HRBP

Regional HR Business Support: Assume full responsibility for all HRBP functions in the US region. Align HR strategies with business objectives; oversee team building, organizational optimization, talent retention, and workforce efficiency to support stable local business growth.

Local Employment Compliance: Maintain in-depth knowledge of US federal and state labor, tax, and benefits regulations. Manage the full employee lifecycle (onboarding/offboarding, payroll, contracts, leave); identify employment risks and resolve labor disputes to ensure full compliance.

Local Talent Acquisition: Lead recruitment for core and mid-to-senior level roles in the US. Leverage local channels and executive search resources to manage the end-to-end hiring process—including sourcing, interviewing, salary negotiation, and onboarding—ensuring staffing targets are met.

Employee Relations & Culture Building: Manage local employee relations throughout the employment lifecycle. Implement performance management, training, and talent pipeline development; establish incentive and retention mechanisms tailored to the local workplace culture to enhance team stability and cohesion.

HR Data & Cross-Regional Collaboration: Analyze key metrics such as labor costs, turnover rates, and recruitment efficiency. Optimize HR and compensation policies; coordinate with the domestic headquarters to ensure seamless collaboration between overseas and domestic HR operations.

Complete other duties as assigned by direct supervisor

Extensive Overseas HR Experience: 4+ years of HRBP experience, including at least 2 years in HR management for US-based operations or Chinese enterprises expanding internationally. Familiarity with overseas team management; experience in cross-border technology, trade, or manufacturing sectors is preferred.

Expertise in US Employment Compliance: Thorough understanding of US state labor laws, social security, and tax compliance requirements. Capable of independent compliance management, risk assessment, and labor dispute resolution; well-versed in the differences between Chinese and US HR systems.

Independent End-to-End Management Capability: Ability to independently manage all HR functions for the US region. Proficient in local recruitment, performance management, employee relations, and cost control; capable of rapidly resolving unexpected HR issues in an overseas environment.

Bilingual & Cross-Cultural Competence: Fluent in Chinese and English; able to communicate independently with local employees and external partners. Deep understanding of US workplace culture, with excellent skills in cross-cultural communication, negotiation, and conflict resolution.

Excellent overall competence: Possesses a business mindset and adaptability to the pace of overseas work; demonstrates strong resilience under pressure; excels in strategic planning, data analysis, and multitasking; and exhibits high professional standards and a strong sense of responsibility.