hr manager岗位职责

JOB PURPOSE
As a member of school operational management team, HRM is responsible fensuring the HR operation during pre-opening post-opening stage are fully in line with the standard of NAE China region.
KEY RESULT AREA
Core Requirements of the Post：
In fulfilling the requirements of the post, the HR Manager will demonstrate essential professional characteristics, in particular:
1. In depth knowledge of the best practice of HR operations.
2. Be familiar with PRC lablegislation in terms of lablaw employment contract law.
3. Ability to prepare staffing budget forecasts.
4. Knowledge of how to read HR statistics fpreparing relevant reports.
5. Detailed knowledge of HRIS system.
6. Fluent in both spoken & written English
General
1. To provide stakeholders all internal customers with a professional advisory information service practical assistance covering all HR matters including ·
2. To act as both support counsel to the School Principal SLT team in all HR related matter. ·
3. Working closely with school Department Head/Leadership team support with the implementation of the business plan, highlighting potential HR-related opportunities weakness. ·
4. To manage the school’s Annual Performance Management process.
5. Advising line managers on effective performance management resourcing decision, succession planning talent management fpredefined population.
Recruitment & Selection
1. Working closely with the Principal on manpower planning of academic positions devise recruitment strategy solutions to support fast business growth. ·
2. Managing recruitment process by implementing Recruitment policy all the way through the entire process. ·
3. Taking initiative on introducing various recruitment strategies to ensure school will be opened with right level of human resources. ·
4. Participate Job Fair, Campus Recruitment as necessary.
Training & Development ·
1. Be responsible fNew Hire Training, such as, inductionientation. Ensuring effective training development fall personnel, following learning priorities guidelines defined by school. ·
2. Review analysing training needs in conjunction with HODs.
Local & Expatriate employment
1. Liaising with a wide range ofganizations who are responsible fissuing working visa, expert certificate, medical check disclosure to expat employee as well as other relevant local authorities who are responsible flocal employee’s employment.
2. To be accountable fthe school in adhering to visa/working permit etc., giving accurate consistent advice practical assistance to management applications femployment.
3. Working closely with school Principal HOD fannual contract renew.
Compensation & Benefits
1. Advising on pay other remuneration issues, including promotion benefits.
2. Undertaking regular salary review.
3. Full responsibility on school payroll.
Communications
1. Supporting internal communication, especially around HR-sensitive issues.
2. Supporting cultural building foster diversity inclusion within the school.
3. Working closely with all departments in consultancy role, assisting the School Principals to understimplement policies procedures.
4. Produce report on school HR key performance indicators in accordance with Company requirements.
5. Provide HR budgetary reports as required.
6. Promoting implementing local labour law best practice.
Employee Relations
1. Provide specialist advice on developing procedures, the legal financial implications best practice femployee relation issues within the region that school locates.
Administration
1. Be responsible fHRIS management.
Other requirements
1. Contribute positively to the morale community spirit in the school;
2. Work effectively in different teams;
3. Assist in marketing initiatives contribute to the growth of the school;
4. Operate at all times within the stated policies practices of the region;
5. Meet responsibilities with regard to health safety, equal opportunities other relevant legislation conform to professional ethical requirements;
6. Any other appropriate duties as allocated by RHRD.
Promote adhere to Nord Anglia Education’s vision values:
Opportunity – Fus, opportunities need to be meaningful, about achieving potential making progress.
Impact - Fus, impact is about making a difference. It needs to be immediate, positive lasting.
Leadership - Fus, leadership is about considering the team’s needs as well as your own, setting inspiring examples, being supportive showing real accountability responsibility.
Respect - Fus, respect is about listening, being inclusive, showing tolerance getting the little things right

1、负责人力资源部的管理工作，负责年度人力资源预算及控制。2、人力资源管理制度的搭建、完善、修订。3、负责招聘工作，及时提供符合企业文化要求及具备业务发展所需能力的人才。4、开展有效培训活动，提升酒店服务质量，提高客户满意度。5、完成薪酬福利管理工作;统筹绩效管理工作，设定合理的绩效目标及奖励方案，激励员工。6、建立员工沟通渠道，及时处理劳资纠纷。7、协调酒店运营中的人力协作工作，保障运行用工顺畅。8、完成上级其他合理分配的职责和任务。1、 Oversee the management of the Human Resources department, including annual HR budgeting control.2、 Establish, refine, revise human resources management systems.3、 Manage recruitment processes to promptly provide talent that aligns with the corporate culture meets business development needs.4、 Conduct effective training activities to enhance hotel service quality improve customer satisfaction.5、 Execute compensation benefits administration; oversee performance management by setting reasonable performance goals incentive plans to motivate employees.6、 Establish employee communication channels promptly address labdisputes.7、 Coordinate human collaboration efforts in hotel operations to ensure smooth workforce management.8、 Complete other reasonably assigned duties tasks by superiors.

Job Description：
【Talent Acquisition】
• Partner with hiring managers to forecast head-count needs craft compelling job descriptions.
• Manage full-cycle recruiting: sourcing, interviewing, offer negotiation, pre-boarding.
• Build relationships with tech schools, maker communities, industry events to deepen candidate pipelines.
【Onboarding & Training】
• Design deliver a structured 30-60-90 onboarding framework.
• Coordinate technical compliance training; track completion in the HRIS/LMS.
• Launch manager enablement sessions finterviewing, feedback, coaching skills.
【Performance & Culture】
• Implement goal-setting (OKRs), annual/bi-annual reviews, continuous feedback loops.
• Champion core values DEI initiatives; plan engagement surveys action items.
• Mediate employee-relations issues with empathy legal rigor.
【Total Rewards & HR Operations】
• Administer benefits, 401(k), equity programs; drive open enrollment vendnegotiations.
• Maintain HRIS data integrity, HR metrics dashboards, compliance reporting (ACA, EEO-1, OSHA).
• Benchmark compensation craft salary structures that balance competitiveness budget.
• Proficiently operate the payroll system.
【Compliance & Risk】
• Ensure adherence to CA lablaws (wage-hour, leaves, terminations) federal regulations (FLSA, FMLA).
• Own policy creation updates—handbook, code of conduct, safety protocols.
• Manage immigration matters (H-1B, OPT, L-1) alongside counsel.
【Scaling & Process Improvement】
• Identify automate manual HR workflows; evaluate implement best-fit HR tech.
• Provide data-driven insights to leadership on turnover, engagement, productivity.
• Build playbooks ffuture expansion to additional US sites field teams.

Minimum Qualifications
Bachelor’s degree in HR, Business, related field
6+ years of progressive HR experience, with at least 2 years in a stand-alone lead role
Demonstrated expertise in CA employment law multi-state HR practices
Proven success implementing HRIS/ATS platforms scaling from ~50 to 200+ employees
Strong analytical skills; comfortable with HR metrics, compensation analysis, budget planning
Excellent interpersonal, facilitation, conflict-resolution abilities
Requirements：
Fluent in spoken written English Mandarin.
Technical product support experience preferred.