Experience

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  Lafarge gypsum (shanghai) company ltd.

  May 2005 - Oct 2007

  Hr specialist

  -Responsible for recruitment including advertising, searching, screening, interviewing and analyzing the recruitment results -Fully use the external /internal channels and resources like the job fair, labor service market, campus recruitment, website, internal referral and other media tools -Make sure the training plan carry out timely in plant-Initiate 1st day orientation for new employee and other training and development program for employees like Safety Behavior Program-Participate in salary survey (Mercer and HW) and involve in attendance and payroll calculation includes monthly payroll reports -Assist to organize the performance appraisal -Organize the President Dinner, GM Dialogue, sports, activities and act as editor to internal newsletter-Involve in talent development program for 17 key talents in plant and establish E-HR program including staffing information, payroll, absenteeism, training application& staffing requisition etc.-Make sure all the valuable information are properly maintain and make monthly report to the superior in timeAchievement： When HR team move to downtown office in the end of 2005, took charge of HR operations in Minhang plant independently and smoothly. Get the positive feedback from business department.Control voluntary attrition ratio from 22% to 20%. Show less

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  Sulzer chemtech ltd

  Oct 2007 - May 2011

  Hr supervisor

  Responsible for HRM especially professional on recruitment and training functions for Sulzer Chemtech APAC, a 183-years history Swiss Chemical manufactory Company including office and 3 plants.-Recruiting & StaffingPlan and control recruiting manpower & cost.Develop, manage, evaluate external/internal recruiting channels (intranet, recruiting websites, vocational colleges, labor agencies, Headhunter, internal referral, social media, exhibitions, seminar, job fair, campus and technical school etc.).Improve recruiting policy and procedure.Complete and update JD pool.Build-up talent pool.End to end recruiting, including hiring of Sr. engineer and above level position including director, offer proposal and negotiation.New hire on board management & probation management.Contract and agreements management.Manage exit procedure: exit interview and compensation negotiation if required.Lead the process of internal transfer, promotion, etc. any employee status change process.Recruiting KPI analysis, attrition analysis, and other HR reports.-Training & DevelopmentDesign, develop and implement training & development system and programs.Track and analyze training & development metrics to measuring results, determine root cause of problems and develop and execute action plans to address problem areas.Manage external training resource.Make and track training budget and work out training reports.Manage different employee communication channels and design or organize on various employee activities to enhance the employee engagement and work life balance. Show less

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  Sulzer mixpac china

  May 2011 - now

  Hr manager

  -Planning and budgetingEnsure HR planning and budgeting align with group HR strategy and business targetPartner with the management team to develop HR policies, process, program and practices Personal cost budgeting and control-Talent acquisition and organizations developmentAnalyze and define manpower requirements together with business manager Talent acquirement, selection and retention, especially develop new recruitment channel includes social media, Wechat, industry exhibition, seminar etc. and set up assessment system such as technical test pool, simulation test and so on. Internal talents review and external talent pool set up.-Compensation and benefitsESS grade system consolidationSalary system improvement and incentive bonus, skill allowance set up-Performance ManagementResponsible for performance management in BU includes objective setting, guideline/ tools introduction, coach and train line managers, organize annual performance appraisal and interview, results assessment -Training and developmentTraining and qualification matrix establishTraining needs evaluate together with line managersInitiate the internal coach program Evaluate the training suppliers list Training results evaluation-Employee relationship and culture Improve employee relationship& communication so as to support business development and core value enhancementProvide consultant to department manager to deal with difficult staff/ discipline violation and poor performanceIn charge of employee policies/ discipline interpret and complicated employee relationships such as involuntary leave includes layoff, workshop staffs cease work case, executive fatal transportation accidentsEnhance relationship and cooperation with external government Organize inauguration, GM Lunch, meeting, sports, teambuilding and other activitiesSupport expat and global job rotation-HRISSAP system applied to Sulzer globallyE-HR system establish Show less