• Develop and implement the talent acquisition strategy to support New Balance China• Overall in charge of annual workforce plan to align with current business growth plan• Drive HR initiatives around organization, culture, talent and communications in line with HR Strategies• Develop recruitment plan to fulfill the business requirements and support organization talent pipeline• Overall management of recruitment processes, evaluate and pursue the efficiency and effectiveness of internal and external recruitment solutions• Provide consultative information and guidance to the hiring manager to ensure the recruitment accuracy• Optimize recruitment processes and implement recruitment tools to ensure the hiring quality and efficiency• Design and develop the recruitment channel strategy to ensure the time and cost efficiency• Lead annual recruitment partner review meeting and contract renewal• Promote the internal referral program to increase the engagement level• Refine the organizational structure to align with the business strategies• Skill up talent base to ensure the deployment of the hiring for future strategies

• Support all hiring activities for Mattel within Greater China by providing hiring teams with consultative support and strong business intelligence.• Identify, attract, and present professional candidates utilizing a variety of sources including internet postings, direct sourcing, employee referrals, job fairs, research, print media, networking and agencies.• Develop and maintain relationships with candidates, employees, alumni groups, as well as business and trade associations to foster an ongoing pipeline of highly qualified candidates for future employment.• Develop creative recruiting methods to minimize or eliminate the use of contingency and retained search firms; but when necessary, be the single point of contact and manage the recruitment efforts of the outside third party vendor.• Ensure the hiring team receives an adequate flow of resumes, the resumes are reviewed and feedback is provided in a timely fashion, qualified candidates are interviewed quickly and an offer is extended and accepted. This model will match the metrics -- cost-per-hire, time-to-accept, customer service, etc.• Maintain the accuracy of the complete hiring process within the applicant tracking system (BrassRing). Participate in the continuous building and update of the regional database with a viable network including talented professionals (potential candidates) and key information from top organizations in the marketplace.• Build relationships with hiring managers and HRBPs in order to assess their needs and provide solutions. Interact effectively with all levels of the organization. Keep hiring managers, HRBPs and candidates informed of search progress meanwhile providing appropriate and consistent communications to ensure a positive client and candidate experience.• Market Mattel as an "Employer of Choice". Prepare and present attractive recruitment messages and materials as appropriate.

• Full-cycle recruitment for assigned business units and provide a high-touch and consultative recruiting service for all hiring needs.• Lead the recruiting on sourcing, screening, interviewing to offer.• Engage all business partners and HR generalists in order to understand the needs of the client as well as attain internal expertise of the profile and map to external marketplace.• Update hiring status/result weekly to ensure hiring tracking with BU heads & HR generalist.• Ensure all hiring activities are fully compliance with employment laws/regulations as well as with company's hiring policy.

• Consistently bring in high quality candidates through head-hunting activities.• Support in BD related activities including talent market insights, competition landscape and benchmark profiles.• Develop long-term and trustworthy relationship with clients by attaining a comprehensive and in-depth knowledge of the organization, company culture and job requirements.• Develop and maintain strong professional relationships with candidates by providing superior candidate empathy, clear position requirements and recruitment processes.• Manage recruitment life-cycle from search kick-off through closure to ensure “time to fill” goals are achieved.• Effectively maintain the talent pool and database with suitable high-calibre talents.