| 工作經驗 | 2006/01 Present One Famous American Group HRD
Reporting to: GM
Responsibilities & Achievements:
1.Mainly for merge and acquisitionproject of two company into one system; Establish new HR system /team and employee transfer;Culture changing and business supporting during special term.
3.Company HR strategy definition;New organization structure define and key member recruitment,company culture /value expanding by all ways of ER activities and Training program ;
4 Define and develop payment philosophy, total package system and structure which including short term remuneration and long term incentive /rewards. Set up and modify rewarding and recognition programs, incentive bonus scheme,or other special incentive scheme.
5.Design Job Family/Grade,Job evaluation /Job matching based on Hewitt JE methodology and benchmark ,make up an attractive and long time career development path for employee;6. Initiate and responsible for annual C&B survey and data collection & report analysis which cover for DL and IDL in PRD and industry ,deliver professional solution / recommendation to meet fast changing environment and critical competition ,to keep internal balance and external competitive.7.Regularly monitor nationaland local law to find up employment trend/challenging/potential risk, update C&B policies and procedures ,realistic solutions to meet the challenging;
8.By implement"IPS (Individual performance system) "for performance management; Participate high management team meeting for annual merit increase guideline .
9.Responsible for HR monthly/annual reporting which including personnel distribution ,attrition , labor cost .based on different cost center , also including ER analysis and project process…..
10.Lead for running HRIS which dealing with information of personnel and payroll /taxation/social insurance /housing fund /other benefit , PM and training result , and the self-service function ,HR affairs OA …..
11.Responsible for monthly payroll and benefits accurately and timely, which including outing service providers and Expatriates Managemen;
12.Acta as business partner, push mulit-channel communication to form trusty and supporting atmosphere between each level, Coaching and advise line managers to get more HRM skill for dealing with management trouble,especially for poor performance and breaches of discipline behaviors;
13,Push all sorts of activity and entertainment /recreational /sporting /game team party to enhance understanding between different groups,build up team work spirit by any ways;
14.Conduct employee survey to find out potential dissatisfaction,analysis monthly attrition report to find main reason,make up related solution to improve for talent retention;
15.Keep close relation with outing consulting firm, government labor or related bureau ,legal counsel to find a quick solution for urgent or potential legal risk ; Also keep close contact with external HR council to exchange and share good ways or approach for better HRM;
16. Talent benchmark building ,succession plan and Leadership project;By introduce LEAN/6Sigma course to set up internal green / black belt to enhance employee competence; training survey and appropriate courses to improve employee ability ,training evaluation and improved consistently; Push Training Score Card for each IDL;Successfully realize Training On-line system;17.Staffing service for business growth and expanding;18.Business partnership with local high management team; Experience share service within China and Asia HR team.
Company Profile:
No.1 in global circuit protection industry ,MNC.
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