Routine HR responsibilities: (Recruitment/C&B/Employee Relations)-According to the company development strategy, assist HRVP to formulate the group human resources strategic planning; -Responsible for external recruitment and internal talent recommendation work; According to the development and business needs of the company, analyze human resource requirements, develop and implement recruitment plan; -Improve the company recruitment system, recruitment process and recruitment system; -Expand and maintain recruitment channels and related resources, investigate and understand the trends of talents in the industry, and establish a reserve talent selection and reserve mechanism; -Eestablish and perfect the salary performance management system, comb and optimize the related compensation and welfare management system and work flow; -Participate in the market salary research, design and implement the annual salary adjustment and bonus distribution; -Establish and maintain good docking with labor department, cooperate with labor department in relevant inspection, deal with related personnel dispute.HR Projects and Programs:-Partner with Business units on implementing and capitalizing on scalable Human Resources programs and processes (e.g.employee movement, ad-hc projects); manage Human Resources processes for a business, other school units, reviewing progress and making recommendations on project/program management.HR process design and Implementation - lead the design and implementation of HR projects or programs based on unique needs provide project guidance related to prioritization, timelines, budget, resourcing, and impact.HR Solutions Consulting:-Data Analytics -HR Support and KnowledgeOperational Compliance:-interpret and advocate Lingnan edu values and compliance with HR policies for a business-identify/raise needs to mitigate potential risks by collaborating with the Legal profession

Recruitment/Staffing:-To manage end to end Talent Acquisition, to ensure the quality and efficiency, to be in line with business objective；Partnering with hiring managers and HR Business Partners to identify and understand key requirements, then build a comprehensive recruiting strategy-Managing and executing full life-cycle recruitment, including sourcing, screening, interviewing, selection, offer negotiation, and more-To be a Recruitment Consultant of function managers, to provide talent market updates, to conduct recruitment report-Proactive high-level sourcing, such as Linkedin Recruiter, local job boards, networking events, and Boolean searches, and finding passive candidates through multifaceted internet searches and networking-To develop and evaluate recruitment channel for responsible areas-To implement employer branding (campus recruitment/ school-enterprise cooperation)-To facilitate general staffing on daily talent acquisitionMajor KPI:Time to offer/ Direct Sourcing rate/ Probation Turnover rate/ Recruitment Volume/ Recruitment costLeading Recruitment Project:-Recruitment Marketing Project: to prepare intention letter, invitation letter, recruitment assessment template; to proposed recruiting campaign; to collect market updates; to create recruitment advertisement-DHL Talent Pool: to build up countrywide Talent Pool-Talent management system: system maintenance and business need feedback-Recruitment Toolkit & Guide Project(2017): to plan and organize the toolkit design and conduct, to promote to function managers-Assessment Tool Project(2016): to plan and execute the update of assessment tool-Headhunting Vendor Policy(2016): to compose and update the headhunting vendor management policy-Annual Recruitment Completion Rate: over 95%

-Provide counseling and support to business managers in any personnel and organizational issue-Handle the labor dispute and other HR risk via appropriate staff communication-Acts as the performance improvement driver and provokes positive changes in the people management( Keep appropriate relationship with field sales& engineer)-Support Learning & Development Center(LDC) training issues: coordinate and drive planned training and development initiatives-Consultation with relevant labor law and local regulation-Coordinate new employee orientation

-Responsible for developing and enhancing e-Learning platform systems-Responsible for New Hire Program-Responsible for monthly HR Training data consolidation and to ensure different reports be completed-Arrange or organize T&D training programmers

-Procedure of HR work(procedure of employment and unemployment);Have the comparatively deep understanding of management of employees' salary and benefits and the system of social insurance-Consulting work of labor laws, labor relationships and labor conflicts and have actual operating experience and relevant responding capacity-Responsible for making plans for employees' training, paying and declaring the income taxes for employees