Patrick Yang Email & Phone Number

Shanghai, China

Shanghai, China

Shanghai, China

2021.07~Now Talent Acquisition Manager1, Recruitment process optimizationHand over recruitment process with subordinate companiesDefine responsibility of recruiter and HRBP in recruitment process2, Recruitment efficiency improvement and headhunter reliance reductionReview the use of headhunters, analyze positions, companies and regions where the expenses occur, and specify a cost control planDefine search channels, and reduce the proportion of headhunters’contribution Adjust recruiters' responsible positions and optimize the allocation by their expertiseEstablish a talk mechanism among recruiters, HRBP and hiring managers to realize and solve the pain pointsEstablish a weekly report system, track the progress and efficiency improvement of each recruiter3, Recruitment center construction projectsPlan for the construction of talent poolOptimize the mechanism of internal application, talent recommendation reward Plan for innovative, diversified and interactive methods4, SF recruitment systemSuggestion on module developmentBackground data collection & account usage test of each involved role before going online5, Routine recruitment2019.05~2021.06 HRBP1, By the business forecast of served departments, prepare headcount planning, approve people request, formulate JD, contact BSC for talent search, and complete the process of recruitment2, Participate in SF recruitment system process construction3, Review skill matrix with heads of departments, check the competency level of personnel, formulate corresponding training plan, and develop courses with internal or external trainers4, Participate in annual salary adjustment, analyze salary data, review job grade, recommend range and promotion5, Employee "life cycle" file management6, As an HR window, write and release events, documents, policy formulation7, Plan, host activities (annual tourism, family day, corporate culture theme activities, annual meeting), Chief editor of company journals

Shanghai City, China

➢ POSITION：Buying Office HR Manager (2017.12-2018.04)➢ EXPERIENCE：1, Recruiting Headcount setting and budget making JD, competencies review and analysis Recruiting process updating and channel development Interviews and Offer negotiation 2017 autumn campus fair following2, Training Training system developed based on competencies and requests, mainly on the topics of negotiation, cost analysis and consuming trends Buyer trainee growing-up procedures rebuilding Train the trainer system building3, C&B Salary standard resetting based on the existing position structure and benchmarks Performance review of buyers Salary review meetings and average increase rate control of the whole buying office➢ POSITION：Head Office HR Manager (2018.05-Now)➢ EXPERIENCE：1, Recruiting Headcount setting after the organization adjustment in head office Approval of external recruiting and channel optimization Interviews and Offer negotiation2, Training Smart Phygital training plan making—learning in store, rotation in Head Office and final position determination Trainer of New Employees’ Training3, C&B Salary review in June, data collection and analysis and increase rate control4, Performance Evaluation Annual talent review data collection and analysis for the advice to talent pool and promotion Interviews with better performed employees and draft development of promotion plans Succession plan execution

Shanghai City, China

1, Hiring (2014.08~Now)1)RPO, Campus job fair planning and implementationRPO, Campus job fair process designingCollect and analyze recruiting requirementsWeb page monitoring, filter resumes, online assessmentJob fair site controlEntry management after job fair2)Common recruitingWork with function leaders for the organization structure and headcount planSearch candidates through multiple channelsArrange and host interviews, follow the online assessment3)Recruiting process optimizationClarify the criteria for resume filtering and the role of HR in interviewsOptimize and simplify interviews and assessment4)Recruiting channel developmentUse social media such as Linkedin, wealink, Dajie for some positionsHead hunters review2, Training (2014.08~2016.06) Competency Development System-- Managers: Newly promoted managers orientation, Organization leading, Strategy making and fulfilling, SBU and global leadership development;-- Non-managers：Problem solving, Communication, Time management, Culture, Language, OfficeApplied to employees in HQ and indirect workers in plant (Non-blue collared)1)Training projects developmentRequirement investigation and interview with key roles of each departmentAnalyze the submitted data and extract potential themes and develop courses with supplierTraining system modification and optimizationNew course developmentInternal trainers system constructionAnnual and mid-term training budget and planTrainer of Corporate essence, Business etiquette and cross-culture2)Training projects implementationPre-training preparationManage the attendanceDesign evaluation questionnaire, collect the data and report3, C&B and ER (2016.06~Now)Annual Incentive Plan – System buildingGroup C&B system Reforming – All group companies C&B systems reviewEntry-Exit and promotionMaintain HRIS and SAP SF systemCompliance interviews with employees violating company rules in biz trip reimbursement and terminate labor contract accordingly

Shanghai City, China

1, Human Resource 80%Drew up recruitment plans and reviewed job descriptions, searched candidates in social media (Linkedin\Wealink\Digitalin\Smartshanghai\Weibo\Wechat)and recruiting websites (51job\Zhaopin.com), independently finished 1st round interviews, participated 2nd round interviews and wrote interview reports as the references to employmentReviewed and sent Job offers, dealt with the enrollment and managed labor contracts Managed employees’ compensation and benefitsTalked with employees when they resigned or renewed the contracts and helped with the handover; By the need of business development, drew up employee training program plans, searched for suitable courses and trainers, followed up during the whole program and reviewed employees’ KPI with the line managersTrained new employees for company rules, employees’ handbook and basic comprehension to agency businessManaged Visa and passport process for overseas employees2, Administration 10%Managed office daily administration Translation (Chinese to English and Vice Verse)3, Finance 10%Issued invoices and monthly tax declarationSettled and delivered employees’ monthly reimbursementComprehended and conveyed finance and tax polices

Bechalor, Human Resources Management/Personnel Administration, General

Activities and Societies: Art and Entertainment Department of Students' Union

La Langue Francaise