Peter Ou Email & Phone Number

中国 福建省 厦门

中国 上海市 金山区

嘉乐是一家由针织面料开发、生产到成衣加工的垂直一体化的研生销大型企业，具有近30年的历史。国内有4家成衣工厂，一家面料工厂，一家印花工厂，印尼有3家工厂，员工规模约10000人；开润股份在2020年收购了上海嘉乐股份有限公司大部分股份，并于2022年1月完成100%收购，嘉乐成为开润全资子公司。 我在2021年7月1日，跟随开润CEO 同时介入嘉乐投后管理，负责嘉乐集团公司人力资源部、行政部及社会责任部门工作。在短短7个月时间内，协助业务部门完成了欧美市场事业部、内销市场事业部从研发、销售、供应链（包括中国区和印尼区）团队的搭建；以及HR 团队由0-1的组建，行政团队重组，以及合规团队的整合。 人力资源： 1） 协助市场部完成Adidas和PUMA团队 从研发、销售、跟单、技术、品质、IE、生产团队的人员招聘。在2个月内完成了75个中高管理、技术岗位的招聘。并以RPO(人力外包方式) 招聘了68个印尼中层和基层岗位。有力支持了业务的发展； 2） 重新梳理嘉乐的组织架构、人才盘点、薪酬方案(调整了外派印尼中国职员的薪酬结构及休假制度)。 3） 根据市场部订单计划和生产运营中心的产能计规，制定了组织和人员规划； 4） 建立E-HR 系统，规范了入离调转流程、人事、考勤、薪资和绩效考核模块；5）完成一间成衣工厂和一间印花厂关闭、员工遣散和转移工作；6）完成2022年度常规晋升及绩优人员调薪方案、核心人员股权激励方案；7）组建了HR三支术团队（SSC/HRBP/COE）.行政方面：1)完成了厂房改扩建、生产车间布局重新规划工程事项（包括引进吊挂自动流水线、印绣花车间改造、原料仓重建、研发中心及面料中心新建等工程）；2)梳理行政采购流程；3)引入有竟争力的饭堂供应商，提高膳食服务满意度。 4)根据实际工作需及人员情况，将行政部拆分为后勤部及综合管理部，后勤部负责事务性行政工作；综合管理负责专业性及技术性工作。有效提供服务满意度及节省费用，提高行政工作效率。社会责任审核：分别指导国内工厂在3个月内通过客户PUMA社会责任验厂，协助印尼工厂通过ADIDAS 的T1（成衣厂） 和T2(面料厂)的社会责任审核，完成优衣库的SLCP认证，三家工厂均取得24个月的最佳认证结果；指导完成HIGG INDEX资料填写与审核； 2021年度绩效为A（绩效分为SABC4个等级，A 绩效是指当年度表现非常优秀，只有15%的员工可以获得。

中国 安徽省

安徽开润股份有限公司（股票代码300577） 2020.07-至今（1年8个月）HRBP Director 工作地点： 滁州/上海 所在部门： 集团人资中心 汇报对象： CPO（集团副总裁） 直接下属人数： 15 人 职责业绩： 1. 管理范围：安徽开润股份B2B事业群滁州区制造基地+时尚事业部（东莞），共有五个工厂+五个中心，员工规模2700人。 2. 直接下属：15人，由o-1搭建了滁州制造基地的HR三支柱团队。3. 工作业绩： 由于公司处在业务迅速扩展时期，HR管理模式也是由传统六大模块问HR三支柱转型阶段，人才变动较频频，供应链管理架构，职责不清晰，业务流程不合理。我进行了下列工作 3.1内部组织效能提升，陆续更换不适合HRBP工作的HR. 重新招入有HRBP经验的HR，重新调配工作，梳理了HRBP和SSOC的分工。提升了滁州区HR团队的组织效率 3.2 做薪酬调查，与业务端负责人重新制定新的一线生产员工薪资方案和班组长工资方案，新方案激励了员工工作积极性，生产效率由原来75%提升到90%，员工流失率由15%下降到8%。特别是春节后新员工流失率由50%下降到11%。新方案在提升效率和招工留工方面起到了关健作用。 3.3 重新梳理薪酬方案，由于工厂较多，每家工厂都分别制定了各自的薪资方案，并且由于市场对某些岗位需求量大，滁州区欠缺竞争力，导致有同岗不同酬，薪酬倒挂，高薪低能，高能低薪等情况。重新规范调薪方案，晋升方案，逐步解决上述问题，确保薪资内部平衡，提高士气，留住人才。重新制定一线生产计件工资方案和班组长薪资方案，运行3个月后生产效率从78%提升到90%。降低直间比。 3. 4 梳理绩效考核，包括月度考核，季度考核，年度考核，为人才晋升，年度调薪提供有力支持，杜绝乱打绩效的现象，让考核规范比。3.5. 根据公司战略地图平衡记分卡，分拆KPI. 建立HR部门和各个岗位KPI指标。3.6 根据企业现状，制定年度培训体系，主力推动新员工Landing项目，班组长应知应会，内部培训师培养为年度重点项目。培养了21位各个岗位内训师。编写了15个培训课件 3.7 做人才盘点，梳理关健岗位和人才，开展TD/LD,为各业务单位负责人提供人力资源信息分析数据，出谋划策。 3. 8梳理组织架构，岗位编制，职责说明书，做人力成本预算，控制人力成本在公司目标之内。与集团COE 一起推行“三定”项目（定岗、定责、定员），与业务部门一起梳理了业务流程和部门职责，推动SAP/MES/OA等ERP 系统上线 3 9 紧跟业务节奏，与集团OC团队配合，做好文化落地，宣传“争第一”，实事求是，品质文化。组织年度评优，中高层裸心会等活动，激发组织潜能。4、与集团COE 一起协助集团高层制定业务战略地图、分解部门KPI.5、发起‘三定项目’（定岗、定责、定员），通过此项目，与业务部门LEADER 共同完成业务流程再造，清晰界定部门及岗位职责、组织架构梳理、编制及人员梳理、精简富余人员，提升组织效能及人员绩效、同时也为上SAP 系统建立了基础；

Yangon , Myanmar

Job Summary: 一．HRM 1.O-Chart and Responsibility management: Assess the manpower and reset the company O-Chart, department O-Chart and positions based on the business operation requirement after communication with the department heads. which makes the O-Chart and responsibility more clear and cut down 20% Chinese staffs and 10% local manage staffs. The cost of human resource is cut off about 15%.2.Recruitment and training: Implement the effective recruitment actions to assure the candidates fulfill the requirement of vacancy positions. The rate of qualification is up to 90% and the monthly turnover rate is less than 5%; build up the training system and help 40 internal trainer finish more than 30 pieces of training material and finish more than 100 training course.3.Salary and benefits: Set up the incentive salary policy and design the bonus policy for the Chinese management team. Change the salary policy from hours rate into pieces rate for the production worker successfully in 2019, which help the production rate be raised up 10%. 4.PA: Decomposition business strategy map via the tool of BSC, guide all departments to finish setting up the KPI. which change the work attitude of management team and it increase efficiency by 10%. 5.ER: complete the all policies to comply with the local law and implement it.Our company could keep the harmonious relation with the WCC and the local government all the time even though the strikes continue in the more and more factories.6.Manpower reserve plan: Training and promote the internal talent employee and build up the cooperation with the textile institute of Yangon Technology University in January of 2019. The YTU could provide the university graduates annually and professional technician to support our company as a consultant. Meanwhile we train the management trainees for the new factory.7.Company Culture:

Zhong Shan Ciy , Guang Dong Province

Job Summary:I was promoted to the position of HR & Admin manager from G.M assistant in 2010.1.Policy design: based on the company MBO, I reviewed and completed the human resource policy, include the human resource plan, salary and benefits, performance assessment, employee relationship,etc. Especially the recruitment and salary policy became more incentive. 2.O-Chart Development: Adjust the O-Chart of HR department, the HR department of head office make the HR policy and important decision and the HR department of factory implement it, which make the HR responsibility more clear and consistent and reduce 25% HR staffs accordingly.3.Administration management: Control the purchase expense and complete the stock system, reduce around 10% expense; implement the saving energy project and simply the procedure to reduce the 15% administration expense; organize the dinner committee to monitor the quality of food and keep the satisfaction degree in around 70%; manage the fix-capital and let the machine maximize utilization;build up the garden with valuable tree.4.Improve the brand management: Lead and guide the factory to pass the all kinds of audit, include the COC audit, WRAP audit, BSCI audit, SEDEX audit , C-TPAT audit, Environment audit, customer audit, etc. Especially upgrade the CKPI of adidas from 2C grade to 4C grade.

Zhong Shan Ciyt, Guang Dong Province

Job Summary1.New factory preparation: be responsible for building up two workshop in Guang Xi province.2.Internal responsibility: assist the production G.M to review and complete the production operation procedure for the 4 factories; complete the O-Chart and manpower of production department; follow up the production plan with PPC,join the LEAN production system to improve the production efficiency for 4 factories.3.External responsibility: as a management representative to follow up the all kinds of audit by the third party.

Xiao Gan Ciyt ,Hu Bei Province

Job Summary1.New company preparation: Include investigation, confirm the location and investment amount, negotiation with the local government, prepare all kinds of documents, recruitment, etc.2.Manage all departments include the production, HR, Admin, account, customs, PPC3.Get the benefits within one year. The headcount of employee is up to 1200 and the production capacity is up to 150,000 dozen annually.

Shan Wei City , Guang Dong

Job Summary:1.New Company preparation: participate all the jobs of new company preparation, include the needed document, construction engineer,import machine, design factory layout,etc. 2.Set up the company policy, include the employee manual, HR policy, operation procedure for all departments. and continue to review and complete it.3.Responsibility: mornitor these departments include HR, security, employee union,purchase,engineer and CSR.4.Schedule the daily agenda for the GM5.Participate the important decision making as the member of the company operation committee.

Shen Zhen City, Guang Dong

Job Summary:1.Set up the merchandiser department and QA department in mainland of China. The main business is assigning the order and control the quality of bulk.2.Develop the business with 20 suppliers, audit and monitor them to reduce the risk .3.Writing the ISO 9001 manual and implement it in the factory of suppliers.4.Training merchandiser and QA

Macau

Job Summary:1.Assist the supervisor to do business with our customers, such as prepare the quotation, prepare the all kinds of samples, translate all documents from English into Chinese.2.To learn more knowledge on the operation of garment factory.