薪酬绩效总监

职位描述

一、岗位职责

1. 薪酬激励体系顶层设计与全域迭代

统筹集团薪酬激励体系顶层设计迭代升级，适配集团战略发展与人才梯队建设需求，夯实核心人才储备与组织人才竞争力。

2. 集团人力成本精益管控与经营赋能

统筹集团全域人力成本体系化管理与精益升级，搭建海内外一体化成本管控模型，适配集团经营发展与提质增效要求。通过预算管控、资源优化、人效提升等专项举措，实现人力成本精细化、可控化运营，为集团高质量经营发展提供专业支撑。

3. 绩效管理体系闭环建设与战略落地

统筹集团绩效管理体系闭环搭建与战略落地，承接集团整体经营战略，适配高端制造业态与多业态组织发展需求。建立全链路绩效管控与结果联动机制，持续激活组织内生动力，提升全域整体运营效能。

4. 全球化用工合规管理与区域机制适配

统筹集团全球化薪酬绩效合规体系建设与区域适配，统筹海内外用工、薪酬、税务全流程风控管理，适配跨区域、跨国界经营管理要求。建立标准化与差异化相结合的管控机制，保障集团人力运营合规稳健、高效有序。

5. 激励体系迭代升级与机制创新优化

统筹集团激励体系迭代升级与机制创新优化，依托先进管理理念匹配集团全球化战略布局，适配各业态业务发展与核心人才建设需求。持续完善多元化激励体系，构建支撑企业长期发展的稳健人才激励生态。

6. 薪酬绩效数字化建设与组织能力赋能

统筹集团薪酬绩效数字化体系建设与组织能力赋能，推进流程优化、数据治理与系统迭代升级，适配集团精细化、数字化管理发展需求。强化COE团队专业建设与业务赋能，持续提升组织人效与整体人力运营能力。

Job Responsibilities of Compensation & Performance Director

1. Top-level Design and Global Iteration of Salary and Incentive System

Lead the top-level design and global iterative upgrading of the group’s salary and incentive system. Closely align with the group’s overall strategic planning and talent echelon construction needs, continuously optimize the underlying logic and overall framework of salary incentives, consolidate the reserve of core talents, improve the group’s organizational talent competitiveness, and build a solid incentive system foundation for the long-term development of the enterprise.

2. Lean Management of Group Labor Costs and Business Empowerment

Oversee the systematic management and lean upgrading of the group’s overall labor costs, and build an integrated domestic and overseas labor cost management and control model to meet the group’s requirements for operational quality improvement and cost reduction & efficiency enhancement. Through annual budget management, human resource structure optimization, human efficiency improvement and other special measures, realize refined, standardized and controllable operation of labor costs, and fully empower the high-quality operational development of the group.

3. Closed-loop Construction and Strategic Implementation of Performance Management System

Take the lead in building and improving the group’s full closed-loop performance management system, undertake the group’s overall business strategic goals, and adapt to the organizational development model featuring high-end manufacturing and diversified businesses. Establish a full-link performance management mechanism covering goal decomposition, process supervision, assessment and evaluation, and result application, and build a linkage system between performance results, talent development, salary incentives and post adjustment. Continuously activate organizational endogenous motivation and improve the overall operational efficiency of the group.

4. Global Employment Compliance Management and Regional Mechanism Adaptation

Manage the construction and regional differentiated adaptation of the group’s global salary and performance compliance system, and take charge of the full-process risk control of domestic and foreign employment rules, salary payment and tax declaration to support the group’s cross-regional and transnational operational management. Establish a dual management mechanism integrating unified standardized control and flexible regional adaptation to avoid cross-border human resource operational risks and ensure the compliant, stable, efficient and orderly operation of the group’s human resource system.

5. Iterative Upgrading and Mechanism Innovation of Incentive System

Lead the iterative upgrading and mechanism innovation of the group’s talent incentive system. Benchmark advanced industry management concepts and models, fully align with the group’s global strategic layout, and adapt to the development pace of each business segment and the core demands for core talent retention, cultivation and activation. Continuously optimize and improve the diversified short-term, medium-term and long-term incentive systems, build a stable talent incentive ecosystem supporting the long-term development of the enterprise, and facilitate the stability and empowerment of the core talent echelon.

6. Digital Construction of Salary and Performance System and Organizational Capability Empowerment

Oversee the planning, construction and iterative upgrading of the group’s digital salary and performance system, focusing on management process optimization, data governance and system function improvement to meet the group’s needs for refined, digital and intelligent human resource management. Strengthen the capacity building of the COE professional team, provide in-depth professional, process and data empowerment for business departments, and continuously improve the group’s overall human efficiency and the professional and digital capability of human resource operation.

任职要求

二、任职要求

1. 教育背景：985/211硕士及以上学历，人力资源、工商管理等经管相关专业优先，具备体系化人力资源管理思维。

2. 从业经历：10年以上大型集团薪酬绩效全模块经验，5年以上高端制造、光电自动化行业集团高管管理经验。具备多基地、跨区域、全球化企业体系顶层设计与全域落地赋能经验，上市企业任职经历优先。

3. 专业能力：精通集团宽带薪酬、岗位价值评估、人力成本与工资总额精益管控。擅长多业态分层分类绩效与激励体系搭建，可承接战略拆解落地。熟悉国内用工合规及海外属地薪酬税务规则，具备全球化风控经验。具备薪酬绩效数字化升级、激励体系迭代、人效优化专项操盘能力。

4. 综合素质：具备战略思维与经营视角，深谙高端制造行业业务逻辑。拥有优秀的体系搭建、跨区域统筹、跨部门协同能力，逻辑严谨、数据敏感，适配集团精细化、数字化、全球化管理要求。

5. 优先条件：具备全球化上市制造集团背景；有中长期激励、数字化转型、组织人效变革、全域合规整改专项操盘经验；英语可支撑海外业务对接者优先。

II. Job Requirements

1. Educational Background

Master’s degree or above from 985/211 universities. Majors in Human Resource Management, Business Administration and other economics and management disciplines are preferred. Systematic strategic HR management mindset is required.

2. Professional Experience

Minimum 10 years of full-module compensation and performance management experience in large-scale group enterprises, including over 5 years of senior-level HR management experience in high-end manufacturing, optoelectronics and automation industries. Proven experience in top-level system design and cross-regional/global system implementation for multi-site groups; listed company experience is preferred.

3. Core Competencies

Expertise in broadband compensation system design, job evaluation, total payroll and labor cost lean control. Proficient in building multi-dimensional performance and incentive systems for diversified business lines and capable of driving strategic landing. Familiar with domestic labor compliance rules and overseas compensation & tax policies with solid global risk control experience. Experienced in compensation & performance digital transformation, incentive mechanism iteration and organizational efficiency improvement projects.

4. Comprehensive Qualities

Possess strategic vision and business acumen with deep understanding of high-end manufacturing business models. Strong capabilities in system construction, cross-region overall planning and cross-functional collaboration. Logical, rigorous and data-driven, capable of supporting the Group’s refined, digital and global management development.

5. Preferred Qualifications

Candidates with global listed manufacturing group background are highly preferred. Hands-on experience in long-term incentive design, HR digital transformation, organizational efficiency reform and global compliance optimization is a strong plus. Proficient English for overseas business communication is preferred.