特斯拉HRBP Trainee 人力资源伙伴管培生

1. 人才盘点与评估 ·组织年度人才盘点，明确关键岗位与关键群体，设计并运用9宫格等工具完成盘点 ·输出人才地图与行动方案（培养/轮岗/补位/留任），跟踪闭环与效果评估 2. 关键岗位与梯队建设 ·识别关键岗位与核心人才群体，建立继任梯队与候选池，完善继任规划与风险预警机制 ·设计/运营关键梯队培养项目（HiPo计划、管理者发展、专业序列成长） ·新人培养体系的搭建和组织运营落地 3. 与业务共创培养路径 ·组织课程/训练营/实践任务设计与落地，建设内训师与课程包，运营LMS/学习平台并进行数据跟踪与优化 ·基于数据进行复盘与优化，输出阶段性分析报告，支撑管理决策 4. 协作与资源管理 ·与HRBP、招聘、绩效、薪酬等协同，使人才发展与招聘、晋升、绩效规则打通 ·参与外部评估/培训供应商筛选与管理，进行项目预算建议与交付质量把控 ·建立TD/LD指标体系：人才盘点覆盖率、继任覆盖率、关键岗位空缺率、学习完成率/满意度、行为转化等 ·维护人才数据安全与合规；沉淀SOP、模板、项目复盘文档，形成可复制的项目资产 1.Talent Review ·Organize annual talent reviews; identify key roles and critical talent groups; design and apply tools such as the 9-box grid to complete the review. ·Produce talent maps and action plans (development/rotation/backfill/retention), track closure and evaluate effectiveness. 2.Key Roles and Pipeline Building ·Identify key roles and core talent segments; establish succession pipelines and candidate pools; enhance succession planning and risk early-warning mechanisms. ·Design/operate key pipeline programs (HiPo programs, manager development, professional track growth). ·Build and operationalize the new-hire development system. 3.Co-create Development Pathways with Business ·Design and deliver courses/bootcamps/on-the-job assignments; build an internal trainer network and course library; operate the LMS/learning platform with data tracking and optimization. ·Conduct data-driven reviews and optimization; produce periodic analysis reports to support management decision-making. 4.Collaboration and Resource Management ·Collaborate with HRBP, Recruitment, Performance, and Compensation to integrate talent development with hiring, promotion, and performance processes. ·Participate in selection and management of external assessment/training vendors; provide budget recommendations and ensure delivery quality. ·Establish TD/LD metric frameworks: talent review coverage, succession coverage, critical role vacancy rate, learning completion/satisfaction, behavior change. ·Maintain talent data security and compliance; standardize SOPs, templates, and project retrospectives to build reusable assets.

·岗位名称：学习与发展（L&D） ·所属部门：IBU CSC OTLD ·工作地点：上海 ·岗位定位：围绕公司业务战略与关键岗位能力要求，构建并运营学习与发展体系，提升人才供给质量与业务绩效 一、 1. 学习战略与需求洞察 ·通过业务访谈、岗位画像、绩效与客户数据分析，识别核心能力差距，制定年度/季度学习地图与优先级 ·为不同人群（各岗位序列、管理者、新人）设计分层分群的培养路径与里程碑 2. 项目设计与交付 ·端到端规划与落地重点项目：新人培养体系、管理者发展、关键岗位能力提升、合规与安全等 ·进行课程开发与迭代，组织训练营/工作坊/行动学习/导师制/轮岗等形式 ·担任项目主持与课堂引导师，保证体验与质量；对学习对象进行分层运营与激励 3. 平台与学习运营 ·负责学习平台的运营与数据看板，优化课程上架、学习路径、考试认证与学分体系 ·通过社群、打卡、积分、勋章等运营手段提升触达率、完课率与活跃度 ·招募与认证内训师，建立讲师梯队与课程库；制定内容标准、版本管理与版权合规 4. 培训效果评估和跟踪 ·建立评估体系（参考Kirkpatrick四级），跟踪满意度、学习迁移/行为转化与业务影响 ·供应商与预算管理，筛选与管理外部评估/培训供应商，制定项目SLA与验收标准，控制成本与交付质量 ·保障数据安全与隐私合规，完善制度、流程、模板与项目SOP 4. 跨部门协同与机制对齐 ·与HRBP、招聘、绩效、薪酬及业务线协同，将学习结果与晋升、认证、岗位资格、绩效改进打通 lJob Title: Learning & Development (L&D) lDepartment: IBU CSC OTLD lLocation: Shanghai lRole Positioning: Build and operate a learning and development system aligned with the company’s business strategy and key role capability requirements, improving talent supply quality and business performance. I. Key 1. Learning Strategy and Needs Analysis ·Identify core capability gaps through business interviews, role profiling, and analysis of performance and customer data; develop annual/quarterly learning roadmaps and priorities. ·Design tiered and segmented development paths and milestones for different populations (job families/streams, managers, and new hires). 2. Program Design and Delivery ·Plan and deliver end-to-end key programs, including new-hire development systems, manager development, critical role capability enhancement, and compliance and safety. ·Develop and iterate courses; organize bootcamps, workshops, action learning, mentoring, and job rotations. ·Serve as program lead and session facilitator; ensure learner experience and quality; manage segmented learner operations and engagement. 3. Platform and Learning Operations ·Own learning platform operations and dashboards; optimize course publishing, learning paths, assessments/certifications, and credit systems. ·Increase reach, completion, and engagement via communities, check-ins, points, badges, and other engagement tactics. ·Recruit and certify internal trainers; build a trainer bench and course library; set content standards, version control, and copyright compliance. 4. Training Evaluation and Follow-up ·Establish an evaluation system (referencing Kirkpatrick’s four levels); track satisfaction, learning transfer/behavior change, and business impact. ·Vendor and budget management: select and manage external assessment/training vendors; define project SLAs and acceptance criteria; control costs and delivery quality. ·Ensure data security and privacy compliance; refine policies, processes, templates, and project SOPs. 5. Cross-Functional Collaboration and Alignment ·Partner with HRBP, Recruitment, Performance, Compensation, and business lines to connect learning outcomes with promotion, certification, job qualification, and performance improvement.

1. 为组织发展提供人力资源支持，定期进行组织盘点，在招聘、人才发展、绩效考核、员工关系等方面为对接部门提供有效的解决方案并实施； 2. 推动业务变革，负责完善业务部门人力资源的制度、流程、体系，提升人力资源运作效率； 3. 组织文化氛围建设，传递公司核心价值观；建设沟通渠道，保证组织的持续健康成长； 4. 建立与部门各级主管及员工的有效沟通，保证信息在不同层级间的有效传递； 5. 与业务搭档紧密配合，理解业务痛点，匹配HR解决方案，促进组织内外协作，有效保障团队战斗力，激发组织与员工潜能。

1. 为组织发展提供人力资源支持，定期进行组织盘点，在招聘、人才发展、绩效考核、员工关系等方面为对接部门提供有效的解决方案并实施； 2. 推动业务变革，负责完善业务部门人力资源的制度、流程、体系，提升人力资源运作效率； 3. 组织文化氛围建设，传递公司核心价值观；建设沟通渠道，保证组织的持续健康成长； 4. 建立与部门各级主管及员工的有效沟通，保证信息在不同层级间的有效传递； 5. 与业务搭档紧密配合，理解业务痛点，匹配HR解决方案，促进组织内外协作，有效保障团队战斗力，激发组织与员工潜能。