Posted by on March 05, 19103 at 07:47:51:
REPORTS TO: * Human Resources Director, Asia Pacific – U.S. Expatriate
(Singapore based)
* Managing Director & Divisional Vice President, Greater China (Hong Kong based)
THE COMPANY: A Fortune 500 global company, the company is a leading chemical manufacturer and a market leader producing a wide range of food and industrial chemicals. Its products range from food starch, industrial starch and adhesives.
The Company has currently 3 factories in China in the Yangtze River Delta and Pearl River Delta, and is building the 4th operation nearby Shanghai. It manufactures and supplies food starch to local and multinational food plants in China. Its adhesive products supply to a wide range of manufacturing plants from paper factories to electronic and semiconductor plants.
BACKGROUND: To match with its accelerated structural growth and management development in China, the company has the recruitment need for a resourceful and progressive Human Resources Director - China to oversee the strategic and operational human resources management across its China operation.
The objectives of this position are to act as a business partner and change agent to assist management in its human resources management, office administration, organization development, and market expansion to match with their rapid business growth both in the global and local market place.
JOB PURPOSE: The position is a combination of a human resources generalist role. The objective of the position is to act as a business partner and change agent to assist its Asia Pacific human resources management in aligning China’s overall human resources management, operation and organization development with the Asia Pacific and China policy and strategies across all operations in China.
Its job purpose is to ensure efficient and effective human resources management including human resources planning and budgeting, recruitment and selection, training and development, compensation and benefits, human resources administration and operation, performance and measurement, and any other human resources related initiatives across China. It has the following strategic responsibilities:
Functional Responsibilities:
1. Human Resources Strategy, Policy & System
1. To define mission, goal and objectives for the company, establish human resources policies and strategies for conducting company-wide staff activities in China nationwide;
2. To plan, implement and coordinate with line managers and business partners in the design of a human resources system, embracing manpower resourcing, succession planning, career planning, performance appraisal and staff development
3. To channel and coordinate the human resources direction and actions from the headquarters level to all the offices and plants across China;
4. To administer all practical human resources actions in China.
II. Recruitment and Selection
1. To prepare annual manpower planning proposal and human resources budget in accordance with the company’s business needs and management guidelines.
2. To collaborate and coordinate with management and business units within the region to implement regional expansion plans to cope with the Company’s development needs.
3. To provide systematic tools and guidelines to identify managerial talent to meet the business and manpower needs.
4. Work closely with business and functional line managers and external recruiters to personally recruit top performers at all levels in the office;
5. Work closely with line managers to develop, implement and facilitate the use of orientation and induction program for all new employees.
III. Training, Management Development and Organization Development
1. In line with the corporate development and in conjunction with the top management, to define organization development needs, training and management development needs, draw up succession and career development plans for potential management;
2. To design appropriate organizational career development programs such as career development workshops and career counseling, to match with individual and Company’s goals.
3. To conduct periodic staff development needs analysis & employee surveys for management’s review and to advise the management for necessary improvement and/or organizational change.
4. Work closely with line managers to coordinate training programs, organize training facilitation (venues, facilitators, and materials), and conduct pre-training, evaluation and post-training activities;
5. Organize and coordinate training courses to be held in China and/or overseas; and
6. Conduct selected training and orientation courses.
IV. Compensation & Benefits
1. Develop, maintain and implement a competitive and equitable compensation and benefits structure and system;
2. Conduct periodic employee compensation & benefits surveys within the region to ensure the pay scales are competitive for management’s review;
3. Administer an equitable benefits scheme, monitor claims, insurance coverage and intangible benefits.
V. Human Resources Services
1. Provide corporate human resources advisory and consultation for line managers and staff on human resources practices: staff recruitment, training, staff welfare, laws, tax, and regulations, human resources problems and solutions;
2. Manage and lead its human resources team members to execute operational human resources activities, practices, procedures, and services;
3. Maintain and monitor an organized personnel information system, and payroll records;
4. Organize employee relation activities, and promote moral, staff cohesion and sense of belonging.
5. travel, if required, on business mission to solve human resources issues within China.
DECISION MAKING
AUTHORITY: 1. Reporting to the Human Resources Director – Asia Pacific for all human resources services plans, policies, budgets, procedures, problems and solutions across China;
2. Make all day-to-day decision in proper running of Human Resources facilitation services for the China corporate office and its subsidiary factories and operations across China;
3. Lead the Human Resources team across China in carrying out the operational human resources policies, systems and activities; and
4. Coordinate with line managers on their specific needs and recommend appropriate solutions.