HR Manager

Job Responsibilities:

Overall responsibility for the safety work and achievement of safety objectives of the department:

(1) Participate in the preparation and review of human resources emergency plans; actively cooperate in handling on-site incidents, accident investigations, and follow-up arrangements for various emergencies and critical situations (e.g., work-related injuries or fatalities);

(2) Participate in organizing training, certification, and review processes for special types of work, as well as the training, assessment, and management of pre-employment certification for various positions;

(3) Organize labor discipline inspections at least once, issue circulars on identified issues, and track subsequent improvements;

(4) Be responsible for safety risk identification and control within the department; organize monthly safety and occupational health learning sessions for department staff; regularly organize and participate in departmental safety activities;

(5) Participate in safety inspections during key periods (quarterly, professional, pre-holiday, and pre-major events); implement human resources safety rectifications according to the "Five Fixes" principle to enhance on-site management and reduce employment risks.

Organizational Development:

Collaborate with various departments to promote organizational structure optimization and enhance organizational capabilities:

(1) Drive the implementation of the group's human resources policies and systems; manage business department requirements and provide feedback on the effectiveness of policies, systems, and project implementations to the HR platform;

(2) Develop mid- to long-term human resources strategies with departments to meet business development needs and ensure their implementation;

(3) Collaborate with departments on organizational design, diagnosis, and optimization for business units; continuously clarify departmental responsibilities and update job descriptions (JDs) to define role expectations;

(4) Communicate with departments to analyze workload per position, develop annual staffing plans, and execute personnel allocation;

(5) Participate in formulating and organizing annual team-building activities for the business department to foster a positive team atmosphere;

(6) Establish multiple feedback channels to understand employee needs; track and improve suggestions from internal employee satisfaction surveys to enhance employee satisfaction;

(7) Revise performance management rules based on departmental实际情况 (actual situations); conduct regular performance reviews; identify and incentivize high performers; support business units in developing customized incentive plans to improve efficiency and organizational effectiveness.

Talent Development:

Develop and implement effective talent development strategies for different levels of talent:

(1) Establish a talent review mechanism within business departments; conduct annual talent reviews; analyze current talent structure and key talent lists; implement retention and development measures based on current talent status;

(2) Collaborate with departments to develop and execute talent development plans, building functional management and technical talent pipelines;

(3) Work with departments to develop annual training plans, pre-employment training for new or transferred employees; organize, monitor, inspect, and assess training; regularly review training plan effectiveness and adjust as needed; maintain qualified training records per the "one file per person" requirement.

Organizational Building:

Be responsible for enhancing departmental organizational and personnel capabilities; build talent pipelines:

(1) Manage staffing levels; optimize and improve personnel allocation at all levels; collaborate with departments on staffing frameworks and structures; conduct personnel interview reviews; track departmental quota and staffing management to improve efficiency;

(2) Arrange for personnel to enhance departmental capabilities through various learning and training activities to improve business and job performance at all levels;

(3) Organize the development of departmental management measures and assessment rules; decompose organizational performance into individual performance; drive departmental performance improvement and manage departmental personnel (attendance, rewards, penalties, etc.);

(4) Be responsible for talent cultivation and pipeline building; ensure talent reserves for key positions;

(5) Organize corporate culture training for departmental employees; provide ideological guidance to enhance employees' sense of belonging and cultural identity; strengthen cohesion and team cohesion through various team-building activities and monthly employee conversations; reduce employee turnover.

Other Duties:

(1) Collect and review the rationality of recruitment needs proposed by hiring departments; provide detailed demand information to the recruitment team; assist the recruitment team in coordinating interviews for non-operational staff and other recruitment-related matters;

(2) Organize annual training needs surveys and interviews to develop annual training plans for business departments; execute monthly training based on annual plans and manage daily training-related tasks;

(3) Assist basic HR functions in managing employee onboarding, incumbency, and offboarding for business departments (including familiarization with the environment for new hires, tracking, probation conversion, transfer/promotion procedures, contract renewals, offboarding support, and post-employment follow-up interviews);

(4) Complete other tasks temporarily assigned by superiors.