1. Organizational Design & Planning (OD) (25%)
- Partner with the HRM to review, diagnose, and plan organizational charts aligned with different business phases.
- Advise on and redesign departmental structures (with a strong focus on front-line units undergoing transformation or requiring efficiency optimization) to ensure a lean organization, clear functional roles, and streamlined workflows.
2. Workforce Efficiency Analysis & Budget Control (20%)
- Conduct an in-depth analysis of Human Capital ROI, evaluating the correlation between personnel costs and the performance output of each department.
- Collaborate with the HRM to develop and strictly control the HR budget (headcount, C&B, training), ensuring cost optimization while maintaining the organization's competitive edge in the talent market.
3. Performance Management & Capability Development (25%)
- Design, refine, and implement advanced performance management models (KPI, OKR) to ensure individual and departmental targets are strictly aligned with the company's overarching strategic objectives.
- Act as a consultant to Line Managers in assessing team capabilities, thereby developing practical upskilling and reskilling programs to close competency gaps and elevate workforce readiness.
4. Total Rewards Policy Development (15%)
- Research and design flexible, diversified, and tailor-made Compensation & Benefits policies tailored to the specific dynamics of different departments (e.g., sharp, aggressive incentive schemes to drive Sales volume, or competitive retention packages for key Back-office talent).
5. HR Operations Foundation (15%)
- Draft, develop, and continuously update internal labor rules, company regulations, and HR procedures.
- Build clear operational templates and workflow guidelines, establishing a solid legal and operational foundation for the HR Ops team to execute daily tasks seamlessly and compliantly.
