深圳招聘

PURPOSE
· To provide Business Unit-focused advisory and services through working in partnership with all line managers.
· To regularly coach, counsel and assist line managers and employees in all HR strategic areas of focus to achieve business objectives of the assigned Business Unit.
· To achieve business and functional objectives through working in collaboration with the HR team.

REQUIREMENT:
1. Organisation Effectiveness
· Regular organisation review to ensure effective and efficient organisation structure of roles and accountabilities, well-justified organisation size/headcount, and cost effective personnel-related costs.
· Up-to-date job profiles, and annual performance metrics/indicators are in place for performance planning, monitoring and evaluation to ensure that business unit objectives are fully supported by alignment of contributions by individuals and teams.
· the operating principles of HR programs and processes are understood and implemented involving line manager, HR BUP.
2. Talent Management
· Employee Turnover rate is managed to be below the industry standard through effective recruitment and retention.
· Recruitment for all levels of staff is selected based on competency model, and that Technical competency testing materials are up-to-date. All employment contract should be in line with government law and regulations.
· Quick adaptation of all employees into their roles and accountabilities by conducting business unit specific orientation (in parnership with line management on employee's first assignment, eventually annual objectives and quarterly priorities) and through general orientation for new recruits / for refreshing.
· Line managers are capable in performance planning, monitoring, evaluation and coaching sessions with all employees. Coaching and councelling are provided to line management as needed.
· Training and career development needs are identified, and agreed with line management to support business needs and realistic career path. training programs are delivered jointly with hr ssc, and development programs are executed jointly with line management.
· Succession to key positions and development programs or performance milestones for all high potential people are planned and executed to meet future business needs.
· Performance standards are periodically raise to supports increasing business targets, non performers are addressed with "must have"objectives and support system, outplacement is integrated into talent management system.
3. Functional Capability
· Performance culture are communicated, enforced consistently throughout the business unit through partnership with line managers.
· Strategic partnering skills such as business understanding, investigation and decision making, employee relations councelling, conflict resolutions, and business presentation are continuously sharpened.
· Regular benchmarking with other facilities / locations within the Business Units to ensure the attainment of proper level of functional capability of the assigned Business Unit.
4. Rewards & Recognition
· Ensure internal equity of positions by annual review of job grades and job titles following changes in strategic business plan / organisation structure.
· Ensure external competitiveness of total compensation and pay for performance concept through annual salary review and planning process for the business unit.
· Cost effective individual or team rewards and recognition programs are created, properly approved and executed to positively impact the productivity / quality / performance culture in the business unit.
5. Work Environment & Communication
· Actions / activities are planned and implemented for solving issues raised in employee opinion survey are followed through to ensure high engagement level of all employees.
· Well-maintained working relationships with the trade unions and local authorities to ensure harmonious, productive, and incusive working relationship of employer-employees within the business unit.
· A structured communication cascade plan is implemented involving department managers to reach all local employees.
· Ensure all line managers have access to up-to-date HR policy and procedures that can provide guidance for managers in managing their people.
· Human Resources Information system is up-to-date with approved HR-related decisions made by the management team of the Business Unit.

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