Job Title

HR Director

Location

Shanghai

Report to

Managing Director

Manages (functions/people)

•Overall HR strategy

•Compensation & Benefits

•Performance management

•Training & development

•Recruiting

•”HR Marketing”

•Regional HR teams

Top 3 success drivers

•       As a member of the Executive Committee, participate in the development of Company goals and strategies, contributing HR considerations and deriving HR direction

•       Champion a performance oriented, fair and rewarding culture, with the HR team providing connections and tools for consensus and development

•       Leverage deep knowledge of regulatory & labor market environment to strengthen position as preferred employer in our industry

Synopsis

²  Being the best company to work for is part of the reason-for-being of the company. Having great people and culture is also good business: our employees’ engagement becomes part of customer experiences in a very immediate way.

²  The HR Director will align the various instruments of the HR functional portfolio with the goals of the Company, and will ensure that Company direction and strategies take into account the abilities and needs of the organization.

²  The HR Director builds the insights, strategies and processes to strengthen the culture and objectives of the Company. Making the Company an employer of choice; helping to select the right people to join; ensuring each employee is engaged in a performance building process on a regular basis; leveraging and expanding our training & development resources; creating easy access to identification and appreciation of culture and successes; giving performers good reasons to stay and grow.

Deliverables

•       Ensure recruiting, development and retention of appropriate number and quality of employees

•       Expand our professional HR team, national and regional

•       Enhance Company’s reputation as leading employer in our industry

Skill Requirements: a. Technical skills

•       All-round Human Resources management skills

•       In-depth HR market & regulatory knowledge

•       Financial management

Skill Requirements: b. Personal skills

•       Integrity

•       Results driven, strong sense of accountability

•       Long-term thinking and planning

•       Communication and building relationships

Scope and Responsibilities

Ø  Corporate/National

HR Leadership

·         Engaged in Executive Committee:

ü  Comprehensive understanding of business & company destination, strategies, key initiatives

ü  Provide HR perspective on all questions related to direction leadership of the company; a trusted advisor

·         Exemplify the culture of the company, true leadership by example

·         Long-term picture of organizational development, informed by intimate familiarity with company needs and key people incl. upcoming talent

·         Ensure the company is following through on commitments – large and small – to our people

·         Holistic understanding of the HR environment, anticipation of coming evolution

·         Build the company employer brand

C&B

·         Market knowledge – F&B industry, other industries competing for people

·         Labor law, up-to-date on latest developments and implications

·         Determine compensation principles, bandwidths; engage regions in development and implementation

·         Implement and maintain integrated HR Information System: payroll, talents/skill tracking, analytics etc.

Performance management

·         In close cooperation with the operations management team, ensure that the Quarterly Performance Review process is conducted in a meaningful way, with follow up actions taken

·         Developing employee segmentation with development paths aligned with potential; career planning, development plans & candidate/position matching

·         Manage performance based compensation components

Training & Development

·        Curriculum: define, develop, demonstrate, roll-out

·         Select and train regional trainers, follow-up on implementation and results

·         Training Community: create “training pride”, to include part-time/in-store trainers (master trainers, QTs etc.)

·         Lead restaurant opening teams

·         Strong involvement in culture-building initiatives: annual GM conference

Management Recruiting, Development of Recruiting Channels

·         Develop recruiting channels leveraging the company employer brand

ü  University/college/vocational school network

ü  Overseas channels for returnees, international talent

·         Functional managers and professionals for national and regional offices

·         Pre-recruiting of people from cities targeted for restaurant expansion

“HR Marketing”

·         Internal communication & events

·         Top Employer and other employer brand initiatives

Reporting

·         Define standard reporting and analysis, ensure disciplined execution

·         Ad hoc management reporting

Ø  Regional HR – East/North

HR leadership

·         Anticipate expansion and replacement

·         Plan hiring, training, and admin implications (numbers, sources, quality) Understanding of conditions in each restaurant, CK, office in Region, through contacts at all levels of the organization

·         Ensure quarterly reviews and training plans are valued and implemented, and promises to employees are kept

·         Internal marketing, sharing news and developments, celebrating successes together as the family

·         Overall training plan

·         Regional employer branding

C&B

·         Regional market knowledge – F&B industry, other industries competing for people

·         Region/city labor law, up-to-date on latest developments and implications

·         Contribute to development of company C&B principles, develop regional/city pay ranges, ensure implementation

·         Manage payroll process

Recruiting

·         Regional market knowledge – F&B industry, other industries competing for people

·         Close cooperation with restaurant management teams; ensure that recruiting is understood as teamwork, not as sole responsibility of the HR team

·         Establish multiple recruiting channels for FT and PT (colleges, schools)

·         Leverage employer brand for employer-of-choice image with people in the F&B industry

Training & Development

·         Regional T&D plan, including programs, trainers, facilities

·         Manage process of trainee selection, training, results measurement; engrain the business unit manager’s accountability for follow up

·        Training Community: create “training pride”, to include part-time/in-store trainers (master trainers, QTs etc.)

·         Engage in career planning, development plans & candidate/position matching; leverage and update the talent/skill database in HR-IS

Administration

·         Personnel files

·         Filings w/ relevant authorities

·         Health insurance plans

Ø  Establish regional HR for South China