Human Resources Specialist

Job Responsibilities Requirements:

I. Human Resources Planning

1. Assist in forecasting the company’s human resource needs and participate in developing the annual human resource plan.

2. Assist in organizational structure design and job analysis to ensure the scientific and rational allocation of the company’s human resources.

3. Participate in talent reserve and succession planning initiatives to support the achievement of the company’s long-term strategic goals.

II. Recruitment and Placement

1. Responsible for recruitment tasks such as job posting, resume screening, and interview scheduling, ensuring that the company’s staffing needs are met promptly.

2. Participate in the development of recruitment strategies, optimize the recruitment process, and enhance recruitment efficiency and quality. Based on the company’s actual situation and job requirements, develop and maintain suitable recruitment channels.

3. Assist in conducting internal promotion and job assignment activities to ensure optimal staffing.

4. Responsible for collecting and tracking recruitment information from talent markets in various regions, as well as salary and benefit details for different positions within the same industry, and preparing analytical reports.

III. Training and Development

1. Assist in developing and implementing employee training and development plans, organize various training activities to enhance employees’ skill levels and professional competence, and establish a recruitment and training system.

2. Responsible for establishing and updating employee training records, and for inspecting and supervising corporate culture training, onboarding training, and training on rules and regulations in various regions.

3. Responsible for evaluating and assessing training outcomes.

IV. Performance Management

1. Assist in implementing the company’s performance management system and participate in developing performance evaluation criteria and indicators.

2. Conduct organizational performance evaluations, compile and analyze assessment results, and ensure fairness and impartiality in performance management.

3. Track employee performance improvement plans, assist management in developing incentive measures, and drive performance enhancements. Properly maintain performance records.

V. Compensation and Benefits Management

1. Assist in the design of the compensation structure, participate in market salary surveys, and ensure that the company’s compensation levels remain competitive.

2. Responsible for employee payroll calculation and benefits program management, ensuring the accurate disbursement and implementation of compensation and benefits.

3. Answer employees’ inquiries about compensation and benefits, ensuring the transparency and compliance of the company’s compensation and benefits policies.

VI. Labor Relations Management

1. Participate in the formulation and implementation of the labor contract management system to ensure that labor relationship management is lawful and compliant.

2. Assist with matters such as employee onboarding, offboarding, and changes to employment contracts, and maintain harmonious labor relations.

3. Participate in the handling of employee appeals and labor disputes to ensure stability and harmony in the company’s labor relations.

VII. Administrative Management

1. Responsible for the declaration, statistical analysis, and processing of employees’ five social insurances and one housing fund, and reporting to the General Manager of the Comprehensive Department.

2. Responsible for employees’ title application procedures, including collecting and completing the required documentation and providing assistance with the application process.

3. Responsible for the distribution and management of office supplies, employee badges, company emblems, and other similar items.

4. Responsible for the classification, organization, and filing of general documents.

5. Responsible for distributing the company’s relevant documents.