Job Description
Reporting to: Senior HR Director
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1. HRBP Responsibilities & Special HR Projects (60%)
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- Partner closely with US business teams and oversee end-to-end employee lifecycle management, covering onboarding and assimilation, probation follow-up, day-to-day employee relations, regular employee check-ins, personnel movements, exit interviews and other full-spectrum HR activities.
- Establish regular employee communication mechanisms; conduct periodic team conversations and one-on-one performance check-ins, collect employee feedback and team management pain points in a timely manner, deliver workforce health analysis, and provide actionable HR solutions to business leaders.
- Execute various special HR initiatives, including talent reviews, succession pipeline development, employee engagement & incentives, corporate culture implementation, localization optimization of employee benefits, and cross-regional HR policy communication and rollout.
- Generate HR reports via data analysis to support business decision-making, including analysis of headcount planning, employee turnover, recruitment progress, organizational health, etc.
- Address management needs from business teams and provide professional HR empowerment to business leaders, including headcount planning, organizational structure adjustment, performance target decomposition, personnel management, conflict mediation, and promotion review consultation.
- Handle inquiries related to US employment compliance, employee disputes, attendance, leave, compensation and benefits; control local employment compliance risks and prevent labor disputes.
- Participate in compensation & benefits work including salary adjustments, annual merit increases, bonus schemes, compensation analysis and market compensation surveys, and provide professional recommendations to business departments. Support annual compensation reviews, bonus disbursement and performance-related compensation projects to ensure effective implementation of compensation incentive programs.
- Complete other HR-related projects and ad-hoc assignments assigned by supervisor.
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2. End-to-End Recruitment Support (40%)
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- Support ad-hoc talent projects and talent market research for business teams; align with stakeholders to clarify job requirements, develop candidate profiles, source overseas talent channels, conduct candidate outreach and talent mapping research.
- Independently execute full-cycle recruitment: resume screening, bilingual interview scheduling, multiple rounds of virtual interviews, candidate assessments, interview feedback circulation, salary negotiation, offer discussion & issuance, and pre-onboarding follow-up.
- Maintain close collaboration with business departments, accurately capture job requirements, and provide business managers with professional talent market analysis and recruitment advice.
- Build and continuously maintain talent pipelines, proactively source candidates for key roles and high-potential talent to improve recruitment efficiency and talent pool quality.
- Regularly deliver recruitment review reports, track time-to-hire, channel effectiveness and talent retention metrics, continuously optimize overseas recruitment channels and workflows, and boost recruitment delivery efficiency.
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Qualifications
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- Education: Bachelor’s degree or above; Human Resources, Psychology, MBA or related majors preferred.
- Minimum 3–5 years of HRBP experience with dual exposure to recruitment and business support; experience supporting overseas teams preferred. Well-versed in all six HR modules with solid hands-on experience in organization development, performance management, employee relations and recruitment management.
- Demonstrated hands-on Organization Development (OD) experience (e.g., talent reviews, succession planning, organizational diagnosis projects); candidates are required to provide past project cases.
- Practical experience with compensation and benefits; candidates with experience in compensation analysis, annual salary review, bonus calculation, compensation incentives or compensation project management are preferred.
- Proven track record in full-cycle recruitment delivery (candidates need to provide historical recruitment metrics such as average time-to-hire, offer acceptance rate, etc.).
- Compliance knowledge: Familiar with US federal and state employment laws and regulations (EEOC, FLSA, ADA, FMLA and latest state pay transparency laws); strong risk awareness.
- Language & cultural competency: Fluent in written and spoken English and Chinese; strong cross-cultural communication awareness with ability to facilitate communication within multicultural teams.
- Excellent communication, coordination and cross-functional collaboration skills; capable of building solid working relationships with leaders at all levels.
- Strong business acumen and data analysis capabilities; able to deliver HR solutions from a business perspective.
- Results-oriented, highly responsible, strong execution and driving skills; adaptable to remote work and cross-time zone collaboration.
- Quick learner with strong resilience to thrive in a fast-growing business environment.
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