ROLE & RESPONSIBILITIES

• ER Strategy and Governance: Define ER strategy with clear governance, escalation pathways, and RACI; ensure alignment with global HR strategy and full compliance with Chinese labor laws. Provide quarterly ER risk maps and remediation updates to the HRVP and GM.
• Policy and Process Management: Lead the design, review, and simplification of HR policies and processes to ensure legal compliance and ethical consistency.
• Leadership of Major and Complex Cases: lead or assign senior case leads for high-sensitivity, cross-SET, or litigation-related cases (e.g., fraud, bullying/harassment, sexual harassment, discrimination, retaliation, management misconduct, conflicts of interest), engaging directly with the GM, business leaders, Legal, and Compliance. Ensure evidence-based, traceable decisions and documentation.
• Investigations and Disciplinary Management: Own ER investigation standards, and the disciplinary actions policy and end-to-end process, ensuring proportionality, consistency, and robust review/appeal handling.
• Organizational change and optimization: Serve as ER lead for large-scale organizational change and optimization, designing solutions and risk mitigations. Lead consultations with the labor union/employee representatives, ensuring legal compliance, minimizing disputes and reputational risk.
• Legal Disputes and Arbitration: Partner with Legal to manage labor arbitration and litigation, develop case strategies and evidence chains, and define settlement standards. Build pre-dispute prevention and settlement guidance; maintain a case library and trends analysis.
• Compliance and Internal Controls: Co-develop methods with Compliance to embed compliance KPIs in people processes (hiring, performance, promotion, rewards, exit). Conduct rolling ER audits and sample checks; issue corrective action plans and drive closure.
• Manager and HR Capability Building: Design and deliver ER capability frameworks and tiered training for HRBPs and line managers. Use certification and practice assessments to improve consistency of case handling.
• Labor Union and Employee Representative Engagement: Partner with the labor union on policy consultation, collective agreement optimization, and ER management.
• Culture and Employee Voice: Co-drive inclusion and diversity and Speak My Mind initiatives, with targeted interventions and measurable outcomes. Own pulse survey scoping and close-the-loop actions, converting insights into specific management improvements.
• Crisis and Issue Management: Establish ER incident response playbooks and escalation protocols. Act as incident special project lead to ensure fast, compliant, and consistent organizational responses.
• Data and Insights: Build ER data governance and dashboards (case taxonomy, cycle time, recurrence rates, disciplinary consistency, compliance KPIs). Use analytics to prioritize prevention, training, and policy iteration.
• Continuous Improvement and Benchmarking: Conduct market benchmarking; drive process digitization (e.g., case management systems, COI declaration platform), simplification, and efficiency. Provide regular trends and recommendations to leadership.

REQUIREMENTS

Education and Experience

• Bachelor’s degree or above in Human Resources, Law, Business Administration, or related fields.
• 10+ years in Employee Relations or HRBP, with proven experience handling complex, cross-site cases and change programs.
• Experience in multinational companies in China and direct engagement with the GM is strongly preferred.

Legal and Compliance: Deep knowledge of Chinese labor law, relevant regulations, and judicial practice; strong ability to translate legal requirements into executable policies and processes.

Case and Disciplinary Management: Expertise in independent investigations, evidence management, disciplinary decision-making, and appeal/ grievance handling; hands-on experience in arbitration/litigation strategy and execution.

Organizational Change and Program Leadership: Track record as the ER lead in redundancies, restructuring, PMI, and externalization projects, with clear risk control, stakeholder management, and results delivery.

Cross-Functional Collaboration: Effective partnership with Legal, Compliance, Finance, business leadership, and the labor union; ability to balance legal risk, business impact, and cultural values under various scenarios.

Data and Communication: Strong analytics and insight capability; concise, fact-based executive communication and influence in both English and Chinese; adept at internal and external communications during crises and sensitive issues.

Personal Qualities: High ethical standards and principled judgment; fairness and respect. Resilient and composed under uncertainty and risk; results-oriented with continuous improvement mindset; combines human empathy with objective perspective.