As a Global Talent Acquisition Partner, I specialize in recruiting for a wide range of positions across various fields, including senior management, professional roles, engineering, HR, finance, marketing, housekeeping, and production. My role involves managing the full recruitment lifecycle, from defining the position to onboarding the new hire.I also lead and participate in projects that connect industry and academia, such as spotlight days and job interview simulations. Additionally, I provide support to employees throughout the offboarding process, helping them transition to their next opportunity.

• Design, improve and maintain recruiting processes such as candidate and requisition pipe clean up, Special hiring processes, new hire tracking and onboarding, payroll reports.• Deep understanding of the recruiting cycle and process; play a significant role in all cross functional recruiting projects. Improvement and efficiency of existing processes, new process design, identify unexpected events that may accrue and resolve, build a sustainable and continuance work model; all to achieve the best recruiting quality, shorten and automate processes. This includes implementation, team instruction and collaboration with other interfaces across HR.• Handshake with recruiters, sourcers, recruitment marketing team, payroll team, data and analytics - in order to verify improvement and high quality in all processes and to reduce back-office backlog from other team functions.• Backoffice recruitment support - develop job offers, open and close requisitions, open tickets, data documentation, collaborate with payroll, FDO team.• Sourcing – Find and engage candidates, interviewing candidates from the fields of engineering and practical engineering.• Recruitment Marketing - Part of a future talent project (strategic recruitment marketing plans to attract, retain, and engage the next big talent for Intel) that includes: - Promoting Intel’s brand as an employer of choice.- Using a variety of channels and tactics to attract qualified talents, meet hiring goals, and improve our representation.- Building a high-quality and representative pipeline by developing and executing university outreach strategies. - Developing and maintaining long-term strategic relationships with students, diversity partners, academics and university contacts.Skills: Candidate Experience · Recruiting · Employer Branding · Customer Satisfaction · Project Management · Pipeline Generation · Attraction Marketing · Business Development · Attraction Strategies

• Manage the welfare annual budget – construction, planning, and monitoring.• Leading, Planning and and executing the wellbeing plan, creative and strategic thinking (Employees-tailored plans in accordance with company values and branding).• Promoting and operating organizational employee engagement activities -producing events, conferences, gifts, happy hours, lectures, online programs, graphic design, communications, etc.• Day to day interaction with vendors and suppliers, employees and managers.• Collect feedback and data to optimize the well-being yearly strategy.• The position requires being proactive, multi-tasker and responsible, with can-do attitude.

• Being the main point of contact for employees queriers on HR topics.• Conducing employees onboarding and offboarding process.• Recruiting process and onboarding process - strategy planning & job description.• Analyze human capital data and preset it to the managers and managing employee performance review.• Providing HR policy guidance and assisting.• In charge of maternity leave and long absence (long vacation, illness).• Help employees with pay-check issues.

Support all HR project including hiring & onboarding processes.Brief and guide new employee on any well-being matter and HR department.Career planning & academic education advising.In charge of managing divisional project in the field of human capital.