• Participates in the development of the organization's plans and programs as a strategic partner. Translates the strategic and tactical business plans into HR strategic and operational plans.• Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development and retention of the people resources of the organization.• Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. • Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning for organizational critical roles.• Cultivate a high-performance culture that reinforces Executive Leaders’ behaviors and business outcomes.

Provides people leadership. Participates in activities such as work planning, process development, resource optimization, employee goal setting, coaching, hiring decisions, and performance monitoring. Trains and mentors staff.Monitors the pulse and health of the business; assesses systemic organizational needs of the business; creates action plans to address and facilitates change and transition management initiatives.Provides insights on functional depth of talent; country succession planning; resource forecasting; executive coaching.Delivers territory specific strategies that drive intended business results. Provides coaching to Sr. leadership to enable high performing teams.Stewards data accuracy.Manages escalations to resolve client queries and issues as appropriate; in international markets, manage Employee Relations investigations, which may involve interfacing with Works Councils or Unions.

• Build China HR structure from zero;• Work as strategic partner to the business to drive all aspects of Human Resources Management;• Lead talent planning and development programs at both BU and regional/global level to drive sustainable growth;• Drive internal learning culture via variable tools such as ERM Academy, Technical Workshop, Regulation Update, new business introduction and etc.;• Lead people risk management and business control, including budget planning, audit, performance management, and etc.;• Lead and participant in regional wide and global HR projects as required, e.g. HRIS, Emerging Leader, Partner in Training and etc.;

HR Manager of Shanghai, Beijing, Suzhou and Singapore offices responsible for providing full spectrum of the HR function including recruitment, compensation and benefits, employee relations, organizational development and performance management, process & policy development and implementation.

Workforce Management;Mobility/Intl Assignment Program;Well-being Program;