Job Description
1. Talent management
- Plan recruitment needs based on approved headcount.
- Manage sourcing efforts. Candidate Assessment and Selection:
- Control recruitment results (quality, lead time) to ensure plans are met.
- Directly assess and select candidates for positions from Area Manager level downwards or for Merchandising Team Lead roles.
2. Organizational Development
Synthesize and analyze information and proposals from various departments to suggest, review, update, or adjust within the scope of responsibility:
- Organizational structure (divisions/departments)
- Functions and duties (divisions/departments)
- Job descriptions, job evaluation
- Job title and grade system Workforce Planning:
- Implement human resources plans to meet business needs.
- Plan and establish headcount; control headcount utilization. Propose specific compensation and benefits policies for divisions/departments.
- Communicate policies and regulations to employees fully, timely, and understandably. Receive feedback on policies and propose improvements for greater effectiveness.
3. Performance Management:
- Implement and apply a control framework for evaluating individual capabilities and work performance based on KPIs, and for employee ranking.
- Map capability requirements for each job title/position.
- Evaluate capabilities and propose leadership and individual development programs. Talent Management:
- Propose succession planning for key positions.
- Propose and implement specific talent development and retention programs.
- Guide and execute the evaluation of key personnel and talent, and plan their development roadmap.
- Organize assessments and appraisals for the appointment of new managers (when they meet the capability requirements and a suitable position is available).
4. HR Operations Management
- Onboard new employees.
- Manage HR operations, including:
- Propose appointments, dismissals, and transfers.
- Send requests to line managers to propose new, renewed, or terminated labor contracts.
- Adjust job titles/salaries/grades/allowances, and handle labor discipline and rewards.
- Control HR operational compliance; analyze data.
- Submit requests to build training programs for responsible divisions/departments.
- Appraise and accept training content.
- Accompany and spread the spirit of building a working environment and company culture within the divisions/departments.
- C&B Procedures: Act as the point of contact to support and propose solutions to relevant departments.
- Employee Relations: Handle employee relations issues, complaints, and labor discipline.
5. Training Management
- Submit requests to build training programs for the responsible divisions/departments.
- Appraise and accept training content.
6. Culture Development
- Accompany and spread the spirit of building a company&aposs working environment and culture within the divisions/departments.
7. HR Budget Planning
- Provide information and coordinate with the C&B team to build the budget within the scope of responsibility.
- Control budget implementation and evaluate the effectiveness of budget usage within the scope of responsibility.
Job Requirements
- Minimum Education: Bachelor&aposs degree or higher in Human Resource Management or Economic Law.
- Minimum Work Experience: 5-8 years in a similar position (retail experience is a plus).
- Professional Knowledge: Understanding of retail operations and business, experience in building Human Resources Strategy, foundational knowledge of organizational development.
- Core Skills: Effective communication, negotiation & persuasion, collaboration & teamwork, logical thinking, customer service mindset.
- Digital Skills: Ability to work with new digital tools (AI, etc.), analytical & reporting skills (SAP usage is a plus).
