1.Employer Brand: review EVP of HFC, review market need for global employer brand and develop toolkit of materials.2.Provide Functional Leadership to the recruitment network: assist Markets to establish a manage a best in class CoE Resourcing function.3.Help Markets to develop effective strategies for sourcing a supply of talent in line with business needs including Intern and Trainee Programs.4.Lead and drive e-recruitment strategy with Markets and ensure HFC Corporate careers website is competitive, in collaboration with Business Excellence.5.Provide best practice information, tools and techniques managed through global vendors on a cost effective basis for markets.6.Help markets to ensure Resourcing function is measured through agreed KPI's.7.Workforce Planning: work with BE to define and pilot a Workforce Plan process aligned to People Plans

-Contribute to & Execute HR Strategy: Contribute to the execution of the business plan through the creation (where appropriate) and implementation of the People Strategies that attract, develop and retain employees. Support the organizational short and long term business needs to drive competitive advantage and address opportunities and threats. - Organizational Design & Development (OD&D): Pro-actively challenge the established organizational structure of the customer unit to drive superior performance (taking account of Nestlé principles, policies & local business context). supporting & coaching Line managers in their implementation of core people processes. Work with leaders to enhance current and future functional and leadership capability needs.- Performance & Talent Management: Ensure Performance and Talent Management drive the achievement of business goals through objective and development plan setting, performance calibration and talent development. Lead talent review/calibration to ensure high performance is rewarded and developed in line with the Management Development Cycle. Implement customer unit succession planning and talent management plans that support business goals. Ensure People Managers use tools effectively to assist individual and team performance improvement at all levels. Coaches others to interpret, apply and communicate “Total Rewards” principles/policies/strategies.

1.Corporate Recruitment Function•Assisting HR Director in developing corporate recruitment policies and procedures;•Investigating and analysing different recruitment channels in PRC and co-ordinate HFC’s interaction with them;•Maintaining regular and effective contacts with external parties including HR professionals of other multinationals, consultants and labour bureaus to understand the latest trends in labour markets and employment legislation;•Building up in-house database and updating recruitment filing system;2.Recruitment Activities•Communicate with line management to understand and analyse recruitment needs of all levels and the needs of management level throughout HFC;•Arising from this analysis, sourcing and providing appropriate candidate to line management in efficient and effective manner;•Making package recommendation for management's review, and finalizing recruitment formalities;3.Management Trainee Programme•Planning and conducting campus recruitment activities;•Monitoring each trainee’s development in his/her career plan in HFC and co-ordinate their movement between departments and positions; •Maintaining relationship with strategic universities and other related institutions to establish long-term recruitment pool;4.Employer Branding Marketing Communication•Design and organize the employer branding events by cooperating with external agencies and internal marketing teams.•Develop local employer branding promotion tool kits (Video, poster, brochures/flyers, booth, gifts, photos and decorations, etc.)•Involve in developing of GCR employer branding strategies and approaches•Manage and maintain all employer branding information on website being update5. Performance managemet•Develop & maintain Performance Management process, guidelines and tools for the Market.

1.business partner to provide HR total solutions in line with HR strategy and business needs, including organization design/effectiveness and efficiency enhancement, talent acquisition, performance management, learning and development, talent management, employee relations2.Per the business needs and internal customers' needs, provide efficient and effective HR services3.Ensure HR practice is in line with HR process and internal regulations, as well as labor law and regulations, proactively give feedback to Home Office HR Centers of Excellence and participate in HR projects4.Work closely with business leaders to continuously improve employee engagement.5.Other tasks assigned by line manager

1. Sr. staff recruitment •Optimize operators recruitment channel •Develop effective selection process to ensure the quality of the newcomers focusing on internal applications, interviews, and technical testing •Coach team leaders on the recruitment process 2. HR Database and file management •Keep the accuracy and timeliness of HR database; •Keep a complete HR personnel file 3. Newcomers on-board and orientation •Organize newcomers orientation •Develop and optimize orientation process to keep it effectiveness 4. Probation , contract renew , and leave management •Responsible for labour contract change related actions timely done; •Guidance to people leaders on the process to avoid any labour issues 5. Employee Relationship•Coordinate ER related activities, such as round table meeting, plant meeting, etc. •Legal related issue handling