HR Director

The HR Director will lead the design and implementation of performance management systems (OKR, KPI, BSC) aligned with business strategy, establishing differentiated metrics for various departments. This role involves driving annual performance cycles, including goal setting, coaching, and evaluations. Key responsibilities also include developing talent, building competency models, and managing compensation strategies, including annual adjustments and incentive plans. The director will also contribute to organizational optimization and fostering a high-performance culture.

Must Have

• Bachelor's degree or above in Human Resource Management, Psychology, or Business Management.
• 8+ years of HR experience, with at least 5 years focused on performance management.
• Proven success in independently building or thoroughly restructuring company performance systems.
• HRM or HRBP management experience in medium to large enterprises.
• Proficient in various performance management tools: deep understanding and practical experience with OKR, KPI, BSC, 360-degree feedback.
• Strong systematic thinking and solution design ability, capable of writing professional and rigorous performance plans and management systems.
• Excellent communication and influence, with strong upward management, cross-departmental communication, and persuasion skills to effectively drive change.

Good to Have

• Industry background in agriculture, chemical, biotechnology, or manufacturing.
• Experience handling performance plans for different groups such as sales teams and R&D teams.
• Certifications such as HR Manager, PMP, or GPHR.

Job Responsibilities

1. Deeply understand the company's business strategy, lead the design, optimization, and implementation of performance management systems (such as OKR, KPI, BSC) that are closely linked to the company's strategy.

2. Establish and improve differentiated performance indicator libraries and evaluation standards applicable to different sequences such as R&D, sales, production, and functions.

3. Formulate and continuously iterate performance management policies, processes, and tools to ensure their fairness, effectiveness, and operability.

4. Be fully responsible for promoting and implementing the company's annual and quarterly performance management cycles, including goal setting (PBC), process tracking, performance coaching, mid-term review, year-end evaluation and calibration, and performance feedback interviews.

5. Assist the HR Director in providing training and empowerment on performance management processes, tools, and methods, enhancing all employees' awareness and capabilities in performance management, and designing and implementing linkage mechanisms for high-potential talent assessment, talent pipeline construction, and performance results.

6. Build competency and capability models for key positions, design and implement leadership and core talent development programs. Establish employee career development paths and organize the implementation of key training programs to enhance overall organizational capabilities.

7. Responsible for compensation strategy planning, structure design, and annual salary adjustments, and organize market salary surveys. Design and manage short-term and long-term incentive plans to enhance external competitiveness and internal fairness of compensation.

8. Assist in organizational structure optimization, diagnose and improve organizational efficiency. Promote corporate culture construction and create a high-performance, high-engagement organizational atmosphere.

Requirements

1. Bachelor's degree or above from a recognized institution, in Human Resource Management, Psychology, Business Management, or related fields. 8+ years of human resource work experience, including at least 5 years of practical experience focused on performance management, with successful cases of independently building or thoroughly restructuring a company's performance system.

2. HRM or HRBP management experience in medium to large enterprises.

3. Proficient in various performance management tools: deep understanding and practical application experience with OKR, KPI, BSC, 360-degree feedback, able to flexibly select and integrate according to business characteristics.

4. Possess strong systematic thinking and solution design capabilities: able to write professional and rigorous performance plans and management systems. Possess excellent communication and influence, with outstanding upward management, cross-departmental communication, and persuasion skills, capable of effectively driving change implementation.

5. Industry background in agriculture, chemical, biotechnology, manufacturing, etc., is preferred. Experience in handling performance plans for different groups such as sales teams and R&D teams is preferred. Holding relevant certifications such as HR Manager, PMP, GPHR is preferred.