一、HRSSC-考勤COE（2019/8-至今）1、基于公司战略诉求、考勤管理导向、各国法律法规、业界惯例及各子公司管理诉求，设计全球考勤管理政策、流程、IT平台、数据，对政策质量、流程和IT平台成熟度负责。2、负责面向海外业务、场景、人群等进行考勤差异化方案设计，并为海外业务主管、HRBP提供考勤领域的专业支持。3、建立并实施高效规范的数字化运营机制，提升考勤业务线上化率与考勤全流程自动化率，持续提升考勤产品的质量、效率和体验。4、搭建考勤数据分析与预警看板，辅助部门人员管理。例行进行考勤违规运营。5、建设考勤工单系统、风控平台、及支撑SSC IOC看板建设。6、持续开展内部调研、外部洞察、从外部视角审视考勤政策及考勤产品，持续进行优化。关注考勤舆情，提前识别风险，提供专业答复。 二、发薪中心：补助团队TL (2017/2-2019/7)1. 运营管理：1）对业务端到端流程、政策、SOP、FAQ等定期梳理，识别风险点及可优化点，推动COE、IT、关联部门等进行优化；2）补助系统的业务方案设计、IT实施推进，系统上线验证及推广实施。3）对员工热点问询、投诉和建议、心声热帖问题定期审视分析，识别问题与风险点，自我改进或推动相应团队进行改进；4）定期稽核补助数据，输出稽核简报，辅助部门人员管理；5）定期宣传沟通：政策变动、热点FAQ、操作指引及流程优化、热点案例、团队服务内容等宣传2. 团队日常交付管理:1）质量管理: 员工及HR升级的质量问题跟进解决，团队内部质检安排及问题分析、发薪质量简报、CT报告、审计报告、SACA报告等涉及质量问题分析与改进2）补助各系统的看护：系统配置、权限管理、报表输出及系统问题跟进解决3）SLA/OLA管理;4）知识管理5）团队人员管理（考核、激励、组织氛围）3. 项目管理：1）国家人进钱出运营优化变革项目 项目简介：聚焦发薪相关业务，以终为始，从发薪要素出发，梳理全球同发薪相关13个业务模块（薪酬福利、人才供应、入离职、合同、签证、行政各项补助、PI+等)业务规则， 辨识上游和下游集成点，开发发薪集成解决方案（PDI），在全球140个国家推行上线，并优化发薪前端超20个IT系统，实现同PDI平台自动集成。 承担的项目角色：作为项目PMO，一方面，支撑各区域项目推行，管理项目进度，组织项目例会，总结项目进展，披露项目风险，保证项目健康度。另一方面，参与区域推行及业务规则梳理，脚踏实地负责拉美5国、中东区域项目推行落地。同时参与到IT解决方案组，参与项目方案讨论，不断学习及转身，为国家提供IT解决方案并推动PDI推行上线。2）外派补助自动Run项目 项目简介：解决中方外派员工补助申报需填写、补助发放滞后两个月的痛点。实现取消员工月度申报，自动集成前端各系统数据计算补助，并自动将计算结果集成到发薪； 承担的项目角色：作为补助团队TL，主导整个项目需求拉通、方案设计、IT开发、UAT测试、并行上线、正式上线全流程。三、考勤运营中心产品经理(2015/11-2017/1)1. 产品设计：梳理全球考勤业务规则、场景及流程，识别共性规则与个性规则，推动规则的简化与线上化，减少手工工作，降低人力成本；同时设计系统时兼顾系统的灵活性及对业务变化的可适配性2. 客户需求、问题及满意度管理：1）收集及澄清来自各部门的业务诉求、痛点；结合HR SSC业务价值、当前流程/IT支撑情况，分析需求价值、可实施性、优先级，制定解决方案并跟进系统落地实施；2）从日常满意度调研、投诉工单、员工声音及舆情中识别问题，分析与澄清，并制定解决方案；3）紧急突发事件，协同COE给出解决方案；3. 数据运营（分析及预警）: SLA/OLA管理；超标准工时、超长加班、超长外出公干、旷工、迟到、早退、代打卡、违规审批、异地打卡等异常预警，月度输出运营简报；4. 业务迁移与知识管理：主导20个国家将考勤传薪报表业务迁移到SSC交付团队操作，并对迁移后的业务进行精益化优化。规范各类文档，定期review及刷新，同步优化系统，将知识打点到考勤系统与小I机器人中，降低员工问询。5. 项目管理： 全球考勤规则梳理与考勤自动传薪:目标：考勤系统全量业务覆盖全球140国，考勤数据直接集成发薪系统，提升考勤发薪质量关键举措：1）成立项目组，将COE、片联、区域/国家HRD、考勤、IT、法务共同纳入规则梳理2）已承接业务的，与国家Review现有规则，确认是否需要刷新，打通考勤集成发薪最后一公里；还未承接业务的，协助国家梳理规则，上线考勤系统，并打通考勤集成发薪通道。3）建设知识管理平台，将梳理完的规则落入知识管理，并定期Review

2010-2011 1,Support building shared services center as a professional HR helpdesk team, train team members who are totally fresh graduates to be professional customer service staff. 2,Communicate and coordinate with IT shared service center for hotline deployment and testing; 3,Define team daily work tracking process, work handbook, SOP, checking point, FAQ…etc. 4,Assist to develop departmental strategy initiatives, expand dept. business scope to Talent Acquisition support, Total Rewards support...etc one by one; Join the task transfer meetings and define service levels and go live schedules; and be the leader of those projects at beginning to make sure quality service delivery. 2011-2013 1,Keep on assisting dept. business expanding activities, lead to centralize South China sites(total 7) social insurance & housing fund business at shared service center; lead to centralize IIT declaration affairs at dept.; as well as expand Talent Acquisition support scope from system support to sourcing/phone screen support & offer letter support, interview arrangement support..etc; besides, take over GBS site’s on boarding, offer proposal tasks and other HR Ops support. 2,Lead social insurance, housing fund, IIT and staffing team in dept. Make sure the new service delivery model effective and cost saving. 3,Standardize the process of responsible projects for various sites, make improvement and adjustment gradually. 4,Build up professional team by existed resource. 5,Promote the responsible projects at site. 2014-Now1,Support dept. change management, re-structure the whole projects and transfer to lead benefit & compensation team. 2,Re-evaluate the process of compensation & benefit, re-start the bundling activities under the new guidance. 3,As the service manager, to cooperate with onsite service manager, product manager, quality manager, system application manager in the dept. and HR business partner at site to enhance the service effectiveness.

1,Prepare, implement and continuously improve company’s HR related policies, regulations and procedures, monitor and ensure every associate to comply with them, so as to propel the company’s smooth running. 2,Design and layout reasonable organization chart, timely update each position’s job description, and key positions’ competency model, adjust human resource deployment according to department’s development request, so as to achieve headquarter's headcount request. 3,Be responsible of enterprise recruiting: collect HC demand from each dept., develop and maintain talent acquisition channels, screen and recommend qualified candidate, organize interviews and join to give comments from HR perspectives. 4,Be responsible of compensation and benefit (C&B): company grading system maintenance, attendance and monthly payroll calculation, year-end bonus calculation, annual wage adjustment initiation, salary proposal for promoted employee and transferred employees…etc. 5,According to development strategy of the company, design associate training plan, make a budget, and follow up the training feedback. 6,Assist labour union to plan and organize versatile staff activities and communication event such as team building, birthday party, town hall meeting, GM lunch...etc. 7,Maintain and develop employee communication channels, such as newsletter, quarterly magazine, question box, user survey…etc, so as to monitor and timely resolve employee’s cared questions. 8,Coordinate relationship between employees and managers, protect company’s profit and employee’s legal rights. Handle complain from employee, solve labour-management conflict and inter-employee contradiction.