• Inspire and elevate learning passion and experience in the purpose of building a learning organization across China Retail Market;• Cultivate a highly efficient team of professional L&D consultants to support Retail Operation through targeting deliverables of learning solutions with national alignment and field adjustments;• Formulate and improve the process of cooperation with Retail Operations with the purpose of fulfilling partners’ learning and business development needs.

to lead the Central and West regional Starbucks (China) University team focusing on coffee learning & engagement, talent development and retail core training.

1. Provide frameworks, processes and procedures to ensure consistent execution of the strategy across Volvo Car Asia/Pacific region, in the areas of · Performance Management · Corporate Culture · Organizational Health · Business and Talent Review · Change Management2. Deliver training/communication to stakeholders on the above areas3. Secure implementation and compliance to processes related to above areas4. Design and develop new HR products and services in support of business needs.5. Lead/Participate in major Talent Management projects6. Actively ensure that development of processes in the area of expertise are in-line with the overall HR and Business strategy and that considerations are made to ensure that the interface with other key HR processes are clear and integrated.

Leading a team of four, in charge of Talent Acquisition, Learning & Development, Performance Management & Organizational Development and other Talent Management matters including:1. Create annual manning plan and HC forecast based on business needs, adjust and update recruitment strategy.2. Develop, maintain and evaluate various recruitment channels. Introduce and coach hiring managers with systematic interview approaches.3. Support the organization with delivery of recruitment policies and processes, on boarding programs and employer branding4. Chengdu employees' competence development procedure identification and enforcement.5. Performance Management framework and process design and enforcement, including Blue Collars operational competence evaluation and annual/regular competence mapping.6. Key talent identification, engagement and succession. Establish Hi-Po and successor list to ensure sustainable talent pipeline.7. Corporate Culture alignment and promotion.8. Training and Competence Development activity planning and implementation for all level White Collars & Blue Collars employees.9. Establish a healthy training and competence development team and network for the sustainable organizational and competence development excellence.10. Participate in the APAC TM network, support in overall TM processes and tools alignment, implementation and sharing.

1. Responsible for Human Resource management for Chengdu Site. 2. Optimizing HR flows for Chengdu Site after the Acquisition, 3. HR liaison, to help build a functional/cultural link between U.S and local staff 4. Interpret business needs/improvement areas under HR working framework, including: a. HR System creation and policy amendment, assist HQ HRM to implement HR management in Chengdu b. Recruitment and talent engagement, core staff career planning and implementation c. T&D, coordinating and delivering training projects for Chinese staff as well as for Accuray staff after merger d. ER/Corporate culture, facilitate staff communications, surveys and team morale building e. HR Budgeting