HR Business Partnering：
1）Partner with BU/Function leaders to contribute to the analysis and prioritization of the critical business challenges faced by the designated functions and deploy appropriate HR interventions
2）Coordinate effectively with the HR regional partners and HR COEs to effectively deliver the HR services required to drive the business imperatives of the BU and/or Function.
3）Contribute to the realization of the HR operating model with the objective of continuously improving HR performance and enhancing HR’s ability to support the BU’s/Function’s growth goals and objectives
Organization Review & Design for Effectiveness
1）Partner with business leaders to forecast future talent needs based on production volume, technology roadmap, and skill evolution. Develop strategies to build, buy, or borrow required capabilities.
2）Under line manager's instruction, conduct ongoing analysis of organizational structure, processes, and roles. Lead/co-lead redesign initiatives to enhance agility, reduce complexity, and optimize org structure in alignment with business strategy.
Talent Development & Succession Planning
1）Drive key talent development plans to strengthen the talent pipeline for critical positions;
2）Facilitate site Organizational Leadership Review (OLR) and strategic succession planning outcomes/requirements support the business;
3）Refine the talent development system
Talent Development & Succession Planning
1）Drive key talent development plans to strengthen the talent pipeline for critical positions;
2）Facilitate site Organizational Leadership Review (OLR) and strategic succession planning outcomes/requirements support the business;
3）Refine the talent development system
Employee Engagement Improvement
1）Conduct yearly EVC survey2）Actions dig out for EVC improvement
2）Regular review the progress and make sure every action well done
3）Champion plant culture initiatives that foster a high-performance, inclusive, and collabrative work environment.
Performance Management
1）Conduct annual goal setting
2）CPD1.2.3. promotion to help people manager well use the tool
3）Designated functions' year end review accoring to the BU timeline.
4）Ensure the robust implementation of performance management system to drive a high-performance culture
Others
1）Follow labor & ethcis management of company
2）Ensure local practice to meet company and legal requirements
3）Others assigned by line manager
