a projects that support the organization with development and transitional tools and intervention.


Change Management: work with the HRBO Director to assist the organization to undertake a major change project with the transitioning of the business from market focused IT organizational models to a regionalized One-IT organisational model

Other Ad hoc assignments


Job Qualification

Education Qualification:Bachelor degree in Human Resources or similar

No. of Years of Experience:6-8 years

Professional Exposure:Previous experience in handling key HR responsibilities like - Performance Management Cycle, Work force planning, Succession Planning. Prior experience working with a customer base and providing HR business partner support at an operational level is preferred.

Experience as business partner support at a strategic level - engaging in talent management, change management etc is desirable.

Preferred previous experiencesKey HR Processes including Performance Management, Compensation, Succession planning and working closely with the internal customers.

Leadership Skills

- Customer Orientation

- Self Starter / Initiative

- Assertive

- Communication Skills

- Team Player

- Work with an enterprise view

- Ability to learn and adapt

- Positive and Find a way attitude

Functional/Technical Skills

- Coaching skill for both individual and organization to improve team capability

- Interpret and implement HR policy, products and services

- Change management skill.

- Negotiating and Collaborative Problem solving

- Project Management Skill

Special Knowledge Labour Law

Ford Motor Company, a global automotive industry leader based in Dearborn, Mich., manufactures or distributes automobiles across six continents. With about 166,000 employees and about 70 plants worldwide, the company’s automotive brands include Ford and Lincoln. The company provides financial services through Ford Motor Credit Company. Ford Motor Company celebrated its 100th anniversary in 2003.

Ford’s history in China can be traced to 1913, when its first Model T was imported and sold in Shanghai. Presently, Ford's wholly owned subsidiaries, joint ventures and investment in China include Ford Motor (China) Limited, Ford Motor Research & Engineering (Nanjing) Co., Ltd., Ford Automotive Finance (China) Ltd., Changan Ford Mazda Automobile Co., Ltd., Changan Ford Mazda Engine Co., Ltd. and Jiangling Motors Co., Ltd. The current Ford brand vehicles in China include Ford Mondeo, Ford Focus, Ford Fiesta, Ford Edge, Ford S-MAX and Ford Transit.

In October 2009, Ford Motor Company moved its Asia Pacific and Africa regional headquarters to China. Ford is bringing more than 50 new vehicles and powertrains to Asia Pacific and Africa by 2015.

We promise:
To employ individuals who are most suitable for the job and to place them in positions, which provide opportunities to make full use of their talents and skills;
To evaluate the performance of our people periodically, and provide them with the necessary guidance and training to enable them to develop further;
To maintain competitive compensation and benefit programs comparing to other MNC in China;
To reward people according to their jobs, their performance and their contributions to the company.
To support Ford's business in China, we are looking for talented people to join us for the positions listed.