Company Introduction:Established in 2008, headquarter in the US, which is the largest essential oil and aroma therapy company in the world,
and its China market owns factory, R&D Lab and more retail experiencing store in different cities, its member amount over 10million, and its sales
amount over 2billion us dollars 2008年成立总部位于美国,全球最大的芳香护理和精油企业之一,中国市场拥有生产工厂、研发实验室及多家零售体验店;
会员数量超过1000万,销售收入超过20亿美元
Human Resource Department | Reports to:SVP, Operations | Subsidiaries:21
1. Main Responsibilities:To fully manage China market headquarter, HK, plant, R&D center, retail store people strategy plan, establish and
utilize consistently human resource system to make people and internal system goes smoothly and efficiency全面统筹规划公司中国区
总部以及香港地区、工厂、研发中心,全国零售体验店的人力资源战略,建立和持续优化人力资源运营管理体系,制定公司短中长期的组织发展规
划并推动实施,确保企业人力资源供应和内部支持系统的高效顺畅运行
2. Strategical Planning:According to company strategy and China market performance indicators, combine company culture and annual
target to lead the 5yrs company development plan from 2017 as well as 5yrs sales target and bonus incentive plan and company
GREEN project to boost business and employee satisfactions 根据公司发展战略和中国区的市场特色及业绩指标,融入文化与业务分解总体
目标,2017年牵头制定公司五年组织发展规划,定调了五年的业绩目标及股权激励总体方案, 以及公司绿色战略和ISO45001,长期提升员工敬
业度和满意度以实现公司业绩目标
3. Organizational Development:To organize company job grading and matching system to improve employee competency, to establish a good foundation for
employee career path plan, employee competency plan, salary and benefits adjustment; Through the key focus and training on leaders and from the
assessment to make the succession plan to improve company performance. 组织公司进行任职资格体系建设,有效提升员工胜任力,为人才选拔与晋
升、职业发展规划、胜任力培养、薪酬调整等提供依据;通过对领导者的关注,以及领导者能力的培养、打造继任计划,激发和推动团队创造业
绩
4. Employer Brand:To establish China local culture for all employee through key example case study for management team workshop 2018年引入工作坊并通过
标杆企业学习,精英人才的招募、工作环境的打造,创立属于中国区企业文化
4.1-Company Attraction:Based on talent development plan to make the internal e-learning platform and provide online course, updated each
week, learning participation rate over 90% 制定人才发展计划,建设内部学习平台,提供关键岗位在线课程,促进人才互动
4.2-Employee Experience:To create a smooth communication channel and incentive system and put a dual talk way, employee engagement rate
over P90; Also utilize salary and compensation system to try improve employee incentive建立畅通有效的沟通渠道和激励机制,使员工与企业有
良好的沟通环境;优化公司薪酬制度及薪酬等级,发挥员工的积极性和创造性
5. Good Resource:Keep intimate relationship with different universities including 985 and 211; And from Y2018 was awarded by Liepin and 51job for outstanding
employer for continuously three years与不同高校和政府机关保持良好的紧密联系;自2018年起,连续三年被猎聘及51Job评为杰出雇主
6. 业务连接Business Linkage:To empower business side and put decent concept to sales team to reach the sale target linking with product training, leadership
training, problem solving, guest speakers sharing链接业务部门,以业务为触发通过产品培训、经销商领导力培养、业绩问题分析,大咖分享等推动
销售与培训发展,输出良性的团队管理理念、为业务团队赋能
7. 跨国沟通Cross Communications:To smooth the communication system between China markets and US headquarters, as well as the potential markets like
Hong Kong district健全美国总部和中国本地市场之间的沟通协作管理机制,以及拓展的中国周边地区市场的沟通协作
8. 体系项目 System Projects:HR system establishment from ground to 1 and standing with whole company strategy, starting with HR principle to make
sustainable company performance improvement plan and HR development plan to support company within target in a short term从原基础为0的人力资
源架构体系,立足战略规划目标,以人力资源生态为出发点,打造业绩提升计划,组织发展目标,搭建可持续的人力资源体系,制定年度人力资
源主题方向,助力公司短期内达成战略目标
8.1-团队管理 Team Management:Utilize team internal system and try to improve as well as updating new information 优化部门内例会机
制,总结并讨论改进之处;组织政策、劳动法、工作技能分享会
8.2-招聘规划 Recruitment Planning:Utilize the SOP of recruitment, to plan talent review and succession plan, talent review cover 100%
employee, and succession plan now for director优化与升级招聘流程及体系, 对于员工的人才盘点及高端岗位的继任者项目的计划与实施
8.3-员工赋能Employee Empowerment:To sustain company long term development and combine with talent development plan to deliver
professional training and business training; For succession plan will be taken with general and customized training, coaching, visiting, workshop and
case study to fulfill the competency公司人才发展项目以及员工专业培训和公司业务培训的完成;总监级继任者计划于培养计划设定-通用力与
定制培训,带教形式,达成胜任力
8.4-薪酬分析 Compensation Analysis:Annually compensation survey to keep salary percentile up-to-data as well as other compensation
project, Keep salary level matches with industry P60 and compensation item over 70% 定期开展调研,优化公司薪酬制度及薪酬等级,推进全面
薪酬福利项目的计划与落地
9. 数据分析Data Analysis:HR data analysis for management team 整合各类数据,进行分析和解读人效人均贡献,为业务方向提供建议与调整意见
10. 成本控制 Cost and budgeting control:To control manpower cost and improve admin policies and services控制人力资源成本;优化提升行政制度及服务

Company Introduction:JV company between top market research company Mapps and Voyage Group to provide trusted data & service to the world clients from our
eight offices globally, the services will be covered full industry and especially in FMCG, Auto related, High Tech, Internet, Manufacture, etc..and co-cooperated with
Bain&Company, BCG etc.. 公司是由日本顶级的市场调查研究公司Mapps和Voyage Group共同合资建立的,在全球有八个办公室24小时不间断为客户提供完
整可靠的数据和服务,业务覆盖线上及线下全行业内容,尤以消费品,汽车制造相关,高科技,互联网, 制造业为主要内容,并且和Bain&Company,BCG达
成战略合作框架。
Human Resource Department | Reports to:SVP, HR | Subsidiaries:3
1. 工作概述General Briefing:Based on company development to create annual human resource planning, to make human resource rules and policies and
procedures for China, North America and EU; According to company international expanding strategy, responsible for establish and carry out human resource
development planning for different locations as well as support SVP to implement global HR works. 根据公司发展目标编制年度人力资源规划,建立符合所在国
要求的人力资源管理政策和项目,有效识别与防范人力资源管理风险;组织制定中国区、北美区,欧洲区等人力资源相关制度和流程,并监督实施;协
助副总裁处理相关工作,以及完成全球人力资源行动计划等
2. 战略推动Business Strategy:Based on international development strategy to plan HR development plan and implement立足公司国际化发展战略,制定相
应的海内外人力资源发展战略与实施计划,并有效推动
3. 组织生态Organizational Ecology:Responsible for company culture development, core value, vison to increase working motivation and loyalty 建立和传播
企业愿景、价值观等文化内容,构造完整的企业文化生态系统,提升员工积极性和敬业度
4. 业务支持Business Support:To keep eyes on business side changes and trends, through sales performance, talent flow, etc. to keep good connection cycle关
注各业务部门动态,通过业绩、熟悉人员能力动态,同时部门建立良好的循环
5. 外国人管理 Alien Management:Responsible for the issue the work permit, resident permit, etc with the government and other invitation letter from
company side.为外籍员工办理签证,居留许可,为来访的外国人向政府机构申请来华邀请函,签证以及续签的工作
6. 人力资源管理HR Management:Assists SVP to build global talent pool, and maintain recruitment channel; Responsible for China and North America area KPI;
Implementing and maintaining the HRIS (Tribe HR, Yammer, Salesforce, etc) at the Company. 协助全球副总裁建立全球人才库,维护各国招聘渠道及猎头关系;
负责中国区、北美区绩效管理;负责Yammer,Tribe HR, Salesforce等信息系统的管理
6.1-招聘管理:Working together with Global SVP to create talent pool and make sure more good candidate in our pipeline; To make recruitment
policy and JD, and leads global recruitment practices for China, North America and EU; Know more about the hire differentiation between different
countries and to take advantage of the methods to recruit and retain an effective workforce on time; Maintain different recruitment channel and
headhunt relations. 负责中国区,北美区及欧洲的人员招聘,了解不同国家差异,分析业务量分析空缺岗位性质,结合空缺岗位的层级、性
质设置不同的招聘渠道,快速调整招聘策略及时满足用人需求
6.2-培训培养:Establishes and develops training system and incentive plan to address current capabilities and future training needs, including
training policy, training needs, on-the-job training, department special training, management development, new hire orientation and on-boarding;
Develop internal training courses and select external training vendor.开发与主持内部培训课程;开发甄选外部培训供应商等;协同部门负责人交
叉关注员工前期适应性、学习情况;指导规划员工的职业发展
6.3-员工关系:To keep harmonious employee relations to improve company policy, travel policy and compensation and benefits rules 建立积极和
谐的员工关系,完善公司各项规章制度,差旅政策,员工福利政策等
6.4-薪酬绩效:Plans, develops, implements and administers performance appraisal programs, procedures, and guidelines to help align staff with the
strategic goals of the company and leads the implementation of a performance management systems; Responsible for China and North America. 为更
好的实现公司整体目标管理重新建立薪酬体系以及薪酬激励方案,重新设定每个职位的中点工资,串联绩效考核成绩,制定合理的薪酬涨
幅;通过对比中国区以及北美区市场数据,运用关键绩效指标KPI分解目标成为SMART GOAL,确保绩效有效可行

Company Introduction:AustAsia which is the first foreign invested dairy company in China, headquarter & listed in Singapore, in which had 9 plants in China
mainland and 2 plants in southeast Asia, except owns own brand as well as the suppliers for Meiji, Mengniu, and Yili their top line milk products 国内首家外资大型产研
销一体化牛奶饮料生产商及高品质牛奶研发基地,总部在新加坡上市,目前国内12家及东南亚2家提供多元化乳制品相关的大型生产园区,中心实验室及生
物工程研发实验室,除了自有澳亚品牌牛乳,也是日本明治,伊利及蒙牛等高端牛奶产品线的奶源供应商,人员规模2000+员工,销售额超100亿人民币
| Reports to:SVP, HR | Direct Subsidiaries:3, Indirect Subsidiaries: 9
1. 主要职责Main Responsibilities:To fully responsible for 9 plants HR works and alien management全面负责9家分公司人力资源管理,外国人管理等工作
2. 行业分析Industry Insights:To continuously to seek the linkage between HR and business side and through the analysis towards business and HR data to try
the good HR system 不断探寻收集同行HR与业务关联点,对业务数据、HR数据进行分析,摸索最佳体系模式
3. 招聘体系Staffing System:Responsible for building up Greater China recruitment system from HQ to each branch includes recruitment policy, headcount,
planning for annual recruitment demand like headhunt/general/campus /internal referral recruitment; According to the demand to manage the future
recruitment plan, selecting and identifying and interviewing candidate from junior to senior management level, maintaining the recruitment sourcing
channel such as campus and headhunter, 100% finish rate更新和完善总部及各分公司的招聘体系,开发维护、评估分析多种招聘渠道;负责中高级
职位的面试甄选工作,招聘达成率100%,涵盖部门主管、经理、专业技术人员,工厂经理、副总等职位
4. 培训管理Training:Responsible for re-establishing and updating company training system includes pre-training, during the training and post-training period; To
evaluate the orientation and on-job training feedback, as well as training coverage over 96%; To maintain good relationship with training vendors. 根据业务
发展规划制定培训计划并组织实施岗前培训、在岗提升,完善公司培训体系,固化培训节奏,定制新人训与在岗提升培训效果评估,培训覆盖率
96%以上;开发建立良好的外部培训资源网络
5. 薪酬绩效 C&B:To responsible for compensation and benefits plan as well as promotion plan, to make policy for salary and promotion rules; Performance
appraisal methods (KPI, BSC,360) to evaluate annual and middle results 负责制定薪酬政策和晋升政策,组织提薪评审和晋升评审,制定公司福利政
策;分析绩效 (KPI, BSC, 360) 考核办法、评估和整理年度和中期绩效考核结果与后期跟进
6. 员工关系Employee Relations:To utilize HR policy to reduce employment risk to maintain turnover rate high than same industry. 优化公司人力资源相关制
度降低用工风险,关注员工状态、降低流失,员工保有率高于行业水平
7. HRBP:To responsible for plant LEAN Production and Cost-Saving project and ISO 45001 implement; as well as HR system for new build plant 负责支持工厂精益
生产项目以及Cost-Saving项目的开展和推进;支持新建工厂人力资源体系的搭建等
8. 外国人管理Alien Management:Working with authorities to get all kinds of certificates of the company and permits for employees, for examples, visa, and
temporary residence permit etc. Applying invitation letters for foreigners visiting the company and sorting out visa and salary issues of foreign employees.为
外籍员工办理签证,居留许可,为来访的外国人向政府机构申请来华邀请函,签证以及续签工作.

Company Introduction:Built in 1851 which is world leading new textile high tech listed company in Finland, which is their only invested company in China for
filtration, and its market margin occupied over 50% of its global. 创建于1851年是全球领先的新材料科技上市公司,总部位于芬兰,中国公司是其在华的独资公
司,在华主营业务为复合纤维材料与天然纤维等,应用的领域包含过滤器材、医疗用品、环保、建筑等,尤其在汽车过滤介质行业占全球市场份额的50%;其
生产的特种纸、无纺布分列全球第一与第三。在华员工人数近1000人,全球销售额超19亿欧元。
Human Resource Department | Reports to:HRD | Subsidiaries:1
1. 招聘管理Staffing:Update & maintain staffing procedures, SOP, policies and its results make good interview feedback; To update orientation contents and new
employee experience to improve pass rate更新及维护流程、SOP、面试工具等招聘相关制度体系,推广后面试邀约成功率有大幅度提升,优化新员
工入职及试用期管理内容与流程,有效提高新人保有与合格率。
2. 培训管理Training:Responsible for making annual training demand, organizing internal and external training course comply with training demand such as
management skill, and production skills and new staff orientation. Tracing and finishing training record and feedback; Work with production department to carry out
ISO14001/TS16949. 有针对性制定培训计划,开展新员工入职培训和员工的生产技能、安全、销售等内容的培训, 跟踪并完成培训记录以及反馈,积极拓
展培训渠道和资源,确保培训的有效性与覆盖率;以及配合生产执行ISO14001/TS16949.
3. 绩效管理KPI:Analysis and select the methods of performance implementing, like KPI, Balanced score card, 360 etc. Evaluated and recorded annul and mid-term
performance evaluation system and filed the whole process to support company performance improvement. 根据集团人才实际情况,参与制定绩效考核
管理制度、优化评估考核方法工具,跟进监督考核评估过程,重点抓好考核过程的指导和监控,并实施绩效结果的兑现,促进集团整体业绩的持
续提升。
4. 员工关系Employee Relations:To build effective communication channel and make zero reports; Employee visa/ PR/ invitation letter etc. issuing推动组织有
效沟通和技能共享,组织建立内部投诉渠道、建立互助方案,实现零投诉零纠纷;为员工办理签证,暂住证,居住证明,以及为来访的外国人向
政府机构申请来华邀请函,签证以及续签的工作。
5. 行政管理Admin Management:Company important meeting minutes management, Annual party/ quarterly summit meeting preparation and arrangements
for headquarters officials and government officials 组织公司各大型类会议并整理会议纪要;负责年会和每个季度峰会以及公司大型活动的组织准备工作,接
公司大型活动的来宾接待安排,做好各层级领导联络、接待等工作确保无差错。