HRBP

该职位来源于猎聘 Responsibilities  Strategic Manpower Planning Align with business strategy and commercial targets. Proactively identify organizational and talent gaps and deliver forward-looking manpower planning to ensure organizational capacity supports business priorities.  Drive Workforce Efficiency & Commercial Outcomes Champion workforce ROI and productivity improvement. Collaborate with People Analytics COE to assess manpower cost and staffing allocation, and implement organizational adjustments to boost operational efficiency and profitability.  Organizational Health & Governance Conduct regular organizational diagnosis covering team structure, talent pipeline stability, management span, cross-team collaboration and team climate. Partner with C&B and People Analytics COE to translate data insights into executable organizational improvement plans.  End-to-End Strategic Talent Management Lead talent review, performance-potential calibration, key talent identification and succession planning. Work with TD and C&B COE to implement career development, internal mobility and key talent retention strategies.  Leadership Capability Building Develop business leaders’ commercial-minded people management capabilities. Capture leadership challenges, coordinate TD COE to roll out targeted development solutions, and support leaders to build high-performing, healthy teams.  Performance & Culture Enablement Drive differentiated performance management and rational incentive design within corporate frameworks. Refine team motivation mechanisms and cultivate a result-oriented, inclusive and business-aligned organizational culture. Requirements: Must-have  Bachelor’s degree or above; Human Resources, Business Administration or related disciplines preferred.  Minimum 10 years comprehensive HR experience, including at least 3 years commercial-oriented HRBP experience within a mature HR three-pillar operating model. Candidates with purely transactional HR background will not be considered.  Solid end-to-end HR professional foundation, proficient in talent review, organizational diagnosis, team climate development, performance management, change management and employment risk governance.  Strong commercial acumen, able to connect people strategies with business objectives, manpower cost control and workforce efficiency improvement.  Demonstrated capability to build trusted partnerships with business leaders; able to independently deliver HR projects and align COE, HR Operations and HRSSC to achieve targeted outcomes. Nice-to-have  Experience supporting profit-centre business units.  Practical exposure to organizational effectiveness, people analytics and succession management.  Working English competency for cross-regional group communication.  Formal training in OD, leadership development or commercial HR practice.