Responsibilities:-
1. Business Partner Support (HRBP Direction)
- Engage with the supply chain operations segment (including international procurement fulfillment, warehousing and logistics, and customs affairs) and the central kitchen business unit, understand the operational logic, pain points, and personnel characteristics of each business module, and become a trusted HR partner for business leaders.
- Participate in business meetings, assist business leaders in organizational diagnosis (such as human efficiency analysis, job saturation assessment, team atmosphere assessment), propose targeted human resources solutions, and drive their implementation.
- Promote the effective implementation and feedback of the company's human resources policies and systems in business departments, ensure that policies are implemented without deviation, and at the same time collect frontline voices to contribute to the optimization of headquarters systems.
2. Talent Recruitment and Allocation
- Lead the annual staffing planning and recruitment plan for the supported business units, focusing on key recruitment for core positions, including but not limited to: Cold Chain Operations Supervisor, International Logistics Specialist, Customs Specialist, Central Kitchen Production Supervisor, Quality Control Specialist, B2B Sales Manager, etc.
- Establish and maintain an industry talent map, proactively search for outstanding talents for key positions (such as overseas procurement and cold chain operations), and establish a continuous talent supply channel.
- Optimize the recruitment process, improve the accuracy of interview evaluation and candidate experience, and ensure the timeliness and matching degree of recruitment.
3. Implementation of Training and Development
- Collaborate with HRD to establish and implement a business-oriented training system, with a focus on conducting training needs surveys, formulating training plans, and organizing and implementing training for the supported departments.
- Promote the implementation of key talent development programs (such as the reserve supervisor development program and the high-potential employee rotation plan) in the supported departments, and monitor the progress of talent pipeline construction and succession planning implementation.
- Responsible for onboarding new employees and managing their probationary period, improving the integration speed and retention rate of new hires.
4. Performance Management and Incentive Implementation
- Assist business leaders in decomposing and formulating performance indicators (KPI/OKR), ensure that individual goals are aligned with departmental goals, and coach managers in effective performance communication and feedback.
- Follow up on the entire process of performance evaluation to ensure its fairness, impartiality, and timely completion, collect and analyze performance data, and provide data support for bonus distribution, salary adjustment, and promotion.
- Participate in designing and implementing incentive programs tailored to business characteristics (such as cost-saving rewards for logistics operations, efficiency bonuses for central kitchens, and commission plans for sales teams) to ensure direct and effective incentives.
5. Employee Relations and Corporate Culture
- Responsible for employee relations management in the supported departments, including daily tasks such as onboarding and offboarding, probationary period completion, job transfer, contract renewal, etc., to ensure process compliance.
- Regularly conduct employee interviews (exit interviews, probationary conversion interviews, and irregular communication), identify employee needs and potential risks, promptly report them upwards and collaborate to resolve them, and maintain a harmonious labor relationship.
- Promote the internalization and dissemination of corporate culture within business units, organize team-building activities, and enhance team cohesion and engagement.
6. Data Analysis and Compliance Risk Control
- Regularly output human resources data analysis reports (personnel structure analysis, attrition rate analysis, human efficiency analysis, etc.) for the supported departments to provide data insights for business management.
- Keep abreast of labor laws and regulations, assist in handling labor disputes and controversies in the supported departments, and prevent employment risks.
- Ensure that the supported departments comply with regulations in aspects such as attendance, overtime, leave, social security, etc., and supervise the legal use of employment forms (formal/labor).
7. Team Management and Collaboration
- Guide and cultivate subordinate HR specialists (if any) to enhance the overall professional capabilities and business understanding of the team.
- Maintain close collaboration with other HR modules (such as Compensation, Recruitment COE, etc.) to drive the implementation of cross-module projects in the supported departments.
Requirements:
- Over 8 years of experience in Human Resource Planning, with at least 3 years in the supply chain, logistics, food production, cross-border trade, or New Retailing industries, serving as an HRBP or HRM. Must have a background in the food/fresh produce/consumer goods industry, and be familiar with industry characteristics and talent traits.
- Possess in-depth experience in supporting frontline operational teams (warehousing, transportation, production), can adapt to irregular visits to business sites such as warehouses and central kitchens, and communicate smoothly with frontline employees.
- Possess strong talent sourcing capabilities and interview assessment skills, be able to independently complete the entire recruitment process for mid- to high-level positions, with preference given to those with headhunting background or RPO management experience.
- Familiar with mainstream Performance Management tools, capable of coaching managers in performance setting and feedback having a basic understanding of compensation incentives, able to participate in the design and calculation of incentive plans.
- Proficient in using Excel for data statistics and analysis, capable of creating clear human resource data reports and PPT presentations.
- Proficient in communicating with people at different levels (from frontline operators to department heads), able to build trust, and possess strong emotional intelligence and problem-solving abilities.
- Capable of adapting to fast-paced, high-intensity work and effectively handling multitasking and unexpected situations.
We regret to inform you that only shortlisted applicants would be notified.
