Lead HR team:1. Performance management, results-oriented, design and implement "Goal-Strategy-Action plan”, from company's annual strategic consensus to the department's performance review and manage personnel performance contract. Company target layer by layer decomposition and weekly management. Through per capita output and unit wage output to assess the efficiency and capacity of the organization are improved;2.Enterprise culture landing from “Mission/Vision/Values" to "operation and management principles" to enhance employee engagement and "money and spiritual harvest";3.Cultivate team members, empower professional knowledge, discover and inspire the outstanding potential of team members, Oder management of internal services, and measure the value of jobs;4.Organize cross-department team activities, and senior executives take the lead in actively responding and participating in improving the working atmosphere and boosting team morale;5.The business partner if commercial team, enhance the sales training courseware, copied the journey of wolf, and build a "wolf" sales team. Participate in designing business team incentive program;6. Identify key positions/key talents and initially form a competency model for typical key positions;7. Strengthen company -level safety/5s management, implement emergency response drills, and prepare to establish a safety committee.

2012/6-2019/9Description:04/2018-09/2019 Sr. HR Manager 1) According to the business strategy to optimize and integrate the China HR policy &process to ensure consistency with corporate policies.2) Contribute to the development and implementation of people development, succession and career planning which are in line with the company's business objectives and HR strategy, to strengthen performance driven culture in China.3) Provides guidance and direction to business leaders on human resource management policies, processes and systems.10/2015-- 03/2018 HRBP (Shanghai& Guangzhou& Tian Jin) 1)Understand the business strategy and identify opportunities to improve organizational capability and drive culture change to align the organization with the strategy. Diagnose gaps between current and desired organization performance and deploy actions to resolve gap, including organization redesign, process change, coaching and training.2)Through the performance management system assure that annual employee job performance assessments are conducted. 3)Promotes positive employee relations and employee engagement.4)Advocate employee communications processes that inform employees as well as to assure two way communications between employees and management.5) Involve annual salary survey (Mercer), including annually salary merits increase& promotion increase.06/2012—09 /2015 HR Manager (SSC)Provide an HR service for China Region offices/plants includes :1)Talent management, Overview recruitment strategy, process & channels, to ensure efficiency & quality of hiring in PRC;2)Performance management (Handle Performance Manage-log / Employee Performance Dialogue / Performance Annual Appraisal including PIP program);3)Employee Relationship, including Coordinate Bilingual Internal Newsletter Public;4)Training and development including collect the annual training needs and complete annual training plan, also organize the training course external & internal.

Sr. HR SupervisorDescription:1. Lead team to delivery staffing daily responsibility: 1) Work out annual headcount planning with line mangaer according to business develop requirement and in annual hr annual cost budget. 2) Leading team to hire suitable candidates for company based on annual recruiting plan,including selection /interview/offer/onboard management,and submit monthly staffing report. 3) Build up database of talents for company and keep long-term relationship with potential candidates. 4) Take charge of annual campus recruiting project and implement concretely. 5) Monitor employee personal information daily maintenance in HR system. 6) Monitor the employee turnover and give the professional suggestion to the company management team. 7) Response to set up employee career develop path,conductor employee promotion/internal transfer/position rotation/retetion process and update the related policy. 2. Manage the employee relationship activities,develop and maintain a favorable labor climate consistent with management objectives.Including maintain effective commicate channel,conduct employee satisfaction survey and also deal with labor dispute like labor contract arbitration/litigation. 3. Leading one staffing team to conduct performance appraisal with department heads at probation and yearly.Also including incentive program and manage out low score employee. 4. Develop/revise and implement policies for company,including employee handbook/collective contract/recruiting&employ policy/performance appraisal/employee retention program etc. 5. Handle HR related project like set up company salary structure/Job grading/Job evaluation/annual salary survey(Hewitt),including annually salary merits increase. Be sensitive on the market movement including pay trend,benefits pratices as well as regulations update.