人力资源总监HRD（南昌）

人力资源战略与组织管理 承接集团人力战略，制定江西子公司年度落地计划并督导执行。搭建完善组织架构、定岗定编、岗位胜任力与岗位价值评估体系，组织年度人才盘点，推进组织优化与效能提升，支撑公司经营发展；

规模化招聘与人力供应链管理 优化招聘流程与人才供应链体系，整合多渠道资源，保障各层级人才按需补给。对招聘及时率，优秀率、留存率负责，提升业务满意度，规范第三方用工合规管理；

薪酬绩效体系搭建与落地 负责薪酬绩效体系的设计、落地与迭代优化，定期评审制度、优化激励机制，以薪酬绩效杠杆驱动业务提效、产能提升，保障内部公平与外部竞争力。

人才培养与梯队建设 结合业务发展痛点，制定年度及专项培训计划，落地业务赋能培训。完善培训体系与执行流程，跟踪培训落地与效果复盘。搭建员工职业发展通道，指导职业生涯规划，夯实人才梯队建设，提升整体人才质量；

员工关系与用工合规风控 深度对接各业务部门，精准匹配业务人力、组织、绩效需求，全程参与业务人才管理与组织优化，做好HRBP深度支撑。完善人力管理制度，规范员工全流程管理，提升员工敬业度，严控用工合规风险；

人力成本管控与效能优化 复盘分析人力成本数据，严控间接人力成本占比，提升直接人力产出效能。输出数据诊断报告，为业务优化、人员调配、产能调整提供数据支撑，人力成本价值最大化。

团队管理与体系数字化建设 统筹人力资源团队日常运营、人员管理与绩效考核，搭建标准化、数字化人力运营体系。承接总经理交办各项工作，高效推进落地，保障人力中心高效有序运转。

企业文化与团队氛围建设 统筹企业文化建设落地，持续迭代管理制度，策划员工关怀、评优、团建等文化活动。提升员工敬业度与归属感，打造积极稳定、高效协同的团队氛围。 Job Responsibilities

Human Resource Strategy & Organization Management Align with the Group’s human resource strategy, formulate and supervise the implementation of annual execution plans for the Jiangsu‑based subsidiary. Establish and refine organizational structure, post setting & staffing, post competency and job‑evaluation systems. Lead annual talent reviews, drive organizational optimization and efficiency improvement to support business growth.

Large‑scale Recruitment & Human Capital Supply Chain Management Optimize recruitment workflows and talent supply‑chain systems, integrate multi‑channel resources to ensure timely talent supply at all levels. Take accountability for recruitment timeliness, quality and retention rate, and improve business‑unit satisfaction. Standardize compliance management for third‑party labor.

Compensation & Performance System Design and Implementation Lead the design, roll‑out and iterative optimization of compensation and performance management systems. Conduct regular policy reviews and refine incentive mechanisms to boost operational and production efficiency via compensation‑performance levers, while ensuring internal equity and external market competitiveness.

Talent Development & Talent Pipeline Building Develop annual and ad‑hoc training programs based on business pain points, and deliver business‑oriented enablement training. Improve training frameworks and execution workflows, and conduct follow‑up and effectiveness reviews. Establish employee career development paths, support career‑planning guidance, strengthen talent pipelines and upgrade overall workforce capability.

Employee Relations & Employment Compliance Risk Control Maintain close alignment with business departments to address their HR, organizational and performance requirements. Provide in‑depth HRBP support throughout talent management and organizational transformation initiatives. Improve HR policies, standardize full‑lifecycle employee management, enhance employee engagement, and strictly mitigate employment‑related compliance risks.

HR Cost Control & Efficiency Improvement Analyze HR cost metrics, keep indirect labor cost ratio under control, and enhance output efficiency of direct labor. Deliver data‑driven diagnostic reports to support business optimization, manpower reallocation and production adjustment, so as to maximize the return on human capital investment.

Team Management & HR Digital System Development Oversee daily operations, personnel administration and performance appraisal of the HR team. Build standardized and digitalized HR operation systems. Undertake and efficiently deliver ad‑hoc tasks assigned by the General Manager to ensure smooth operation of the Human Resource Center.

Corporate Culture & Team Engagement Oversee corporate‑culture initiatives, continuously update management policies, and organize employee‑care programs, recognition events and team‑building activities. Improve employee engagement and sense of belonging, and foster a stable, high‑performing and collaborative working environment.

211本科及以上学历，人力资源、企业管理类相关专业；

10年以上大型制造业人力资源管理经验，3年以上HRD工作经验，精通人力资源全模块，擅长规模化用工管理、人力成本管控、绩效体系搭建、用工风控及人才梯队搭建；

劳动法规及地方用工政策，风险预判与处置能力强，可保障厂区零重大用工事故；

具备人力资源三支柱业务模型实操经验优先；

拥有优秀的团队统筹、跨部门协同能力，成本管控与数据分析能力，责任心强，具备良好的问题复盘优化能力与职业素养。 Job Requirements

Bachelor’s degree or above from a Project 211 university, majoring in Human Resources, Business Administration or related disciplines.

Minimum 10‑year human‑resource management experience in large‑scale manufacturing, with at least 3‑year working experience as HR Director. Solid expertise across full HR functions, with proven capabilities in large‑workforce administration, HR cost control, performance‑system setup, employment risk governance and talent‑pipeline development.

Proficient in labor laws and local employment regulations. Strong risk identification and resolution capabilities to ensure zero major employment incidents at manufacturing sites.

Practical hands‑on experience with the HR Three‑Pillar model is preferred.

Excellent team leadership and cross‑functional collaboration skills, competent in cost control and data analysis. Strong sense of responsibility, good capability for problem review & continuous improvement, and high professional ethics.