宜昌招聘

职位描述：
HRBP Commercial

Location:Beijing or Shanghai

Travel: up to 50%

Role purpose：

To provide HR partnership to business leaders, their leadership teams and organizations including contributing to business unit strategy, developing and executing an aligned people strategy; designing and catalyzing implementation of relative people plans/initiatives; and ensuring the coherent implementation of HR processes. Providing change management expertise and coaching managers and leaders in leadership capabilities.

Accountabilities

1. Partner with function/department leadership to design and deliver people strategies, processes and products that are aligned with Territory direction, and which ensure that the organizational capability, processes, systems, structure and culture are in place to drive the achievement of business goals
2. Take responsibility for the embedding of robust people management disciplines including recruitment, workforce planning, people management, talent development, performance management, and facilitate commercial/functions forums to enable effective people management and development
3. Coach and challenge business leaders, their direct reports (1st. line people managers) and key talents, to develop the organizational capability and resources required to enable delivery of business strategy, and to provide coaching and feedback to ensure the development of their leadership capability
4. Provide, and develop in others, change management and catalytic capability to enable team development within function/department, business transformation and the ongoing development of the Syngenta culture in the scope
5. Partner with centers of excellence to develop and implement commercial reward and people and organizational development plans
6. Partner with Syngenta Business Services to ensure delivery of effective and customer focused HR Operations.
7. Build effective employee partnerships and consultation processes with representative bodies and unions (if applicable), and contribute to China Commercial consultation processes as required. Be accountable, as appropriate, for HR compliance in line with local regulations and standards and to manage business risk arising from employment liability
8. Keep up to date with the latest developments in HR practice/business information and introduce new approaches as appropriate to HR function members
9. Lead, or participate in, China cross functions HR projects and identify opportunities to share practices or learn from others
10. Be ambassador in local talent market and actively promote and advocate the corporate brand in front of stake holders, i.g. universities, authority, vendors, and employees
11. Perform other duties as requested by supervisor

 Key activities
? Using expertise to contribute to shaping business strategy
To work alongside business leaders and their teams to understand the direction for their business and in particular to ensure that the people, organisation, capability and cultural challenges and implications of the business strategy are addressed. Using HRBP’s knowledge of the business ambition, structure, leadership style, culture and capability, provides insightful analysis and proactively raises potential issues of planned strategies.
? Developing people plans to enable delivery of business strategy
To create a people plan that addresses the needs of the organization. People plans will articulate how we will build capability, shape the organisation, drive effective ways work working and provide leadership to drive performance. He/she will work to ensure that people plans are aligned with regional and territory plans. Working with the territory Centres of Expertise, he/she seeks advice on effective solutions and leads and drives delivery of the people plans and monitors progress and impact using milestones and KPI’s.
? Coaching and challenging leaders to support the development of leadership capability
To open and create relationships with business leaders to support them in addressing their leadership challenges, and those of their teams. He/she provides feedback and coaching to enable leaders to continually develop their people leadership and change capability and facilitate discussion about new opportunities to further develop organizational capability. BP’s also seek feedback to improve their own contribution.
? Providing catalytic support to enable business transformation
To design and catalyses change programs to address key business challenges, and mobilizes support from HR colleagues to build the necessary capability and drive implementation of organizational, cultural, and process change. He/she also works with the leaders and with communications colleagues to develop communication and engagement plans to underpin the transformation.
? Embedding robust people management disciplines
The BP uses the people plans as a context for effective implementation of people management disciplines such as compensation and benefits, succession planning, people development and performance management to achieve business goals. He/she gathers and analyses relevant data, trends and patterns and identifies gaps and priorities, particularly in the areas of talent management, performance management, workforce planning, strategic recruitment and capability development.
? Leveraging the HR function to deliver effective and customer focussed HR Operations
To play a key role in ensuring implementation of people plans and processes across their units and for ensuring they are aligned with global direction. He/she also work with the CoE’s to develop effective implementation plans for their unit. With SBS delivering transactional processes, he/she has a key role to play in being the key point of contact for their leaders to work through more complex cases, particularly where these have employee relations impact. He/she then provides clear guidance to SBS to enable efficient execution.
Critical success factors
? Embracing a new mindset which centers on contributing to the success of the business rather than bringing expertise to critique and control activity
? Measuring success on the outcome and impact of HR programs and services on business delivery, rather than only their implementation
? Shifting relationships with line leaders, COEs and SBS
? Being good member of HR networks and other HR professionals
? Professionalizing consulting and project management skills
? Increasing depth of understanding of the industry and Syngenta
? Shaping influencing and relationship building skills to establish true partnering
? Engaging stakeholders, gaining commitment, mobilizing virtual teams
? High level of professional competence

Behaviours
? Pro-active challenging
? Encourages creative tension
? Steps beyond comfort zones
? Develops trust
? Builds strong relationships with business
? Effective influencers
? Leads and manages change
? Drives results
? Focuses energy on must wins
? Key account & consulting mindset
? Good listening
? Strong HR position and Assertiveness 举报 分享

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