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Job Responsibilities<br><br>
<ul>
<li><strong>Recruitment and placement</strong><br>
- According to business development needs, formulate annual and phased recruitment plans, coordinate the analysis of human resources needs and job description updates of various departments.<br>
- Lead the talent search, screening, interview scheduling and hiring decision process to ensure key positions are filled in a timely manner.<br>
- Optimize organizational structure and staffing, improve person-job matching, and support business operations. </li><br>
<li><strong>Employee relations and benefits management</strong><br>
- Responsible for the entire life cycle of employee onboarding, employment, and resignation, ensuring that human resources operations comply with regulations and that all necessary information is complete.<br>
- Maintain good labor relations, handle daily employee inquiries and emergencies, and prevent and properly respond to labor disputes.<br>
- Plan and promote employee benefit programs, including statutory benefits and corporate self-determined incentive schemes, to enhance a sense of belonging and willingness to stay.</li><br>
<li><strong>Training and development</strong><br>
- Design and implement annual training plans, covering new employee training, professional skills improvement, and leadership development projects.<br>
- Assist in establishing employee career development paths, promote internal promotion and talent rotation mechanisms. <br>
- Track training effectiveness, combine performance feedback to continuously optimize learning content and methods.</li><br>
<li><strong>Performance Management</strong><br>
- Establish and maintain a fair and transparent performance evaluation system (such as KPI, OKR), guide departments to implement evaluation procedures.<br>
- Integrate performance results into salary adjustments, bonuses, and promotion recommendations to enhance motivation.<br>
- Provide managers with performance feedback and coaching to promote a culture of consistent goal setting and continuous improvement.</li><br>
<li><strong>Compliance and policy execution</strong><br>
- Ensure that the company's human resources policies comply with the Labor Standards Act and other relevant regulations.<br>
- Regularly review and update employee handbooks, work rules, and other internal policy documents.<br>
- Assist in handling labor inspections, arbitration or litigation cases to reduce legal risks.</li><br>
<li><strong>Process optimization and efficiency improvement</strong><br>
- In-depth diagnosis of existing administrative and operational processes (such as leave, reimbursement, cross-departmental collaboration), identify bottlenecks and repetitive work stages.<br>
- Promote the introduction of digitalization tools (such as OA systems, ERP, HRIS), simplify work processes, and reduce labor costs. <br>
- Initiate and lead process re-engineering projects to improve overall operating efficiency and service quality.</li><br>
<li><strong>Organizational effectiveness analysis</strong><br>
- Use data indicators (such as per capita output, labor utilization rate, overtime rate) to evaluate department and personal performance.<br>
- Regularly produce efficiency analysis reports and propose resource reallocation or process mode adjustment. <br>
- Introduce lean management thinking, continuously track and improve results, and achieve cost savings and productivity improvement goals.</li><br>
<li><strong>Cross-departmental coordination and project promotion</strong><br>
- Serve as a horizontal communication bridge, integrate resources from different units, eliminate information gaps and collaboration barriers.<br>
- Lead cross-functional improvement projects, ensure schedule control and goal achievement.<br>
- Drive corporate change management, assist senior executives in implementing strategies.</li><br>
<li><strong>Employee productivity and workload management</strong><br>
- Monitor the workload of each department, avoid excessive overtime or idle waste, and promote a healthy workplace environment.<br>
</li><br>
<li><strong>Strategic support and talent planning</strong><br>
- Participate in the company's medium and long-term development planning, closely linking human resources strategies with business objectives.<br>
- Analyze future business trends, predict talent supply and demand gaps, and develop a talent reserve and development blueprint.<br>
- Establish a key talent pool and succession plan to ensure sustainable growth momentum for the organization.</li>
</ul>
<br><br>
Work requirements<br><br>
<ul>
<li>Have more than 5 years of human resources management experience in the food and beverage industry or chain service industry, those who have served as supervisors are preferred.</li><br>
<li>Familiar with labor laws, collective agreements, occupational accident and health management, and labor and management meeting operations, with actual ability to handle labor disputes.</li><br>
<li>Proficient in performance management system design and implementation, familiar with KPI, OKR, etc. goal management tools.</li><br>
<li></li><br>
<li></li><br>
<li>Familiar with HRIS, SAP, Workday or other human resources management systems, with system implementation or optimization experience.</li><br>
<li>Have excellent communication and coordination skills, be able to effectively influence cross-departmental colleagues, and promote organizational change and consensus building.</li><br>
<li>Logical clarity, attention to detail, and responsibility enable stable high-quality output under multi-task pressure.</li><br>
<li>College degree or above, human resources, business management, psychology or related science graduates are preferred.</li>
</ul>
<br><br>
Benefits<br><br>
<ul>
<li>Provide a competitive salary structure, and distribute year-end bonuses based on individual performance and company performance.</li><br>
<li></li><br>
<li>Enjoy special leave, marriage and funeral assistance, birthday gift certificates, etc. as employee benefits.</li><br>
<li>Provide education and training assistance, as well as internal promotion opportunities, to support employees’ continuous learning and growth.</li><br>
<li>Provide employee dining discounts or free work meals.</li>
</ul>
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