人力副总裁（HRVP）

职位描述

一、岗位职责

1. 集团人力战略与组织顶层治理

深度对接集团董事会、经营层中长期战略，全面统筹集团人力资源整体战略布局、顶层制度设计与三年滚动规划制定。主导集团组织变革、全域组织架构升级、集团化管控模式搭建，统筹顶层组织诊断、战略人才盘点与组织效能复盘，前瞻性优化组织机制、治理模式与管控体系，全面支撑集团全球化、规模化、资本化高质量发展战略落地。

2. 全域组织与人才梯队战略建设

搭建集团全球化战略人才体系与核心人才梯队护城河，主导集团人才Mapping、继任者计划、核心骨干保留与长效补给机制建设。统筹全国及海外多基地、多业态、跨区域人才体系标准化建设，统一集团高端人才引进、储备、发展标准体系，搭建覆盖管理、技术、业务、技能的全域人才梯队，保障集团高速扩张与长期战略的人才供给安全。

3. 顶层激励与全域薪酬绩效体系迭代

全面负责集团薪酬、绩效、福利、股权激励、合伙人机制等中长期激励体系的顶层设计与全域落地迭代。结合集团多业态、全球化、上市平台经营诉求，搭建兼具市场竞争力、内部公平性、经营导向性的差异化激励体系，通过机制创新驱动组织提效、产能升级、利润增长、人效优化，承接集团年度经营目标与长期价值增长。

4. 干部治理与高端人才发展体系

主导集团高管、中层管理干部、核心技术人才的全生命周期治理体系建设，搭建集团干部选育管用、考评、晋升、轮岗、退出的闭环管理机制。构建集团分层分类、战略导向的高管培育体系、领导力发展体系与职业发展通道体系，完善任职资格与人才评级体系，打造可持续迭代的集团核心干部与高端人才底盘。

5. 全球化人力合规与经营风险管控

统筹集团海内外全域人力资源合规体系建设与风控治理，主导跨境用工、跨国劳资关系、海外属地用工政策、劳动风险预判与闭环管控。搭建集团标准化、体系化的人力风险预警机制，统筹重大劳资纠纷、用工风险、合规漏洞治理，保障集团多区域、全球化经营的人力合规与组织稳定，为业务全球化布局提供坚实风控保障。

6. 人力经营管控与战略经营赋能

搭建集团人力经营管控体系，统筹集团整体人力预算、人力结构、人力成本、组织人效的顶层管控与动态复盘。基于经营数据输出人力战略分析、组织效能诊断、成本优化、结构升级方案，联动业务端推进精益化人力配置、降本增效、组织提质，深度参与集团经营决策、战略研判、业态升级，实现人力资源从职能支撑向经营赋能转型。

7. 集团HR体系建设与数字化战略升级

统筹集团全球人力资源体系标准化、流程化、数字化、智能化建设，主导集团HR数字化平台战略迭代、全域流程变革与体系统一。搭建集团总部及各子公司、海外板块HR团队组织体系，统筹HR团队能力建设、梯队培育、专业赋能与绩效考核，打造高水平、专业化、战略型集团人力资源管理团队。

8. 企业文化战略与全球化组织生态建设

主导集团企业文化顶层战略设计、价值体系重塑与全域落地推广，构建适配全球化、多业态、高速发展的企业文化治理体系。统筹集团文化建设、品牌势能打造、员工生态营建与组织氛围升级，落地高端人才关怀、核心人才保留、荣誉激励、文化传承等专项工作，打造高凝聚力、高执行力、高活力的全球化组织生态。

Job Responsibilities

1. HR Strategy & Organizational Governance

Deeply align with the medium and long-term strategy of the group’s board and management team, overall plan the group’s human resource strategy, top-level system design and three-year rolling planning. Lead organizational reform, global organizational structure upgrading and group management model construction. Take charge of top-level organizational diagnosis, strategic talent review and organizational effectiveness review, proactively optimize organizational mechanisms and governance systems, and support the implementation of the group’s globalization, scaling and capitalization high-quality development strategy.

2. Organization & Talent Echelon Construction

Build the group’s global strategic talent system and core talent echelon moat, lead talent mapping, successor plan, core talent retention and long-term supply mechanism construction. Standardize the talent system for multi-base, multi-business and cross-regional businesses at home and overseas, unify the standards for high-end talent recruitment, reserve and development, and build a full-coverage talent echelon for management, technology, business and skill positions to ensure sustainable talent supply for the group’s rapid expansion and long-term strategy.

3. Incentive & Performance System Optimization

Take full charge of the top-level design and global iteration of salary, performance, welfare, equity incentive and partnership mechanisms. Combined with the operational demands of the group’s multi-business, global and listed platform, build a differentiated incentive system with market competitiveness, internal fairness and business orientation. Drive organizational efficiency improvement, capacity upgrading, profit growth and human resource efficiency optimization through mechanism innovation to support annual business goals and long-term value growth.

4. Leadership & Senior Talent Development

Lead the full-life-cycle governance system construction for senior executives, middle managers and core technical talents. Build a closed-loop management mechanism for talent selection, cultivation, appointment, assessment, promotion, rotation and exit. Construct a hierarchical, categorized and strategy-oriented leadership development system and career path system, improve competency and talent grading systems, and build a sustainable core leadership and high-end talent reserve.

5. Global HR Compliance & Risk Control

Oversee the construction of global HR compliance and risk control system for domestic and overseas businesses. Lead cross-border employment management, international labor relations, local overseas employment policy implementation and labor risk early warning & closed-loop management. Establish standardized HR risk early-warning mechanisms, manage major labor disputes and compliance loopholes, ensure HR compliance and organizational stability for global operations, and provide solid risk control support for global business layout.

6. HR Operation & Business Empowerment

Build the group’s HR operation management system, oversee the top-level management and dynamic review of overall HR budget, staffing structure, labor cost and organizational efficiency. Output strategic HR analysis, organizational effectiveness diagnosis, cost optimization and structure upgrading plans based on operational data, cooperate with business teams to realize lean staffing, cost reduction and efficiency improvement. Deeply participate in group business decision-making, strategic judgment and business upgrading, and realize the transformation of HR from functional support to business empowerment.

7. HR System Construction & Digital Transformation

Oversee the standardization, process optimization, digitalization and intelligent upgrading of the group’s global HR system. Lead the strategic iteration of HR digital platforms, global process reform and system unification. Build the HR organizational system for group headquarters, subsidiaries and overseas branches, take charge of HR team capacity building, talent cultivation, professional empowerment and performance management, and build a high-level, professional and strategic HR management team.

8. Corporate Culture & Organizational Ecology

Lead the top-level strategic design, value system reshaping and global promotion of corporate culture, build a corporate culture governance system adapted to globalization, multi-business and rapid development. Oversee culture construction, brand building, organizational atmosphere optimization and employee ecology construction, implement high-end talent care, core talent retention, honor incentive and culture inheritance projects, and build a highly cohesive, executive and dynamic global organizational ecology.

任职要求

二、任职要求

1. 学历背景：985/211院校硕士及以上学历，人力资源、工商管理、企业管理等经管相关专业，具备顶级的战略人力思维、商业经营思维与全局统筹视野。

2. 从业经验：12年以上大型上市集团全域人力资源高管经验，8年以上工业自动化、光电精密制造、高端装备制造行业HRVP/集团人力一号位操盘经验。具备多基地、跨区域、多业态、全球化集团人力体系从0到1搭建、迭代升级与全域落地的完整实战经验。

3. 专业能力：精通集团人力战略规划、大型组织变革、全球化人力体系搭建、高管干部治理、高端人才梯队建设、中长期股权激励与合伙人机制设计。熟练掌握集团人力成本管控、组织人效突破、海内外用工合规、人力资源数字化战略转型、企业文化顶层搭建等全模块高阶能力。

4. 综合素养：具备高端制造、光电行业深度业务认知与高阶战略研判能力，深谙规模化集团组织发展与经营规律。具备极强的战略落地、变革推动、跨板块统筹、复杂问题攻坚、高层对接与资源整合能力，逻辑缜密、数据敏锐、经营视角突出。

5. 优先条件：具备头部高端制造企业规模化扩产、集团组织升级、全球化人力体系搭建、大型数字化转型、全域合规升级标杆项目全盘操盘经验；具备成熟海外业务人力统筹经验，可熟练使用英文办公、海外商务对接者优先。

Job Requirements

1. Education Background: Master’s degree or above from 985/211 universities, major in Human Resources, Business Administration or related management disciplines, with top-level strategic HR thinking, business operation awareness and overall planning vision.

2. Work Experience: More than 12 years of senior HR management experience in large listed groups, more than 8 years of HRVP or chief HR management experience in industrial automation, optoelectronic precision manufacturing and high-end equipment manufacturing industries. Proven experience in building and iterating global HR systems from scratch for multi-base, cross-regional and multi-business groups.

3. Professional Competencies: Proficient in group HR strategic planning, large-scale organizational reform, global HR system construction, senior leadership governance, high-end talent echelon construction, long-term equity incentive and partnership mechanism design. Master full-scenario senior capabilities including group labor cost control, organizational efficiency improvement, domestic and overseas employment compliance, HR digital strategic transformation and top-level corporate culture construction.

4. Comprehensive Literacy: In-depth business cognition and high-level strategic judgment in high-end manufacturing and optoelectronic industries, with a thorough understanding of organizational development and operational rules of large-scale groups. Excellent capabilities in strategy implementation, reform promotion, cross-department overall planning, complex problem solving, senior-level communication and resource integration, with rigorous logic and strong data sensitivity and business perspective.

5. Preferred Qualifications: Proven full-cycle project management experience in large-scale capacity expansion, group organizational upgrading, global HR system construction, large-scale digital transformation and global compliance upgrading in leading high-end manufacturing enterprises. Priority given to candidates with mature overseas HR management experience and proficient English skills for daily office and overseas business docking.