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Sr. HR Manager

Job Title: Sr. HR Manager
Location: Shanghai
Reference: 0CE20CDC4E2E7FA9
Job Published: April 23, 2022 04:13

Job Description


This role will work in partnership with support leaders on culture, talent management, organizational design and development, performance management, change leadership, employee relations, employee experience& engagement, compensation and compliance.


  • Proactively participate in regional and country AOP (Annual Operation Planning) headcount planning, support business leaders with headcount deployment. Work with talent acquisition team to drive recruitment efforts that support the long-term talent needs of the business. Consult with managers and leaders to reassess and define hiring needs and success profiles

    Organization Development

  • Provide consultation to business leaders on people and organization development
  • Assist business leaders on organization structure adjustment, people promotion/ transfer, salary adjustment, etc. Provide consultation and assistance for people issues, such as coaching in leadership, facilitate in PIP (Performance Improvement Plan), etc.
  • Responsible for functional talent strategies and associated initiatives
  • Collaborate with Global HRBP for alignment and execution of Global R&D HR Initiatives
  • Be the voice of APAC R&D HR to Global R&D HR

    Performance Management

  • PMD (Performance Management and Development) process: leading the process implementation in division, provide necessary training or consultation when necessary, audit the quality and give feedback to management team
  • HRR (Human Resource Review) process: assist R&D leaders to complete their HRR process for their direct reports; participate in the HRR review with management team; follow up the defined actions; roll out the HRR process for a lower level. Partner with country HR to support the roll up of the Regional R&D HRR to global


  • With the guidance of local Total Rewards partner, complete total compensation process for responsible business
  • Support business leaders and managers to make compensation decisions. Ensure that all salary recommendation is within guidelines
  • Conduct compensation analysis in partnership with subject matter experts to determine local compensation needs and actions

    Learning & Development

  • Provide guidance in annual budget planning, monitor the spending of training costs
  • Systematically collect training needs, also ensure the training implementation
  • Together with business leaders and TMOD identify opportunities to evaluate the organization capability gaps. Design and structure programs to support organization and talent development

    Employee Relation

  • Connect with employees and business managers closely and understand their needs and concerns. Address their needs in division management meeting and give feedback to central HR teams
  • Responsible for employee relationship relevant issues, incl. labor law consultation, conduct culture development and employee communication related activities

    Employee engagement:

  • Partner with stakeholders or a leadership team to review and analyze Employee Involvement Survey results and identify priority areas for improvement, enabling managers to implement action plans to improve and sustain optimal involvement levels among colleagues

    Process Improvement and Projects

  • Participate, lead and/or manage HR projects and initiatives on the broader HR team leveraging the Practical Process Improvement (PPI) methodology and tools as appropriate. Examples including temporary hiring processes, onboarding, community outreach, etc.


  • Education: Bachelors degree or above
  • 5+ years of related experience in progressive HR roles (staffing, compensation, employee relations and organizational development) supporting a variety of employee populations
  • Experience working through complex and sensitive employee issues
  • Demonstrated success managing multiple stakeholders. Experience in a fast-paced, matrix environment preferred
  • Experience leading organizations through large change initiatives and demonstrated success translating business strategies into organizational and HR initiatives that yield positive results