- Provide coaching and direction to managers and employees regarding HR policy, performance management, employee relations, grievances and disciplinary process.- Partner with managers for workforce planning, in charge of end of end recruitment and on boarding process.- Driving the performance management process, address the performance issues and manage the performance problems. - Participate in talent management and organizational structure change activities. - Identify training and development needs and work with managers to develop the training plan and arrange the training. - Review, update and implement company policies in line with company requirements ensuring compliance with legislative requirements.- Assist in driving safety initiatives across the business, coordinating the workers compensation process. - Manage compliance of VEVO checks, police clearance and inductions.

- Support HR daily operations, including recruitment, on boarding, performance review activities and provide performance improvement suggestions- Audit the HR documentation and Personnel file to ensure it is informative and comply with legislation requirements - Review HR policies and procedures to ensure it complies with the legislation requirements- Provide improvement suggestion to existing HR practices and optimize HR processes, including the recruitment process, payroll process, and the Performance Management process, etc. - Provide advice and support to manage the performance issue and employee relation cases- Identify training needs and arrange training activities

Regional Role Scope – HR Business Partner for AP Engineering (around 1200 engineers in AP) *Talent Management- In charge of overall talent management activities, including talent identification, development, deployment and retention - Managing AP Engineering talent pool and work with AP Engineering leaders for succession planning, talent moves and internal job posting & selection process*HR Consulting, Business Partner- Work with leaders, coaching them on talent management tools and process and advising on all people issues, including performance management- Cascade global guideline and program to all sites in Asia Pacific and work with site HR team to make sure it implement appropriatelySite HR Role Scope – Senior HR Manager, China Tech Center (around 600 people in CTC)*General HR Management- In charge of all HR functions including staffing, C&B, performance management, training, employee engagement, and talent management, etc., with more focus on performance management, employee development, and talent management *Talent Management- Lead Individual Development Plans program for key employees in terms of learning & Development/ Mentoring / Coaching/ Special Assignments. This includes providing guidance on development for managers and their teams, focus more on Hi-po candidates*Learning & Development- Work with technical trainers & China training organization towards implementing the training and development agenda; identify specific areas that need attention and improvement. Design and implement workshops for leadership team as per business request.- Initiative career managements programs, such as Career Development Model, Career Excellence Day, etc. *Organization Development- Review with business head to make sure the organization structure is effective to support the business growth

Learning & Development- Perform ongoing assessment of organizational- wide development and training needs, finalize annual TNA reports, training plan and training calendar, design and deliver training based on site demands- Conduct course design based on internal customer requirementsTalent Management & OD- Work with business leaders to identify key positions, Hi-Po candidate, work out individual development plan and monitor the progress and succession status- Facilitate leadership workshop and OD activities to support business needs Policy and Process management- Monitor and continuously improve the programs, policies, practices and processes associated with meeting the strategic and operational employee development needs of the organization

As Business Partner for 2 plants: DSDPSC and SDECSC, provide HR support to plant leaders and handle all people related matters - Develop the strategy to improve employee engagement- Lead Powertrain plants people development program, HIPO identification, individual career plan & succession planning, grow talent with the organization- M&A: HR Lead for Special project: Pegasus project (sold the plant to other company)

- In charge of the student program, including staffing, development, deployment and retention. This is part of the Leadership Pipeline program to identify high potential employees as future leaders- Participate in special HR project (How to improve the hiring efficiency) to improve organization efficiency- Get exposure to Delphi global HR management procedures and practices and build up network with global leaders and headquarter HR team

- HR Lead for China Technical Center (CTC) establishment, in charge of all HR daily operation in CTC- Consult with business heads to assess staffing needs and set up CTC engineering team, hired more than 250 engineers within 1.5 years- Provide advice & coaching to CTC business leaders and employees for HR policy/practice, compliance, etc.

- Set up the HR system (C&B, training, performance review, etc.) and responsible for daily operations - Implement recruitment according to manpower plan, hired about 200 people within one year and a half

- Responsible for hiring process, training delivery and training effectiveness evaluation- In charge of ISP (international service personnel) related HR matters, such as work permit, residence permit, visa application, etc.

- Coordinate recruitment activities- Deliver New Employee Orientation and coordinate technical training