人力资源经理HRM

该职位来源于猎聘 人力资源经理Human Resources Manager 职位概述 我们正在寻找一位具备变革推动能力的人力资源经理，全面负责公司职级体系搭建、绩效薪酬机制设计、人力资源规划、员工关系建设及海外业务衔接。你将作为组织活力激发与机制变革的主导者，推动科学的人才管理体系建设，确保人力资源策略与业务目标深度对齐。你将带领人力资源团队，与各业务部门紧密协作，识别并化解组织变革中的阻力，持续优化绩效与激励方案，支持公司整体目标的实现与组织效能的提升。 Overview Joby Metal is seeking a change-driven Human Resources Manager to take full responsibility for job grading system establishment, performance & compensation mechanism design, HR planning, employee relations, and cross-border HR coordination. You will act as a key driver of organizational vitality and mechanism change, promoting the development of a scientific talent management system and ensuring deep alignment between HR strategies and business objectives. You will lead the HR team and work closely with all business functions to identify and address resistance to organizational change, continuously optimize performance and incentive programs, and support the achievement of overall company goals and organizational effectiveness enhancement. 【岗位职责】 1. 组织活力激发与机制变革主导 -建立科学清晰的职级体系，明确员工成长路径，实现人岗匹配，为绩效与激励落地奠定基础。 -优化绩效管理体系，强化结果导向，激发岗位积极性，推动公司整体目标落地，实现个人与组织绩效同频。 -设计并落地多维度激励方案（短期激励、中长期激励、即时激励等）。 -主导组织变革中的阻力识别与应对，组织复盘，推动变革平稳落地。 2. 薪酬与绩效管理策划 -策划薪酬体系（含薪酬结构、带宽、调薪机制）与绩效管理方案，确保内外部公平性与激励性。 -定期组织绩效回顾，分析关键偏差（如目标完成率、业绩波动），推动目标动态调整或资源配置干预。 3. 人力资源规划 -制定中长期人力资源规划，拆解为人才储备、机制完善等具体目标，支撑公司战略落地。 -联动各部门拆解目标、明确分工，跟踪落地进度，持续优化规划方案。 4. 员工关系与企业文化建设 -搭建和谐员工关系，主动排查员工诉求，协调解决劳资纠纷，营造正向、信任的工作氛围。 -策划简单有效的企业文化活动，传递核心价值观，增强团队凝聚力与归属感。 5. 海外沟通衔接 -主导人力资源工作面向海外的工作链接，确保跨境人力资源管理流程顺畅。 -兼顾部分财务工作的沟通与协同（如预算、费用核销等）。 Responsibilities -Establish a clear and structured job grading system, define career paths, and ensure role–talent fit to support performance and reward mechanisms. -Optimize the performance management system with a results oriented approach, drive business goal achievement, and align individual and organizational performance. -Design and implement multi dimensional incentive solutions (short term, long term, spot incentives, etc.). -Lead change management by identifying and addressing resistance, organizing post change reviews, and ensuring smooth transformation. -Design compensation structures (including pay mix, bandwidths, adjustment mechanisms) and performance management frameworks to ensure internal and external equity and motivation. -Regularly organize performance reviews, analyze key variances (e.g., target achievement rates, performance fluctuations), and drive dynamic goal adjustments or resource reallocation as needed. -Develop mid to long term HR plans, breaking them down into actionable goals such as talent pipelines and mechanism improvements to support business strategy. -Align with different departments to set targets, clarify roles, track implementation progress, and continuously refine HR plans. -Foster positive employee relations by proactively addressing employee concerns, resolving labor disputes, and creating a trusting work environment. -Design and execute simple, effective culture activities that communicate core values and strengthen team cohesion and belonging. -Lead HR engagement with overseas operations to ensure smooth cross border HR processes. -Also coordinate and communicate on selected finance tasks (e.g., budget planning, expense validation). 【任职资格】 1. 经验与背景 -本科及以上学历，人力资源管理、工商管理、心理学等相关专业优先。 -5年以上人力资源工作经验，其中至少2年担任HRM或同等管理岗位，有组织变革、绩效薪酬体系搭建经验。 -有价值创造-价值评价-价值分配理念及配套方案落地经验优先。 2. 专业技能 -精通职级体系、绩效管理、薪酬设计等模块，具备体系化思维。 -具备组织变革推动经验，能识别并化解变革阻力。 -具备人力资源规划与数据分析能力。 -英语可作为工作语言（读写流利，口语可进行业务沟通），有跨国工作或对接经验者优先。 3. 核心能力 -体系化绩效薪酬设计能力 -变革推动与跨部门协同能力 Required -Bachelor's degree or above, preferably in Human Resources Management, Business Administration, Psychology, or a related field. -5+ years of HR experience, with at least 2 years as an HR Manager or equivalent role. Candidates with experience in organizational change and performance/compensation system design are strongly preferred. Desired -Deep expertise in job grading systems, performance management, and compensation design, with a systematic mindset. -Proven experience in driving organizational change and the ability to identify and address resistance. -Strong capabilities in HR planning and data analysis. -Proficient in English as a working language (fluent in reading/writing and conversational). Experience in cross-border or international business coordination is a plus. Key Competencies

• Systematic Performance & Compensation Design – Ability to design and implement integrated pay and performance frameworks that align with business strategy. -Change Enablement & Cross-functional Collaboration – Skilled in driving organizational change, managing resistance, and influencing stakeholders across functions without direct authority.