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Duties & Responsibilities 1. Strategic Partnership: 1) Collaborate with senior leadership to understand business priorities and translate them into actionable HR strategies. 2) Provide data-driven insights to support workforce planning, talent acquisition, and development planning. 3) Drive organizational design initiatives to optimize efficiency in manufacturing operations. 2. Talent Management: 1) Lead end-to-end talent processes, including recruitment, onboarding, development, and retention of high-potential employees. 2) Partner with Learning & Development teams to design programs addressing technical and leadership skill gaps in production and engineering roles. 3) Manage performance management cycles, ensuring alignment with operational KPIs and business outcomes. 3. Employee Relations & Engagement: 1) Act as a trusted advisor to resolve complex employee relations issues, fostering a positive and inclusive workplace culture. 2) Address employee concerns on an ongoing basis. 3) Implement initiatives to improve employee satisfaction, safety, and productivity. 4. Employee Experience: 1) Design and optimize end-to-end employee journeys (e.g., onboarding, career growth, recognition) to align with manufacturing workforce needs. 2) Leverage data from engagement surveys, exit interviews, and real-time feedback tools to identify systemic experience gaps and prioritize solutions. 3) Partner with business departments to improve work environments and provide mental well-being support for employees. 4) Develop tailored programs (e.g., skill-building workshops, mentorship) to empower employees and foster a culture of inclusion. 5. Change Management: 1) Partner with business leaders to execute change management strategies for organizational initiatives, ensuring alignment with operational goals. 2) Facilitate smooth transitions during periods of transformation (e.g., structural adjustments, technology adoption, process optimization) by addressing workforce impacts and fostering stakeholder buy-in. 3) Develop communication plans and training programs to minimize disruption and maintain productivity. 4) Proactively identify risks related to workforce dynamics and cultural alignment, providing solutions to sustain employee engagement during change. 6.Compliance & Risk Management: 1) Ensure adherence to local labor laws and regulations, and global HR guidelines. 2) Track HR practices to mitigate risks related to labor disputes, wage/hour compliance, and Diversity Equity & Inclusion (DEI). Qualification & Requirements 1.Education: Bachelor’s degree in human resources, Business Administration, or related field. Master's degree or HR certification (e.g., SHRM-SCP, HRCI) preferred. 2.Experience: Minimum 6–8 years of progressive HR experience, with at least 3 years in an HRBP role in global/multinational manufacturing organizations. 3.Skills: 1) Fluency in mandarin and English communication. 2) Strong knowledge of labor laws, union relations, and manufacturing workforce dynamics. 3) Proven ability to analyze HR metrics (e.g., turnover, absenteeism) and drive improvements. 4) Proficiency in HR system and Microsoft Office Suite. 5) Excellent communication, negotiation, and problem-solving skills. 4.Mindset: Resilient, adaptable, and capable of thriving in a matrixed, multicultural organization.