Country HR Manager – China Based recruitment
The Role:
The Country HR Manager is responsible for working in partnership with internal clients, HR Business Partners (HRBPs), Centers of Excellence (COEs), and relevant external bodies to provide focused solutions to HR related business challenges. This role coordinates activities for a country or major location to deliver HR service and to ensure that all local initiatives are aligned with the APAC and Global HR strategies. The HR Country Manager serves as a focal point for HR matters across Lines of Business (LOBs) and Shared Services (SS) in a location.
Major Areas of Responsibility include but are not limited to the following:
Business Partnering
- Act as a tactical business partner to understand the business drivers for your location and enable/implement the delivery of effective and efficient HR service to the business
- Proactively meet with key clients on a regular basis and build effective working relationships to proactively drive the HR agenda and manage the implementation of HR initiatives across the Country
- Diagnose issues unique to the Country and in consultation with the Regional HRBPs, develop and implement tailored solutions
- Along with coaching and mentoring your own direct reports, the HR Country Manager will assist in developing and guiding line managers to effectively manage their people
- Network with external organizations to develop market knowledge and awareness of best practice
- Manage and develop direct reports
- In conjunction with all COE’s maintain local HR policies and practices and ensure consistency in their application in partnership with HRBPs and Risk/Compliance
Compensation Benefits
- Partner with APAC Compensation Manager and the Regional HRBPs to ensure that the compensation strategy is aligned with the need of the country and consistent across LOBs
- Conduct briefing sessions with managers to ensure that they understand the compensation philosophy and communicate appropriate messages to employees as part of the compensation review
- Support COEs and HRBPs on local market surveys in relocation, salary and benefits
- Partner with the Regional HRBPs to deliver an efficient year end compensation and promotion process
- Review bonus and salary recommendations across the Country to ensure appropriateness and challenges decisions as required
Organizational Development/Performance Talent Management
• Partner with the Talent Development and Regional HRBPs to ensure that the business’s training needs are assessed and delivered at the country level
• Partner with the Regional HRBPs and the business to ensure that performance management is embedded into the culture; business objectives are set and mid year and year-end reviews conducted
• Counsel employees and managers on performance related issues
• Working in partnership with the Regional HRBPs, ensure that the business identifies its talent and is identifying creative ways to develop talent
• Work with the country business leaders to implement strategies to address top and bottom performers
• Partner with the Regional HRBPs and the HR Site Managers to manage the transfer of international assignees and intra regional transfers. The receiving HR Site Manager should be the lead person responsible for managing the transfer
Talent Acquisition
- Responsible for location specific and staff transfer recruitment. This includes proactively establishing an understanding of the talent acquisition needs for the location on an annual and ongoing basis. By working with the business to develop recruitment forecasts you connect business strategy with talent sourcing strategy
- Manage the recruitment process for your location by interfacing with the hiring managers to develop and understand each recruitment need at applicable levels
- In conjunction with Hiring Managers and Regional HRBP’s develop and agree upon agile recruitment roadmaps/ sourcing strategies for filling vacancies efficiently and effectively
- Ensure that new roles have been fully vetted internally (job leveling) and where applicable that an Asia Pacific job code is established
- Mange the end to end recruitment process, i.e. from sourcing the candidates to producing the contracts of employment and rejecting unsuccessful candidates including, carefully monitoring and managing the candidate experience to ensure a high quality brand image in the market
- Where appropriate and practicable, pre screen candidate information for the role, providing service to the Hiring Managers and Regional HRBP’s and participate in the interview process
- Become the resident expert for your location on the applicant tracking system (Taleo) and enhance Hiring Manager knowledge and experience of Taleo by providing guidance and assistance through ongoing recruitment activity
- Have awareness of relevant competitor and market conditions to be able to advise and make recommendations to the Hiring Managers and Regional HRBPs on new hire compensation packages
- Manage the offer process of candidates in concert with Regional Compensation, HRBP’s, Hiring Managers and if applicable vendor partners ensuring appropriate levels of approval are granted
- Prepare for the new hire arrival by managing the Regional Onboarding and Orientation process for your location
Employee Relations and Engagement
- Effectively manage and resolve employee relations issues via a thorough understanding of the country legal/ regulatory factors as well as policies, practices and precedents
• Participate in the investigation and resolution of high risk / high visibility employee relations issues
• In consultation with the Regional HRBP, conduct and document exit interviews for all employees and provide constructive feedback to the LOB, Regional HRBP and Regional HR regarding employee reasons for leaving. If appropriate, proactively identify tools / programs that could be introduced to retain employees and address any leaver issues
• Attend and represent the company at local HR Groups and share best practices
• Assist in the development and implementation of APAC and Corporate-wide People Strategy and provide feedback on local needs and issues
• Work in tandem with local management, HRBPs, and COEs to drive employee engagement across the country/location.
Legal / Regulatory
- Ensure that all Country HR policies and procedures meet the local legal and regulatory requirements
- Ensure that all internal and external legal and regulatory audits are completed
- Proactively maintain contact with the labour ministry / government / other financial institutions to ensure that is up to date with market developments and in line with best practice
- Manage Risk by keeping the country/location and Regional HR Management informed of any risks; Ensure that the local HR Department complies and reinforces audit requirements (both internal and external and that local reporting obligations are met as required
- Follow-up on and communicate to all stakeholders change in local social legislation and if applicable, stay abreast of and share information pertaining to negotiations and implementation of Collective Agreement changes/rules.
- Where and if applicable, build effective relationships with the local union representatives and manage any consultation / negotiations as required
- Maintain regular contact with in-house and external lawyers and communicate/partner with same to all appropriate parties
Other
- Identify opportunities for synergies and/or sharing of best practices on a location basis
- Ensure the delivery of organizational-specific programs (not sector-specific) is implemented as required and consistently across a country/location in partnership with LOB HRBPs and COEs as appropriate.
- Preside in Country Executive committees as and where applicable.
- Manage any Central HR country budget for local and HR cost centres
Qualifications-
A Bachelor is required preferably in a related field. A Master's Degree is an advantage. Professional Certification and Qualification are desirable. A combination of experience and education will be considered. On average successful candidates will have a demonstrated work history spanning at least 8 years
To apply for this position, please email your resume to Sandrine Peraldi at speraldi@carmichaelfisher.com