腾讯Talent Management & Organization Development Associate
任职要求
岗位要求详情请见上方岗位职责内说明
工作职责
What the Role Entails Support talent management operations, including but not limited to overseas employee’s performance management, talent review, and promotions. Participate in and support overseas OD and talent management related projects, through solid data insights and analysis. Participate in benchmarking studies related to overseas business and globalizations to provide valuable reference or basis for the company’s overseas development and optimization. Participate in other specific projects in the overall overseas HR construction and provide good collaborative support for various functions Who We Look For Minimum of 1 year of experience in talent management and change management, with a comprehensive understanding of HR functions and their sub-disciplines. Strong resilience in navigating ambiguity and complexity within global, fast-paced environments. Strong interest in AI and leveraging large language model (LLM) capabilities to drive efficiency improvements. Strong systematic thinking and advanced data analytics skills, balanced with the ability to integrate the human factor into policy and process design. Collaborative team player with excellent communication and interpersonal skills. Bilingual proficiency in English and Mandarin, enabling effective collaboration with international stakeholders and headquarters-based teams. Equal Employment Opportunity at Tencent As an equal opportunity employer, we firmly believe that diverse voices fuel our innovation and allow us to better serve our users and the community. We foster an environment where every employee of Tencent feels supported and inspired to achieve individual and common goals. Work Location: China-Shenzhen
The Role 本岗位负责在亚太区体系化推进人才管理、领导力建设与组织效能提升，以前瞻性人才供给与可落地的管理机制并重，更好支持 APAC 人才发展和领导力建设需求。 Responsibilities 组织诊断与设计 围绕业务需求，持续开展组织健康度与效能诊断，覆盖组织结构、决策路径、权责界面（R&R）及跨部门协作机制。 明确岗位与编制盘点，深入分析人力效能与成本结构，识别低效环节与重复建设。 推动架构优化与权责重塑，缩短决策与沟通链路，显著降低组织摩擦，提升组织运行效率与业务响应速度。 人才发展与梯队建设 与组织设计紧密联动，迭代关键岗位识别标准与继任梯队策略，确保人才规划与业务战略动态对齐。 主导人才盘点、绩效评估与多维能力评估，精准识别高潜人才，诊断团队能力短板与关键人才供给风险。 建立并优化内部流动、轮岗、晋升与结构性调整机制，保障关键岗位的人才供给，提升梯队健康度。 持续跟踪梯队健康度与人才供给风险，形成可复盘、可迭代的人才发展闭环，确保策略持续优化。 文化与领导力建设 将特斯拉科学工作方法与组织经验转化为可传播、可执行的管理语言与行为标准，实现全球标准的本地化适配。 将价值观与领导力要求嵌入绩效、晋升决策与人才评审等关键机制，实现“价值观与业务双轮驱动”。 推动价值观与领导力成为可观察、可问责、可复盘的组织习惯，打造高绩效、高韧性的领导团队。 通过管理者赋能、案例沉淀与机制设计，提升区域内领导力的一致性与落地质量。 跨团队协同与区域落地 协同区域HRBP、业务负责人及相关职能团队，推动人才与组织举措在 APAC 全域高效落地。 针对不同国家/地区业务与组织差异，提供清晰的策略框架、落地路径与可执行建议，确保合规与效能。 沉淀可复制的方法论、工具与复盘机制，支撑区域规模化扩张与持续迭代。
The Talent Acquisition Global Operation Center Management is a strategic role within our Talent Acquisition team. This position focuses on optimizing recruitment processes, multi-channels, and ATS system, leveraging data intelligence, and driving collaboration across internal and external ecosystems. As a central hub for global recruitment resources and innovation, Global Operation Center Management ensures alignment with organizational goals while enhancing candidate experience and recruiter efficiency across the globe. Key Responsibilities: 1. Multi-channel Management & Ecosystem Collaboration - Global Channel Strategy: Oversee the strategic multi-channel direction, goals, and management frameworks for global recruitment channels (e.g., agencies, job boards, social media platforms), optimizing the effectiveness of each channel to achieve Ant International’s overall channel objectives. - Stakeholder Alignment: Collaborate with internal stakeholders (e.g., Global TA, HR Business Partners) and global external partners to align hiring priorities and ensure cohesive execution. 2. Data Intelligence - From global Ant International perspective, define, design, and analyze recruitment metrics and trends, deliver visual data dashboards to identify potential bottlenecks or risks, and propose actionable improvement strategies. 3. Policy Formulation & Operational Excellence Optimization - Develop and refine recruitment policies and standard operating procedures (SOPs) to standardize and streamline global recruitment workflows. - Design budget frameworks and allocate resources efficiently across recruitment channels, business units, and regions. 4. Technology Innovation & Compliance Governance - Collaborate closely with HR product and tech team to explore and implement cutting-edge recruitment technologies (e.g., AI tools, ATS system integrations), enhancing automation and operational efficiency. - Ensure global compliance with privacy protection, labor laws, company policies, and ethical hiring practices.
What the Role Entails 1）Global Strategy & Governance Design and implement a unified global campus recruitment framework, standards, and playbooks. Define strategic priorities across target universities, talent segments, and hiring programs. Establish governance models to ensure alignment, consistency, and quality across regions. 2）Regional Partnership & Alignment Partner with regional TA leaders to translate global strategy into locally relevant execution plans. Drive regular strategic reviews to align hiring demand, market intelligence, and campus engagement approaches. Balance global consistency with regional flexibility to optimize outcomes. 3）Program Design & Innovation Lead the development of flagship early careers programs (e.g., internships, graduate programs, returnee hiring). Introduce innovative attraction strategies leveraging employer branding, digital channels, and campus partnerships. Continuously evolve the campus model to reflect changing talent behaviors and competitive dynamics. 4）Workforce Planning & Talent Insights Collaborate with HRBPs and business leaders to forecast early talent demand. Utilize data and analytics to measure program effectiveness and inform strategic decisions. Monitor external talent trends and embed insights into the global roadmap. 5）Operational Excellence Standardize processes, toolkits, and candidate experience principles. Optimize recruitment technologies to enable scalable campus hiring. Ensure compliance with local regulations and global governance standards. Who We Look For Bachelor’s degree in HR, Business, or related field; Master’s preferred. Significant experience in campus recruiting, early careers strategy, or global talent programs Demonstrated ability to operate in complex, matrixed, and multicultural environments Strong stakeholder management skills with the ability to influence senior leaders Strategic mindset with strong execution discipline Data-driven and comfortable leveraging insights to shape talent strategies Excellent communication skills with the ability to collaborate across global teams Ability to communicate bilingually (English / Mandarin) to work with both international stakeholders and China HQ based teammates Equal Employment Opportunity at Tencent As an equal opportunity employer, we firmly believe that diverse voices fuel our innovation and allow us to better serve our users and the community. We foster an environment where every employee of Tencent feels supported and inspired to achieve individual and common goals. Work Location: China-Shenzhen
