蚂蚁金服蚂蚁国际-HR Business Partner-国际事业群

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Responsibilities: ·       Conducts regular meetings with respective business units. ·       Consults with line management, providing HR guidance when appropriate. ·       Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. ·       Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. ·       Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. ·       Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions). ·       Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. ·       Provides HR policy guidance and interpretation. ·       Performs other related duties as assigned.

● Partner with business departments under diverse remit, design and deliver organization strategies based on in-depth business understandings. ● Foster the organization development in both local and regional context and be actively involved into framework, policy or infrastructure design across diverse subject matters including but not limited to talent acquisition, training and development, performance management as well as employee relations. ● Act as Subject Matter Expert and provide timely HR advice to key stakeholders, support the development of local COE functions with local insights and market best practice. ● Drive the implementation of multiple HR initiatives and processes while ensure quality services and experience at all levels. ● Through close interaction with key leadership as well as employees at all levels, establish effective and diversified communication framework in the organization, create an atmosphere of trust and goodwill, and promote company culture.

● Partner with business departments under diverse remit, design and deliver organization strategies based on in-depth business understandings. ● Foster the organization development in both local and regional context and be actively involved into framework, policy or infrastructure design across diverse subject matters including but not limited to talent acquisition, training and development, performance management as well as employee relations. ● Act as Subject Matter Expert and provide timely HR advice to key stakeholders, support the development of local COE functions with local insights and market best practice. ● Drive the implementation of multiple HR initiatives and processes while ensure quality services and experience at all levels. ● Through close interaction with key leadership as well as employees at all levels, establish effective and diversified communication framework in the organization, create an atmosphere of trust and goodwill, and promote company culture.

1、跟上业务战略、现状和即将到来的计划，深入了解这些战略如何与HR战略和优先事项联系起来； 2、能够识别技术和数据团队的主要业务挑战，并独立领导和贡献于可变的全球项目，包括但不限于组织诊断、针对主要竞争对手的基准研究和分析、组织设计、职位家族澄清和经验模型开发等； 3、与HRBP和业务合作，确定当前的痛点，并基于可靠的方法论提供有针对性的临时组织和人才解决方案； 4、与企业专业知识中心（COE）团队合作，根据公司的政策和理念实施重大例行项目，包括但不限于绩效评估、人员编制计划、员工调查等。能够进行定制、改进流程和开发管理工具，以满足业务需求，同时监督整体流程并推动卓越运营； 5、根据业务需求建立人才发展计划，设计和实施项目，如关键职位和人才审查、工作适应性评估、领导力发展等，以建立强大的人才管道，不断提高团队能力。 1. Keep up with the business strategies, status quo, and upcoming plans to build an in-depth understanding of how these connect with HR strategies and priorities. 2. Be able to identify Tech&Data team's key business challenges and independently lead and contribute to variable global projects including but not limited to organizational diagnosis, targeted to benchmarking study and analysis of major competitors, organizational design, job family clarification and cpmpetency model development etc. 3. Co-work with HRBPs and the business to identify current pain points and provide targeted ad-hoc organizational and talent solutions based on solid methodologies. 4. Partner with Corporate Center of Expertise (COE) teams to implement major routine projects under the company's policies and philosophies, including but not limited to performance review, headcount planning, employee survey, etc. Be able to make customization, improve processes and develop management tools to suit business needs while overseeing the overall process and driving operational excellence. 5. Establish talent development programs based on business needs, design and implement projects, such as key position and talent review, job fitness assessment, leadership development, etc., to build a strong talent pipeline and continuously improve team capabilities.