Human Resource Planning: Align with business strategies to complete short-, medium-, and long-term strategic planning for human resources. Develop and implement human resources operations-related systems, processes, and frameworks. Organize, coordinate, and monitor the planning and implementation of control solutions. Develop human resource plans based on business needs and promote the establishment of organizational development systems, including organizational structure design, position settings, job descriptions, fixed position quotas, and talent inventory. Conduct talent pool development for key positions to enhance organizational capabilities and optimize personnel structure.Talent Development: Conduct training needs research and analysis, develop training plans, and establish a points management method for internal trainers. Responsible for contacting internal and external training trainers, carrying out internal training needs research, and organizing and implementing training work. Recruitment Management: Responsible for the company's recruitment management, developing and maintaining various recruitment channels. Combine business needs and organizational development to formulate recruitment plans, establish competency models for key positions, and develop recruitment promotion programs. Streamline and build SOPs for the entire recruitment process, establish and improve evaluation feedback systems. Analyze recruitment data and achievements, guide and lead the team to complete recruitment tasks as planned.Compensation and Performance Management: Improve the company's compensation and welfare system and incentive programs. Responsible for compensation design, aligning salary structures and daily management across departments, conducting compensation surveys and compensation satisfaction surveys, standardizing the compensation incentive system process, and establishing and reforming the employee ranking system.

OD Organizational Development (40%)Align with the company's strategy and business trends to timely collaborate with corresponding business units, adjust organizational structures, conduct talent inventory, identify key employees, build talent pipelines, determine successors, and develop training plans.TD Talent Development (20%)Combine business processes to diagnose workforce effectiveness, output business data and workforce analysis, identify high-potential and low-performing employees, and enhance their professional literacy and skills.Organizational Growth (10%)Establish a recruitment system, streamline recruitment processes and systems, enrich the HR recruitment toolkit, provide effective material support for HR recruitment, and lead the recruitment team to improve recruitment efficiency.Compensation and Incentives (10%)Participate in the annual human resource budget and final accounts, analyze compensation cost reports, analyze the compensation proportion and trends of various business entities, departments, job levels, and positions, control labor costs, and monitor labor cost usage progress.Performance Management (10%)Design performance appraisal processes and evaluation systems based on annual business indicators, optimize organizational and employee performance evaluation mechanisms, decompose strategic maps, and guide business units in setting evaluation indicators.Employee Relations Management (10%)Responsible for delivering comprehensive human resources services to employees, participating in revising and improving internal company systems, and making corresponding suggestions to avoid employment risks for the company.

1. Establish and improve the enterprise human resource management system, and formulate the development plan for the company's human resources.2. Be responsible for managing various HR-related functions such as employee recruitment and allocation, compensation and benefits, training and development, performance management, and employee relations. Continuously refine the establishment of the company's system and ensure its implementation.3. Develop recruitment plans, identify effective recruitment channels, and take ownership of hiring results. Collect, aggregate, and analyze data, recruit volunteers, and conduct relevant training.4. Revise and improve the company's rules and regulations, the employee handbook for daily personnel management, and processes such as recruitment, interviews, onboarding, and resignation.5. Formulate compensation policies and promotion policies, organize salary increase and promotion reviews. Utilize closed-loop performance management tools and effectively drive personnel performance. Promptly track progress and conduct reviews to enhance employee motivation and business outcomes.6. Observe and understand employees' thoughts, work status, and attitudes, grasp their dynamics, regularly conduct interviews with them, provide appropriate guidance, and promptly provide feedback and assistance.