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Director Human Resources - Hong Kong

Job Title: Director Human Resources - Hong Kong
Location: Hong Kong
Industry:
HR
Reference: 4ED9F488382BAE87
Job Published: September 13, 2019 13:31

Job Description



Lead the HR Operations for the Far Eastregion in collaboration with the Mast Global HR Operations Team and Center COETeam and be the HR partner for a number of assigned businesses/functions. As anHR Operations leader, s/he is responsible for ensuring the consistency, effectivenessand successful implementation of global policies, processes, systems and programsfor the Far East operations and adapting localized processes/practices wherenecessary. As an HR business partner, s/he is responsible for providing HRconsulting and ensuring the successful delivery of all HR solutions forassigned businesses/functions in the region. HUMANRESOURCES OPERATIONSWork jointly with Mast Global HR OperationsTeam and/or respective Center Functions to develop strategies in support ofregional goals. Develop regional policies, processes,systems & programs to support agreed upon strategies and where localizationis necessary. Work jointly with HR business partners toeffectively implement all policies, processes, systems & programs. Establish feedback mechanisms to measureeffectiveness and success of the operations. Monitor the effectiveness and success ofimplemented strategies, policies, processes, systems & programs; wherenecessary, add/modify/remove policies, processes, systems & programs toimprove the effectiveness of operations. Provide proactive and/or ad hoc consultingto HR business partners on issues or opportunities related to HR operations. Ensure alignment of regional policies,processes, systems & programs with those of Mast Global/L Brands. Ensure consistent application of policies,processes, systems & programs, where possible, across the Far East region. Learning& DevelopmentDrive the learning and development agenda, with the support of the LBrands/MGL&D function, aiming at building relevant leadership and talentcapabilities in the region. Plan professional training/ technicaltraining/ management training/ on-boarding program for various levels, andultimately build a continuous learning culture in the region. Evaluate trainingeffectiveness periodically. Facilitate key leadership programs. Strengthen professional and managementcompetence of all human resources associates through training and/or on-jobprojects or assignments. PerformanceManagement Oversee the application of performancemanagement process in the Far East region. Develop soft and hard skills ofperformance management for managerial associates and HR associates. Provide tools for HR partners to assistdivision heads to strategically create career development plans and/orperformance improvement plans in the region so as to build a high qualityworkforce and high performing teams in the organization. Provide tools for HR partners to drive thetalent management and succession planning processes and ensure effectiveness intheir application. Compensationand Benefits Ensure leaders and associates understand LBrands compensation philosophy and related policies e.g. IC, stock option andrestricted shares and the Annual Compensation Review (ACR) processes, and areable to appreciate its implication on the attraction and retention of talent. Ensure pay and benefits competitiveness inthe market. Keep abreast of market pay and benefits trend and constantly feedrelated information to Center Compensation and Benefits Team for their regularreview. Work in collaboration with Center Compensation and Benefits Team toensure pay and benefits structures are competitive in the various Far Eastcountries. AssociateEngagement Improve employee engagement and communication by developing andimplementing employee engagement initiatives and proper communicationchannels. Organize/hold executive talks/sharing, staffactivities and/or Associate Advisory Committee meetings to encourage free flowof communication and opinion between management and associates. Monitor the implementation of the annual enterpriseAssociate Opinion Survey (AOS).Human Resources Business Partner Represent theinterests of assigned businesses in the development of new HR strategies,policies & programs. Accountable for developing an in-depth understandingof the needs, dynamics, future trends, and issues facing his/her assignedbusinesses and/or markets. Lead theimplementation of HR policies & programs for assigned businesses. Accountablefor the success of these policies & programs implementation. Wherenecessary, provide education & hand-holding to business leaders withinassigned businesses during implementation of new programs. Handle grievance, engage incounselling/disciplinary discussions. Provide supports and coaching toassociates and managers. Assist leaders to strategically utilizethe performance management system to create career development plans and/orperformance improvement plans for their associates so as to build a highquality workforce and high performing team. Provide proactiveand/or ad hoc HR consulting to assigned businesses on teamdevelopment/effectiveness, talent identification & retention, successionplan, employee communication & engagement, organization restructuring, andother people management processes. Facilitateteamwork & collaboration between businesses. Act as advocatefor assigned businesses within HR organization in short, be the voice ofthe customer. Own customer satisfaction for assigned businesses. Be the guardian ofthe Companys core values and principles.
Degree holder in business management,human resources management or equivalent; masters degree holder is preferred; 10 years experience in Human Resourcesfield; Solid experience in relevant HRfunction(s); Good command of both English and Chineselanguage; High proficiency in computer literacy,i.e. MS Word, Powerpoint, Excel. Excellent communication skills, peopleinteraction skills, presentation skills and conflict resolution skills; Familiar with local employment ordinanceand knowledge of labor laws in other countries; Competent in leading a high performingteam and managing multi-function initiatives. Occasional travel is required.
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