As a BU HR BP, to be responsible for people strategy and workforce planning, organization effectiveness and development, talent sourcing strategy, talent development, employee engagement, diversity and inclusion...... Support business: two facilities of manufacturing, one design center, domain and international sales, distribution and marketing teamReport to: BU Lead HR Manager

Workforce: 2000To responsible for HR jobs to support end-to-end business from design, manufacturing, to sales, marketing and distribution.Report to: BU Lead HR Manager

Workforce: 1800 peopleReport to: HR & Admin ManagerSubordinates: 4This company owns dual brands: Cat and SEM, with an end-to-end business model from order to sales. HR is responsible to support the employees in local, countrywide and oversea.1) Deploy HR policies and processes to this integrated company - Align Employee Handbook to China region - Work with Cat Legal and AP ER Manager to improve local employee management process - Deploy China Talent Requisition process and compliance program into Qingzhou - Integrate local C&B package with Corporate C&B team - Lead the improvement of issues by Corporate HR audit2) Employee Relations: local HR policies development, update and explanation; HR solution advisor to business departments to avoid labor risks3) Employment management: employee onboard, termination, absenteeism, discipline, vacation and compliance, workforce planning for facility4) Talent acquisition: talent sourcing, screening, interview, background check5) C&B management: payroll data collection and validation, termination interview, labor market data collection and analysis, salary planning for production worker

Report to: AP Master Black BeltSubordinates: 11) Leading HR projects focusing on process improvement, talent acquisition and development, employee relations across countries in Asia & Pacific region2) Green Belt training and development: deploy 6Sigma knowledge in AP Human Services Division, coach Green Belt in project3) Completing 13-14 projects successfully in each year

Workforce: 300 peopleReport to: HR & Admin ManagerSubordinates: 11) Employee relations management: offer negotiation, new employee onboarding, employee performance management2) Employee training: training program system setup, training needs and analysis system setup, training effectiveness tracking3) HR workforce planning: short-term and long-term people acquisition and development planning, recruiting channel analysis and selection, interview process management4) Communication management: communication system setup, employee insight survey and analysis, employee activities5) Administration: cafeteria and shuttle bus vendors selection and management, training and admiration budget management

Workforce: 1200 peopleReport to: Learning & Communication Manager1) New facility training system setup: establishing framework of soft skill training curriculum, new employee orientation program design2) Training needs collection and analysis: establishing training needs collection process in facility, training planning according to needs analysis3) Deliver training course: reading Cat prints, Caterpillar Production System training, Simulated Working Environment

Workforce: 1500 peopleReport to: Personnel Manager1) Recruitment: leading recruiting process from workforce planning, recruiting channel analysis and selection, interview method design, to offer negotiation and support2) Onboarding: labor contract organization, new employee register in local government, orientation training with company culture and personnel awareness3) HR quality identification: leading HR process improvement, tracking HR data dashboard, ISO9001 internal auditor in HR4) People data maintenance: employee attendance management, people data change, employee data report to payroll