Experience

IASO BioTherapeutics

• China
• Biotechnology Research
• 1 - 100 Employee

• HRD-TA & BP

  • Oct 2021 - Present



GE Oil & Gas

• Oil and Gas
• 1 - 100 Employee

• HRBP

  • Jul 2016 - Oct 2021

  • - HR new model transformation promotion and process optimization to build up agile organization and excellent employees’ experiences. HR strategies and program implementation to transfer the core business values.- Support OG Digital Solution commercial, engineering, service and manufacturing function with around 450 employees in China and Asia. - Execute HR separation from GE, involve project of employees’ legal entity transfer, C&B harmonization, new employee handbook & benefits book communication and democratic procedure, BakerHughes new company culture promotion, workday launch and people leaders’ training and QA. - Support DS China organization restructure and re-design. Provide HR solutions on talents assessment and new manager selection & assimilation.- Talent Acquisition: For business strategic segment application and fast growth, work closely with hiring managers to design talent acquisition strategy and fulfill openings on time. Leading new hires orientation to make them involve the organization earlier and deliver high performance.- Talent Management: Support business leader annual talent culture review, conduct talent development plan and succession plan based on the People Review results. Provide coaching and leadership training to new people leader and young talents. Initiate culture promotion and employees engagement project to achieve business core values.- Support business to implement “performance development” program, encourage regular career conversation between people leader and Employees to driver team productivity and engagement.- Team performance management and upgrading. Support business to conduct RIF plan and PIP to low performer. Coaching to people leaders to make sure all process are compiled with China labor law and local regulations.



Johnson Controls

• Ireland
• Industrial Machinery Manufacturing
• 700 & Above Employee

• HR Manager

  • Oct 2013 - Jul 2016

  I begin to take responsibilities of HRBP for China HQ business team, Besides talents acqustion role, I'll involve more in enhancing organizational capabilities and people development, as well as enhancing employee's engagement and retention. To ensure that the JCI culture is communized Reviews, audits and approves salary transactions according to applicable procedures and within approved authority Counsels management regarding Salary Planning/Compensation, equity issues, promotions, job reclassifications etc Works to maintain the data integrity of the Human Resource Information System for the business Develop resources planning in alignment with business needs and ensures staffing efficiency Provides recruitment support for staffing openings with the business leaders Partner with department managers for managing training and development programs designed to improve individual, team and organisational performance Support and develop succession plans for key positions and personnel To ensure Performance Management is cascaded and implemented properly down to all level staff Ensure company standards concerning Employee Communications and Employee Engagement are properly executed Execution of employee surveys and manage action plans for improvement Responsible for Environmental Health and Safety Management System initiatives Ensure compliance of Company Policies & Procedures, local laws and regulations  Serve as a key staff support person by providing counsel, advice, recommendations and actions relating to HR matters. Assist with investigations of complaints, and reviews and approvals for disciplinary actions and terminations

• Assistant HR Manager

  • Oct 2012 - Sep 2013

  1.Ensure a rolling hiring plan HC forecast to link with annual Strategic Plan. Tracking and managing monthly HC trend.2.Competency analysis for critical & strategically aligned positions. Fulfill annual HQ and part of Asia positions’ hiring.3.Conduct industry research to build talent pipeline in new business areas. Competitor’s mapping and analysis.4.Utilize a combination of effective sourcing channels. Involve in Asia Social Media for TA application project.5.Vendor Management. Communicate with headhunter company to get deep understanding of our organization’s business and search for suitable candidates for each LOB.6.Ensure TA policies, processes and practices are in place. 7.Use Taleo System to optimize the talent database and pipeline 8.Compliance Review of TA process 9.Engage in Employer branding promotion activities -Top Employer, Campus talk & Internship10.Involve Asia and China’s big HR project, such as EVP, SSC-process standardization, staffing training course design and facilitation.11.Lead and coach two team members to take responsibilities independently. People management and development.

• HR Supervisor-TA, China

  • Oct 2011 - Sep 2012

  Internal Transfer from BE S&S ER to HQHR for supervising staffing operations across China and lead regional staffing team to implementing the right staffing solutions to support growth strategy.

• HR Supervisor

  • Nov 2007 - Oct 2011

  To oversee the HR operations in BE S&S in Eastern Region to ensure a better service is provided; to be a HR consultant and business partner of each LOB to support the business in ER.With solid hands on staffing experiences in partering with business team.-To execute the full cycle recruiting activities independently including research, screen, interview and shortlist qualified candidates for assigned positions for LOB in ER. Average annual fulfill HC is 80.-Work closely with hiring manager in candidates selection & decision making stage -Be responsible for handling offer negotiation, reference check and other tasks required by on-board process .-Being the administrator of Taleo to manage and maintain its data and functions. To optimize the pooling of candidates' profiles and facilitate cross regions sharing -As the leader of industry mapping initiative to continuously deepen and fine-tune research report. Also leverage the industry intelligence to improve recruiting performance for the whole organization -Provide marketing information in the labor market to hiring manager for workforce planning & forecasting -Help to develop recruitment channels including headhunting, campus, employee referrals and social media etc -Lead or involved in HR related projects •Conduct new employee on-board procedure to meet compliance needs.-Coordinate training activities and implement various HR programs. -Be in charge of employee data entry, maintain employee profiles and attendance record. Support monthly headcount report consolidation.-Track annual employee performance evaluation process to ensure on-time completion.



ChinaHR.com

• Human Resources
• 200 - 300 Employee

• Consultant

  • Jun 2007 - Oct 2007

  Work as Headhunter consultant in researching suitable candiadtes for our clients.Although short period there,learn a lot and ready for contact candidates with more aggressive ways. Work as Headhunter consultant in researching suitable candiadtes for our clients.Although short period there,learn a lot and ready for contact candidates with more aggressive ways.



FasTracKids

• Kazakhstan
• Professional Training and Coaching
• 1 - 100 Employee

• HR Specialist

  • May 2005 - Jun 2007

  Responsible for setting up chains of training center in Shanghai, Complete the annual hiring project to meet the business quickly expanding. Payroll calculated and C&B issues in the company. Responsible for setting up chains of training center in Shanghai, Complete the annual hiring project to meet the business quickly expanding. Payroll calculated and C&B issues in the company.



SHANGHAI YANHUA SMARTECH GROUP CO., LTD

• United States
• Research Services
• 1 - 100 Employee

• HR Specialist

  • Sep 2003 - May 2005

  1.Recruitment, coordinate Campus recruiting activities .2.screening and selecting candidates’ resumes from recruitment website. Interview arrangement and enrollment. The number of annual recruitment is about 100 people. 3.Hiring effectiveness statistics. Evaluate the effect of different recruiting channels and statistic the turnover rate. 4.Establish and maintain external net work with other companies and service agencies. Build up and maintain good relationships with labor bureau and other government authorities5.Keep records of personnel transactions such as hires, promotions, transfers, performance reviews and termination, and finish employee related data for governmental reporting.6.Work with management team to identify training needs, develop and implement company training programs in support of all departments,