Overarching all Greater China HR strategic priorities and activities including business strategy related people decisions, employee engagement & retention, overall compensation & benefits, talent acquisition, performance management, leadership development, succession planning etc. to ensure alignment across different Business Units, locations and legal entities in GC.Organization development & Talent Management•Biz transformation through systematic organization diagnosis via deep involvement into business strategies and priorities so to provide HR intervention plans including growth mindset cultivation, change facilitation of leadership team etc. •Culture transformation and leadership transition, partner with biz for strategic people agenda including HIPO retention & development, succession planning and drive high performance culture. •Certificated Korn Ferry 360 coach to facilitate IDP conversations & learning cycles for organization competencies.•Facilitate annual performance calibrations, compensation planning, talent review and be responsible for TA. •Cultural champion/facilitator for Zebra Foundation workshop to shape organization culture and cultural integration and growth mindset.ER & Compliance •Responsible for overall HR policies and processes are in place and optimized based on market practices and local regulation changes, adhering to corporate and local compliance. •ensure employee understanding of HR initiatives with regular communication sessions and addressing of employee enquiries Workforce Planning • Participate in annual budgeting exercises and partnering with business stakeholders for workforce planning and decisions based on GTM strategy. HR Programs & Initiatives • Think, act and work with business stakeholders to drive HR related improvement initiatives and HR programs• Lead and launch local HR programs such as EAP, internship, HRSC migration, Sales Job Family Review etc.

- Employee life-cycle management including onboarding, offboarding, C&B , welfare, commercial insurance, employee P-files, labor contractor renewals, payroll changes, expatriate work permits etc. - Annual performance review and compensation planning including merit, annual bonus, stock etc. - Nurture leadership: to coach managers on HR expertise and processes to ensure efficiency and effectiveness. - Employee Engagement and communication: facilitate engagement survey discussions and action plans with different B.Us and follow up accordingly. Ensure global, regional and China-wide employee communication. - Drive global and local HR programs and initiatives such as EVP, HRIS transition, retention program, severance policy etc. Compensation and benefits harmonization post M&A. - Annual salary structure review and job levels/grade review to ensure market competitiveness. - Handle promotions, internal transfers, international assignment etc. - Handle employee complaints and disciplinary issues etc.

 Learning & Development• Facilitate and consolidate training needs analysis, provide clear and specific training needs according to company’s SHE policies, legal regulations and employees’ development action plan.• To implement and coordinate internal and external trainings including the selection of training vendors, training courses, training registration, arrangements and training effectiveness analysis. • Facilitate training nomination, give advice to line managers and staff on team/personal training plan, make sure the training resources are managed and used in an effective way. Facilitate and organize training if necessary.Talent Acquisition •Managing recruitment channels and working with hiring managers to align recruitment strategy so to timely close the vacancies. Reward •Interpret corporate reward philosophy and policies to line managers, give advice to line managers on compensation for new hires, promotions and annual salary review. •Facilitate the process of annual salary review and performance bonus calculationTalent Management & Others •Support line managers to conduct talent review, and succession planning. Give advice and suggestions on talent management and development. To help with the smooth carry-out of medium and year-end appraisal. •To coach managers and employees in the use of DSM/DNP HR processes and tools to support people decisions – such as performance management, career development, reward policies and programs.•Is operationally responsible as focal contact point for all aspects of the contractual relationship – ensuring legal and social compliance including all communications.•Minimize legal risks by coaching line managers on legal process and management process to handle ER issues. Manage individual and group communications to advocate corporate culture or handle changes.Provide consultancy to employees on HR related issues. Provide feedback and recommendations to improve the policies, process and services.