美团Senior Talent Acquisition Manager 海外高级招聘经理
任职要求
Bachelor’s degree in Human Resources, Business Administration, or related field. Minimum of 5 years of strategic recruiting experience, preferably in an international business context. Proven track record of successfully recruiting for complex and senior-level positions. Strong understanding of global labor markets and international hiring practices. Excellent communication and in…
工作职责
1. Work closely with business in order to deeply understand teams’ organization structure, responsibilities, strengths/weaknesses and key business drivers. Utilize this information to develop the most effective recruiting strategies. 2. Capable to build and maintain network of potential candidates through proactive market research and on-going relationship management, gauging chemistry of candidates for fit and motivation rather than simply sell a role. Meanwhile, manage to ensure all necessary sourcing channels are quickly built up and sufficiently utilized. 3. Use a sound recruiting process to effectively scale the business, including guidance on job descriptions, levels, selection process & criteria, closing and onboarding. 4. Have an active participation in the full cycle of recruitment efforts, including emphasis on the ability of assessment skills to help screening, evaluating candidates and ensuring the highest bar. 5. Lead the hiring calibration and decision making process, while being in charge of the offer proposal and negotiation process. 6. Have the data acumen. Being able to dive deep the recruiting process as needed to identify the issues ahead and diagnose the root causes effectively. 7. Emphasis on continuous improvement, as such it is expected that you will spend time to ensure ongoing education/enablement towards hiring managers and interviewers on recruitment “best practice”, to uplift the recruiting skills in the organization wise. 8. Join or lead cross-team recruiting/HR projects as needed.
• Partner with People Partners and leaders to understand future talent and capability needs. • Lead succession planning for critical roles, including successor identification, readiness assessments, and development planning. • Build and maintain talent pipelines for key and feeder roles across the organisation. • Identify capability gaps and translate them into clear development priorities at both individual and organisational level. • Design, implement, and evaluate learning roadmaps that sequence development over time, connecting capability gaps to milestones and measuring progress against them. • Design and deliver targeted talent and leadership development initiatives — and where needed, commission and manage external vendors or programme designers to build organisation-specific solutions that fall outside the scope of Central L&D. • Build talent and capability plans that connect succession, development, performance, and learning. • Partner with Talent Management specialists and People Partners to evolve talent practices and frameworks. • Partner with Central L&D and Craft Delivery to ensure development solutions are well designed and effectively delivered. • Support talent reviews and help leaders make informed decisions about development, mobility, and succession. • Use data and AI tools to improve how we identify, develop, and grow talent. • Contribute to a culture of learning, feedback, and continuous improvement.
1.负责人才发展项目的策划、设计和实施; 2.进行人才需求分析，设计相应的发展解决方案; 3.开发和设计人才发展课程和项目; 4.评估人才发展项目的效果，并进行持续优化; 5.为业务部门提供人才发展相关的咨询和支持。
Ant International, to be the most innovative and trusted digital partner to bring inclusive growth to all. With headquarters in Singapore and main operations across Asia, Europe, the Middle East and Latin America, Ant International is a leading global digital payment, digitization and financial technology provider focused on enabling inclusive growth through continuous innovation and extensive collaboration. We are looking for a talent development senior specialist for our Global HR team. Your key responsibilities are 1. Understand the business and organization strategies, define the talent challenges and apply to talent program’s design. 2. Responsible for global talent programs design and delivery, such as global leadership develop, professional skills develop and others. Measure the effectiveness and optimize the program design. 3. Develop, cultivate and awards internal trainers. 4. Develop external talent agencies and co-create with agency on program and content design.
1.培训体系搭建与优化：根据部门技术发展目标，设计并完善半导体制造相关技术培训体系，制定年度/季度培训计划； 2.技术能力评估与分析：建立员工技术能力评估机制，评估员工能力水平，分析能力短板，为培训方向提供数据支持； 3.数智化培训推进：结合AI应用，探索并推进数智化培训模式，支持员工技术能力提升与职业发展； 4.人才发展项目规划与落地：根据部门战略和人才需求，设计人才发展项目方案； 5.培训实施与管理：组织开展各类技术培训活动，负责培训全流程协调。