常州外企名单
Job Responsibilities: 主要工作职责 -协助招聘经理与相关部门沟通协调制定并执行年度招聘计划-直接负责指定职位的招聘并及时报告招聘状况-直接负责公司内部人才库的建立与维护-负责候选人面试等相关工作的安排-维护并不断开拓各种招聘渠道包括猎头及网络招聘等-相关人力资源政策的监督执行，维护与改善-人力资源相关模块的维护-其他上级安排的工作 Job Responsibilities: 主要工作职责 -大型外资企业1~2年直接间接员工招聘工作经验-有组织与人员调整实践经验，熟悉国家劳动法及相关条例，具有现代人力资源管理理念；熟悉外资企业招聘流程及各种招聘渠道-精通MS Office办公软件-英语读写良好-性格外向，沟通能力强-有人力资源管理师或人力资源助理管理师职称者优先-良好的人品
1. Ressourcing/Recruitment:
Confirm the need and produce the job description with the line manager
Conduct interview with line managers for the predefined candidates
Decide the level of package (salary, bunus, car etc in accordance with local policy set by SS)
For blue collar, run full recruitment process at local level
2. Ressourcing/International mobility:
Match the right people to the job
Ensure induction program is arranged by the manager
Validate the costs
3. Ressourcing/Marco polo:
Identify recruitment needs with line managers (to receive back in 2 years)
Identify host positions with line managers (to host for 2 years)
Ensure continuous follow up and contact while recruits are in their host countries
Ensure timely identification of return position and timing
Manage returns to home entity with line managers in qualitative HR management, but not administrative
University liaison in co-ordination with Shared Services
4. Ressourcing/Internships:
Ensure meaningful placement with formal plan
Manage the placement/matching process
5. Ressourcing/Headcount reporting:
Notify Shared Services of any changes
6. Reward/Payroll:
Notify Shared Services of any changes
7. Reward/Pension:
Plan migration to core scheme
8. Reward/Insurance, health care, well being:
Ensure policy is applied
9. Reward/Car policy:
Ensure policy is applied
10. Reward/Time and attendance:
Ensure system is respected - Local management for blue collars
11. Reward/Anniversary recognition:
Ensure consistency
12. Reward/Annual remuneration review:
Work with line managers to apply the policy and ensure consistency of approach Ensure the right implementation of salary directives and fair retribution of individual performance
13. Reward/Job sizing:
Evaluate jobs according to the selected method
14. Reward/Bonus:
Ensure policy is applied and adapted as necessary
Support and challenge line managers in their evaluation of personal objectives
15. Reward/WESOP:
Communicate the benefits of the offer working with Shared Services, to ensure maximum participation
of the employees
16. Development/Induction program:
Ensure entity part of the program
17. Development/Executive development:
Propose delegates for Schneider university programs to EOD
Identify development action with line managers
Ensure effective follow up
18. Development/360 leadership feedback:
Train line managers on the principles
Decide on timing and manage the project
Give support to line managers to understand their report and make appropriate improvement action plans
19. Development/Training:
Produce training plans
Identify training needs together with line management
Ensure traing records are maintained (via Shared Services or by self service)
20. Development/Coaching:
Provide informal coaching to line managers
Arrange external coaching for managers as necessary
21. Development/Competency Master Plan:
Work with management team to ensure the Competency Master Plan is aligned with the strategic plan
Ensure the data for the tool are up to date and validated
22. Development/Individual Competence Reviews:
Ensure line managers have the skills to conduct the reviews and complete for each individual
at least every 3 years
23. Development/Annual appraisals:
Ensure line managers have the skills to conduct the annual appraisal & to use the PeopleSoft tool Ensure line managers complete the annual campaign by the deadline
24. Development/People Review:
Manage the People Review process down to the lowest most appropriate level
Ensure individual development actions are followed through
Ensure information is exchanged between entities as appropriate ie between ISC, IOE, Countries
25. Internal Comm/Managerial Communication:
Ensure line managers consider the internal communication aspects of each action they take
Provide support, tools and planning & coaching to managers
Ensure a communication plan exists, is implemented and adapted as necessary
Ensure cascade of corporate, EOD or national communication
26. Internal Comm/People Scope:
Run the survey in area of responsibility
Ensure line managers take ownership of the project by communicating reasons for it, results
and action plans for improvement
27. Internal Comm/Company program, Trophy campaign:
Encourage teams to submit entries
Ensure line managers promote the initiative
28. Internal Comm/Employee handbook, HR Intranet site:
Give input and feedback to Shared Services
Participate in working groups to update as necessary
Sell concept of one site per country to line managers
29. Social Responsibility/Health & Safety:
Ensure line managers take this responsibility seriously
Ensure continual reduction in number of days lost in area of responsibility through appropriate action plans
Provide local information to Shared Service Center
30. Social Responsibilty/Luli:
Ensure entities support the program
Co-ordinate with other Business Partners and Shared Services in country to pool ressources and achieve
maximum impact
Report results to corporate
31. Social Responsibility/Social & legal:
Ensure relationships with social partners are managed in accordance with guidelines from Shared Services -Is responsible for local negotiations and agreements and politics
Ensure communication protocols are respected, e.g. informing social partners of major business decisions
(including European Works Council)
32. Social Responsibilty/HR Management Report:
Ensure systems are in place to collect relevant data throughout the year
Negotiate with Shared Services if support required
33. Social Responsibilty/Social and legal (leavers):
Coach line managers in managing situation in a sensitive but clear manner
Ensure local legislation is respected - Handle the individual departures
In cases of collective terminations, ensure social partners are informed as necessary
34. Information Systems/Support:
Inform new comers and new managers about how to use how to access - frequent asked functionality
& usage support