岗位职责和要求
1. Learning & Recruitment Planning
- Develop and execute the annual learning and development plan for the site, aligned with business objectives and top-down guidelines.
- Collaborate with HRBPs and business/functional leaders to identify skill gaps and future capability needs, with a focus on manufacturing excellence, digital skills, and lean practices.
- Partner with HRBPs and hiring managers to forecast talent needs and define job requirements.
学习与招聘计划：
- 制定并执行工厂年度学习与发展计划，确保与业务目标和上级指引保持一致。
- 与 HRBP 及业务/职能领导合作，识别技能差距和未来能力需求，重点关注制造卓越、数字化技能和精益实践。
- 与 HRBP 和招聘经理合作，预测人才需求并明确岗位要求。
2. Learning Program Design & Delivery
- Design, implement, and evaluate learning programs, including leadership development (shift leader, shopfloor supervisor, manager), technical / functional training (e.g., production, quality, equipment maintenance), and common skills enhancement.
- Utilize digital learning platforms and blended learning approaches to maximize efficiency and accessibility.
- Maintain and optimize internal trainer / master worker / knowledge extraction mechanism and “Learning Star” recognition program to reinforce a lifelong learning culture.
学习发展项目的设计和交付：
- 设计、实施并评估学习项目，包括领导力发展（如班组长、车间主管、经理）、技术/职能培训（例如生产、质量、设备维护）以及通用技能提升。
- 运用数字化学习平台和混合学习模式，最大化培训的效率和可及性。
- 维护并优化内部讲师/带教师傅/知识萃取机制，以及“学习之星”激励计划，以强化终身学习文化。
3.Talent Acquisition & Process Management
- Manage end-to-end recruitment process for non-managerial positions, including sourcing, screening, interviewing, and offer negotiation.
- Utilize multiple sourcing channels (job boards, social media, campus recruitment, referrals) to build a strong talent pool.
- Ensure a positive candidate experience through timely communication and professional engagement.
- Develop professional toolkit inlcudes structured interview evaluation form with effective questionlist, knowledge test for certain positions, etc. Deliver professional guidance and coaching to line managers on hiring skills.
人才招聘与流程管理：
- 管理非经理岗位的全流程招聘，包括人才搜寻、简历筛选、面试以及录用谈判。
- 利用多种招聘渠道（招聘网站、社交媒体、校园招聘、员工推荐）建立强大的人才库。
- 通过及时沟通和专业互动，确保候选人获得积极的应聘体验。
- 开发专业化招聘工具，包括结构化面试评估、有效问题清单、特定岗位的知识测试等，为直线经理提供专业化招聘技巧的指导和辅导。
4. Stakeholder Management
- Serve as a trusted advisor to business leaders and HRBPs, providing tailored learning solutions and talent market trends.
- Manage external training vendors and recruitment agencies to ensure high-quality service delivery and cost-effectiveness.
相关利益方管理：
- 作为业务领导和 HRBP 值得信赖的顾问，提供定制化的学习解决方案并分享人才市场趋势。
- 管理外部培训供应商和招聘机构，确保高质量的服务交付和成本效益。
5. Measurement & Continuous Improvement
- Monitor and report learning effectiveness using KPIs and feedback mechanisms.
- Continuously refine learning offerings based on business priorities and learner experience.
- Monitor recruitment KPIs (lead time, fulfill rate, cost-per-hire, quality of hire) and provide regular reports to management.
- Continuously improve recruitment processes based on data insights and business feedback.
结果衡量与持续改进:
- 通过 KPI 和反馈机制监控并报告学习效果。
- 根据业务优先事项和学习者体验，持续优化学习项目。
- 跟踪招聘 KPI（如招聘周期、完成率、单人招聘成本、招聘质量），并定期向管理层提供报告。
- 基于数据洞察和业务反馈，持续改进招聘流程。
Measurement & Continuous Improvement
- Monitor and report learning effectiveness using KPIs and feedback mechanisms.
- Continuously refine learning offerings based on business priorities and learner experience.
- Monitor recruitment KPIs (lead time, fulfill rate, cost-per-hire, quality of hire) and provide regular reports to management.
- Continuously improve recruitment processes based on data insights and business feedback.
结果衡量与持续改进:
- 通过 KPI 和反馈机制监控并报告学习效果。
- 根据业务优先事项和学习者体验，持续优化学习项目。
- 跟踪招聘 KPI（如招聘周期、完成率、单人招聘成本、招聘质量），并定期向管理层提供报告。
- 基于数据洞察和业务反馈，持续改进招聘流程。
