Job Responsibilities
I. HR Planning and Organizational Development
A. Business Department Demand Analysis
• Regularly communicate with the heads of operations and marketing to gain an in-depth understanding of departmental strategic planning, business models, work processes, and the current personnel structure.
• Identify the human resource needs at various stages of business through data analysis, employee interviews, and other methods, including headcount and competency requirements.
B. Organizational Structure Optimization Suggestions
• Propose recommendations for adjustments to the organizational structure based on business development trends and departmental needs to enhance operational efficiency and flexibility.
• Assist the department in developing and refining job descriptions, clearly defining each role’s responsibilities, qualifications, and career development paths.
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II. Talent Recruitment and Selection
A. Recruitment Requirements Coordination
• Based on the staffing plans of the operations and marketing departments, work closely with the recruitment team to clarify key requirements, job responsibilities, and expected joining dates for each role.
• Provide professional advice throughout the recruitment process to ensure that the hired talents align with departmental business needs and the corporate culture.
B. Talent Assessment and Selection Participation
• Participate in recruitment stages such as interviews and written tests, conducting comprehensive evaluations of candidates from an HR perspective with a focus on potential and team adaptability.
• Assist department heads in making final hiring decisions and provide HR support during new employee onboarding.
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III. Training and Development
A. Training Needs Assessment
• Conduct training needs surveys based on the business requirements of the operations and marketing departments and the current capabilities of employees, analyzing gaps in professional skills and management abilities.
• Develop an annual training plan to ensure that the training content is targeted and practical, effectively enhancing the overall quality of departmental employees.
B. Training Implementation and Follow-up
• Organize internal training sessions and coordinate the introduction of external training resources to ensure the smooth execution of the training plan.
• Evaluate the effectiveness of the training, collect employee feedback, continuously improve the training content and methods, and monitor improvements in employee performance post-training.
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IV. Performance Management
A. Performance Goal Setting
• Assist the heads of operations and marketing in breaking down departmental performance goals based on the company’s strategic objectives, further refining them into specific targets for each role and employee.
• Ensure that performance goals are clear, measurable, challenging, and closely aligned with business needs.
B. Performance Process Management
• Regularly monitor employee performance within the department, provide performance feedback and coaching, and help resolve work-related issues to improve overall performance.
• Establish and maintain performance records for employees, documenting performance data and relevant evaluation results to serve as the basis for assessments.
C. Performance Evaluation and Feedback
• Participate in the performance evaluation process for departmental employees, ensuring that the process is fair, impartial, and transparent.
• Communicate evaluation results to employees, collaboratively develop performance improvement plans, and monitor the execution of these plans.
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V. Employee Relations Management
A. Employee Communication and Care
• Establish regular communication channels with employees in the operations and marketing departments—such as departmental meetings and one-on-one sessions—to stay informed about their work status, thoughts, and needs.
• Pay attention to employees’ work stress and personal situations by planning and organizing care activities to enhance employee satisfaction and sense of belonging.
B. Conflict Resolution and Team Building
• Address any employee relationship conflicts within the department promptly through communication and mediation, ensuring a harmonious work environment.
• Assist department heads in organizing team-building activities to strengthen team cohesion and collaboration.
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VI. HR Policy Implementation and Optimization
A. Policy Promotion and Training
• Promote the company’s HR policies (e.g., compensation and benefits, attendance systems) within the operations and marketing departments to ensure that employees are well-informed and understand them.
• Conduct targeted HR policy training based on departmental characteristics, addressing any employee questions.
B. Policy Feedback and Optimization Suggestions
• Collect feedback from departmental employees regarding HR policies, and analyze issues and challenges encountered during policy implementation.
• Submit policy optimization suggestions to the HR department to ensure the policies are reasonable and effective.
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Qualifications
I. Education Background
• Bachelor’s degree or above from a full-time program, preferably in Human Resources Management, Business Administration, or related fields.
II. Work Experience
• A minimum of 8 years of experience in HR, with at least 5 years in an HR Business Partner (HRBP) role or with substantial experience in supporting business departments.
• Preference will be given to candidates with HR support experience in the operations and marketing departments within the internet industry; experience supporting overseas operations is a plus.
III. Knowledge and Skills
• Proficient in all key HR modules, including recruitment, training, performance management, and employee relations.
• Fluent in English.
• Possess strong business acumen and the ability to quickly grasp the business knowledge and work processes of operations, marketing, and other departments.
• Proficient in Office software with solid data analysis skills.
• Excellent communication, coordination, interpersonal, and teamwork skills, with the ability to effectively communicate with employees at various levels.
• Strong problem-solving and adaptability skills, capable of independently resolving issues in a complex work environment.
IV. Personal Qualities
• Possess a strong sense of responsibility, service orientation, and confidentiality.
• Demonstrate good stress resilience and the ability to adapt to the fast-paced work environment of the internet industry.
