Internal recruitment leader, attract great talents for KF and our clients

Financial company of Auchan Holding, focusing on retailing related payment solutions within E-finance industryBe responsible for overall talent acquisition and HRBP activities in China1. Recruitment (70%)- Understand business strategy, operation model and development priorities, take charge of overall headcount and recruitment management to meet the long/short-term talent needs.- Lead the recruitment team to ensure the results of recruitment (100+ hiring per annual). Develop and improve cooperation with universities and CCIFC.- Manage and improve the end-to-end candidate experience in recruitment process.- Plan, track and manage overall recruitment budget.- Design and optimize policies & regulations in recruitment and HRBP areas to convey the company value and culture, e.g. Management Trainee, Internship, Internal Referral, Rehire, International Mobility, etc.- Develop recruitment and employer branding activities to motivate and attract appropriate candidates, e.g. university relationship, WeChat platform, associate fairs, industry exhibition, EVP survey, etc.2. HR Business Partner (30%)- ER: Manage the process of employee experience and support other HR & Operation modules, from pre-on-boarding, on-boarding, buddy & mentor program, probation, people care talk, training & development, payroll & performance, internal transfer, international mobility, staff meeting, annual party, outing activities, till exit process, etc.- Training: Understand business needs, formulate development strategies, conduct training activities and follow up results to meet the business objectives which comply to global standards. Lead the local launch of global E-learning platform.- Payroll & Performance: Provide advice and counsel to managements and employees on all performance related issues.- System: Successfully support design and launch of OA system, HRIS and localization of Global E-learning Platform.

Looking after 350+ advisory consultants in different levels across Financial Services Organization (FSO) Advisory in China, including Risk (Financial Services Risk Management, Cyber Security, Actuarial) and Performance Improvement (Strategy, Customer, Finance, IT Advisory, Enterprise Intelligence, Supply Chain & Operations).Responsible for talent mapping, competency/skillset categorization, business solution/product support, recruitment counseling/implementation, training nomination, team/organization grouping, project/engagement assignment, utilization/performance improvement, client charged hours saving, CRM tracking, operation management, etc. Collaborate with all HR functional teams on people services. Engaged in APAC talent programs.

1. Lead delivery of recruitment services to key clients in APAC region, e.g.entail vacancy qualification, work with offshore sourcing team, source & manageme candidate directly, manage recruitment process from vacancy approval through to onboarding process, etc.. 2. Be responsible for the quality of service provided and relationships with key client stakeholders.

1. Be in charge of all talent acquisition issues for Cisco China R&D Center, including 22 business organizations in Great China – high volume & highly complicated environment;2. Hands on recruitment, managing the requisitions fulfillment as per the resource model – Play the role as consultant & advisor in staffing function and handled over 100 headcounts at same time in peak season;3. Collaborate with other staffing functions to meet the talent requests from business and ensure smooth execution of staffing strategies;4. Work with business HRM to control the budget/HCs/Plan for business, etc.;5. Lead other 2 China Strategic Sourcer in various staffing projects in the region;6. Align with the Staffing COE in the design and execution of recruitment strategy and collaborate with staffing leads globally to maintain consistent best practices;7. In collaboration with client facing HR, devise an executable talent acquisition plan based on business needs;8. Develop, communicate, and manage the staffing resource plan to meet hiring demand;9. Facilitate two-way communication and flow of services between recruiting teams and the business groups;10. Maintain close relationships within the business to address stakeholder concerns and needs as staffing initiatives evolve;11. Utilize knowledge of multiple recruiting sources and advanced sourcing techniques to identify candidates and "leave no stone unturned";12. Source passive candidates through referrals, networking, internet searches, etc.;13. Generate qualified candidates through Direct Sourcing via face-to-face interview, telephone screen and email;14. Utilize a large internal resume database for the sourcing and tracking of candidates;15. Screen candidates for availability, interest level, salary range, relocation needs, etc.;16. Get to know the industry and apply knowledge of the marketplace to help fill positions;

1. Engagement Confirmation/Establishment: Attend client kick-off briefing; coordinate and monitor client screen completion;2. Candidates Sourcing: Identify and utilize appropriate sourcing methods (database mining, internet search, network referral, advertisement, internal referral, cold call, etc.);3. Candidates Qualification: Qualify all potential candidates with tiered screening process – database matching results, review CV, telephone interview, face-to-face interview, etc.;4. Interview: Arrange interviews for appropriate candidates; ensure milestones and candidate status codes are updated; prepare candidate reports; verbally reference check prior to short-listing;5. Shortlist Presentation: Present formal candidate report for shortlist; reference check final candidate; present long-list of qualified candidates;6. Engagement Execution: Monitor overall quality of service and client/candidate satisfaction; time management (benchmark, target company collection, candidate search & interview, shortlist, client interview arrangement, reference check, candidate on-board, etc.); ensure all client & candidate data is kept accurately and up-to-date; monitor results against objectives; engagement close-off;7. Client Information Research: Database client screen, database candidate screen, visit client website, competitor analysis, collect market information, etc.;8. Specific Market Knowledge Learning: Grow industry knowledge and specific expertise through trade press, industry functions, membership of industry associations, university alumni, general networking and etc.; encourage knowledge sharing by developing regional/global networks within FutureStep & Korn/Ferry International;9. Relationship Maintenance: Establish regular follow-up with clients and shortlisted candidates; maintain contact through, telephone calls, emails, visits, etc.; keep up-to-date with topical client issues through newspapers, industry functions, candidate networks, etc.;