Programs and Compliance- Review, identify and enhance any broken processes or failure of compliance to N.Asia countries Labour Law or related regulations, HR policies and guidelines in HR practices to optimize HR management system and minimize HR risks ;- Monitor and update any new labour related rules & regulations and analysis on the impact on HR practices;Business Growth Support- Establish and maintain a positive and engaged working environment , continuously build up and promote the company culture which support the company goals;- To align with company Vision/Mission, partnership with Legal & Compliance to ensure employment activities in line with N.Asia countries Labor Law and related regulations;- Drive standardization of employee HR policies, processes with regard to Employee Relations and its implementation in the company;- Provide all relevant suggestions and solutions in terms of Employee Relationship to support Cisco business strategic goal and dynamic growth environments, contribute values in HR due diligence and integration on Project bases;Organizational Capability & Knowledge Transfer- Advice and counsel HR practices, Labour dispute/arbitration or potential ER cases proactively based on labour laws and regulations to all stakeholders;- Provide responsive and high quality support, training and advice to all parts of the business including senior managers to ensure the appropriate management of all employee relations issues including in particular change management, grievances, poor performance and disciplinary action;- Deliver a systematic reporting and analysis on employee relations on regular bases;Case/Crisis Management- Provide responsive HR leadership in handling crisis, establish and maintain crisis avoidance and management guideline and procedures;- Responds with local authorities HR inspect requirements

- Managing all the aspects of HR functions in Shanghai /Beijing/Guangzhou .- Ensure smooth HR operation within Mainland China with efficiency and high service quality in overall HR functions such as C&B, Recruitment, Training, Performance Management and Employee Relations, etc.- HR Policy implement & renew, HR supplementary programs development- Headcount control and cost /budget control.- Annual Bonus/ Salary Grid design and calculation, promotion process management- Internal organization structure design and implement.- Communicate & cooperate with function leaders and abroad MAZARS leaders, coordinate relationships among different functions.- Organize effective communication between employees and management team, foster positive employee relations.- Talent pool management and development- Interacts with government / social bureau and external agencies.- Managing international HR exchanging plan.- Provide professional HR advices and services to related departments.

(Grown up with three stages)Stage 3. From 01/2007-02/2011 Took the role of Dow Technology Licensing HR representative and hROH Plant HR focal point- Hire high potential via strategic recruitment plan, maintain & deliver new employee orientation programs, - Build up BU talent pipeline, bench strength, critical capabilities, etc., facilitate BU on Competency Model development. Build up BU training plan.- Performance and development: Facilitate performance evaluation, GLP360 feedback survey, credo survey program, etc., - Specific job design, facilitate year-end compensation alignment/review meetings, - with BU leaders to develop appropriate plans, implement and measure success, facilitate manage assimilation, mentor program, etc., Especially during the acquisition period of hROH company, Stage 2. From 10/2005-12/2006, As Dow Supplementary programs approaching, took the over all role of Mainland China HR Specialist- Dealing with all the daily/ monthly payroll work.- Dow Supplementary programs implementation. Such as PSPP /Dow Pension/ Dow Housing Plan, etc- Employee reward & allowance implementation. Yearend Bonus calculation and payment, coordinate promotion process- Day-to-day in unit labor recruitment, including interview arrangement, lead interview for recommendation, feedback follow-up, pre employment documents preparation, and on board notification to Central HR Shared -Service Team. - Campus recruiting plan and arrangement.- Job description\ recruitment database update.- New hires/leaver reporting, check-in/out process following- Coordinate and implement other trainings to staff - Develop HR analysis and report toHR leaders - Develop local authority network and keep track of recent labour regulations/policies - Link up with outsourcing company, such as E-Fesco/ Generali, etc.Stage1. From10/2004 to 10/2005, took the role of Mainland China C&B assistant- Taking charge of Mainland China (over 500 employees) C&B works by regular basis