JD

Provide focused, business-minded HR leadership to the global business and is part of its success by translating business vision and strategy into an executable people strategy.

Lead and implement company's strategy to recruit, retain and develop talent and seek to develop an employee-oriented, high performance culture that emphasizes excellence and collaboration. Responsible for leading and managing the entire employee-life cycle, and the development of new people-related systems, processes and metrics that support the achievement of the company's business goals and strategic objectives and in line with company's management philosophy.

Responsible for establishing policies and best practices for the company, adminstering benefits and supervising the HR and Recruitment team. The HR director will also be responsible for performance management and personnel compliance with full-time headquarters staff and overseas employees, and advising country offices around the world

Establish credibility throughout the organisation and sets an example as a proactive leader who earns respect by demonstrating a sound understanding of business objectives and goals.

Work collaboratively with exceutive management, line managers and HR team to build a culture of excellence and innovation. In collaboration with CEO facilitate organizaitonal structure/design discussions and lead the roll out of company's management philosophy.

Manage employee relations issues for headquarters and international staff, including coordinating and engaging with field office based HR staff. In conjunction with legal counsel ensure compliance with U.S. and international labor laws, supporting audits as necessary;

Provide tools and guidelines to support and implement policies and procedures, domestic and international employment agreements, development of HRIS, field office employee manuals, benefit summaries and compensation guidelines; Maintain a high-quality central HR function, including appropriate technology, systems and tools, including the use of metrics and people data to inform key decisions;

Manage the recruiting, selection process, and on-boarding processes. Work with management to ensure the selection of the right candidates for all positions;

In consultation with the legal counsel, resolve complex employee relations issues (such as harassment and discrimination allegations) in a balanced, fair and objective manner, using appropriate counseling, investigative, intervention and mediation techniques.

Lead development and execution of employee engagement and retention strategies, plans, and initiatives including the design and implementation of a training, mentoring and professional development and succession plans;

Manage the performance management process and facilitate improvement of performance management systems and training for domestic and international staff;

Manage compensation and benefits administration, including 401(K);

Manage employee welfare, wellness and health programs for domestic and tcn/expatriate staff, domestic employee safety and provide guidance and support to the country offices’ welfare, wellness and health programs;

Manage small HR and recruitment team globally and provide functional leadership to international staff with HR responsibilities;

Other HR related tasks and initiatives as may be assigned from time to time.

Qualifications

At least 10+ years of experience in progressive leadership HR roles in international development industry, 5+ management experience required, manufacturing experience will be preferred but is not a must

Proven track record of delivering high performance across geographies and cultures

Ability to work with cross functional leaders at manufacturing site as well as being a strategic partner to global and regional leaders

Deep and broad understanding of employment law, recruitment and selection, employee relations, compensation, and benefits;

Demonstrated ability to think creatively and collaboratively about staff development and training;

Experience selecting, implementing and institutionalizing HR IT systems;

Ability to influence and build credibility at all levels and establish collaborative working relationships;

Proven ability to operate in a fast-paced, complex, decentralized and geographically diverse organizational structure;

Ability to determine and ensure compliance with all countries, state, and local laws and regulations;

Strong strategic and problem solving skills;

Excellent networking and interpersonal skills as well as strong organizational skills and initiative;

Exposure to interviewing techniques, knowledge of personnel policy and procedure and USA，German and Singapore laws regarding employment;

Proficient computer skills – especially Microsoft Suite of applications (Word, PowerPoint, Excel) and HRIS/HRM systems;

Fluency in oral and written English communication skills required.