We are looking for a
HR Business Partner
HR Business Partner
Location
Shanghai/Guangzhou
Job responsibility/Accountability:
1. Key Result Areas:
Manpower Planning and fulfill recruitment needs, onboarding and exit.
Major Activities:
1) To support Business Head to come out the annual manpower planning and budget preparation.
2) To align with global instruction on recruitment and hiring approval process
3) Explore talent supply and talent market situation based on analysis from consulting firm or through own network, then share with management team with suggestion and proposal to support business decision on new business introduction, new open position
4) Conduct hiring activities including channel selection, advertisement placement, vendor management, CV screening, interview coordination, evaluation, and to make sure the recruiting efficiency within acceptable timeline.
5) Workout offer proposal in line with company policy and ensure fairness/competitiveness
6) Coordinate orientation and work closely with hiring manager to ensure the new hire adopt to the new role and company culture (ensure on-the-job training and skill transfer are in place. )
7) Own the process of the employee exit. Conduct the exit interview and take notes for management review.
Outcome: To fulfill the open position with suitable candidates in a timely manner to support business needs. Cost control through appropriate HC budget, and continuously efficiency improvement on recruiting/exit process
2. Key Result Areas:
Compensation and Benefit system, Payroll and Delegation.
Major Activities:
1) Collect market information and market practice from authorized consulting firm and through own HR network
2) Work out analysis and proposal for Management Team’s decision so as to ensure our reward system is competitive while in line with corporate strategy (elements, package, benchmarking, and differentiation for different employee group etc.)
3) Drive paying review or market catch-up exercise based on market and internal staffing situation (collect marketing information and analyze internal staffing situation, then workout procedure, template and guideline for approval before implementation) and ensure the review is on a fair ground
4) Short list and propose HR operation service provider(s) for payroll processing based on key principle of a balance between budge, service quality, service coverage, staff needs and company policy. (Including negotiation with service provider for best terms to as well as influence on internal stakeholder and cooperation with other support functions to ensure a “soft landing” of service outsourcing)
5) Monitor service quality by service provider and conduct necessary vendor management to ensure Service-Level Agreement is 100% achieved.
6) Set reasonable system / platform / mechanism based on HR knowledge/experience/market practice/local law to balance different interest / conflict between employees’ and employers’ expectation e.g. social benefit contribution, package proposal for welfare and etc.
7) Support delegation activities according to “Delegation Policy”
Outcome: To build up local compensation and benefit system which reflects internal fairness and external competitiveness, to support talent acquisition, development and retention. To ensure payroll, bonus payout and welfare plan are timely and accurately implemented.
3. Key Result Areas:
To drive Employee Communications.
Major Activities:
1) To accurately digest, implement the Global/Regional Policy, Program and Procedures, to provide feedback or comment where necessary
2) To develop two-way staff communication channel in Greater China
3) Employee activities organization and facilitation.
Outcome: To identify effective platform and create opportunity for two-way communication with staff so as to drive transparency within INEOS Styrolution Greater China which in return contribute to staff motivation and retention.
4. Key Result Areas:
To ensure Employment Compliance.
Major Activities:
1) To give update to global/regional HR, as well as management on the critical changes of local labor laws and regulations. Proactively provide advice on the impact to our relevant policy/process.
2) To take initiative on local HR policy, employee handbook review and update according to local labor regulations.
3) To provide advice (based on understanding on local regulation, experience in similar case handling and market practice.) for management team decision making in hiring, staff movement, contract renewal, and separation cases (package, documentation and formalities etc. ) to avoid employment risk.
4) To monitor service provider’s activities so as to avoid information leakage or breach into service level agreement regarding confidentiality protection.
5) To propose legal consultant selection and work with them closely in case of arbitration/ lawsuit
Outcome: Full employment compliance
5. Key Result Areas:
To drive and maintain the Performance Management system.
Major Activities:
1) Deliver staff communication on appraisal activities, e.g. timeline, guideline, workflow, rating scale as well as rating criteria (arrange workshop, when necessary, e.g. there is a new appraisal system) based on corporate guideline
2) Take initiative to retrieve status report for both employee and managers' reference to serve as reminder on appraisal timeline
3) Review and assist Country Head on rating vetting so as to ensure different managers are measuring performance based on fact with same criteria announced by corporate
4) Consolidate and release appraisal result
5) Facilitate Employee Dialogue (performance communication with immediate manager)
Outcome: To ensure performance appraisal is timely implemented with fairness and transparency which in return contribute to high performing culture development and staff motivation/retention
6. Key Result Areas:
Training, development & succession plan.
Major Activities
1) Set up local annual training plan based on function heads’ input, individual TA
2)Support compliance training and maintain the training record
3) Update the succession plan on yearly basis
4)Development plan and implementation for HIPOs and successors
5) Facilitate the EDI (Employee Development Interview)
6) Update the records on timely manner
Outcome: Ensure the organization long-term sustainable growth with qualified talent Employee career development.
Education & Knowledge:
1) Bachelor of HRM, Business Administration
2) 8 years HR Generalist in MNC (Chemical Industry is preferred), at least 3 years as HR head of China/Greater China in Industry Field
3) China, Hong Kong, Labor Law and relevant regulations, income Tax regulations
4) MS Excel, HRIS, Payroll system
5) Native: Mandarin. Fluent English (Oral and Writing)
Competencies & Behavioral:
1) Communication and Presentation skill
2) Influencing skill
3) Problem Solving, Result-oriented
4) Analytical skill
If you require further information please contact Yong Han Ang, email: yonghan.ang@ineos.com
Of course, your application will be treated confidentially.
Human Resources