【上海 (Sr)HR Manager, HRBP招聘】-开利公司上海招聘信息-猎聘

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Senior Recruiter · 开利公司

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职位介绍: Key Responsibilities 1. Strategic HR Business Partnership ● Develop and execute an integrated HR strategy aligned with the business growth plan, operational priorities, and transformation agenda. ● Build a deep understanding of the CST market, customers, operations, financial drivers, and competitive environment to provide relevant HR solutions. ● Provide strategic advice and constructive challenge to business leaders on organization, talent, leadership, workforce, and culture matters. ● Translate business priorities into clear people plans, measurable actions, and sustainable organizational capabilities. 2. Organization Effectiveness and Transformation ● Lead organizational effectiveness reviews to ensure that structures, roles, capabilities, and ways of working support business priorities. ● Partner with business leaders to simplify the organization, strengthen accountability, improve cross-functional collaboration, and increase execution speed. ● Support organizational transformation, business integration, restructuring, and operating model changes as required. ● Identify organizational capability gaps and develop practical solutions to address them. ● Act as a change leader by building stakeholder alignment, supporting effective communication, and enabling successful adoption of business and organization changes. 3. Strategic Workforce Planning ● Lead strategic workforce planning, connecting workforce requirements with the business strategy and long-range plan. ● Assess future capability and workforce needs, including critical technical, commercial, operational, digital, and leadership capabilities. ● Partner with leaders to maintain an appropriate balance between business growth, organizational capability, workforce productivity, and labor cost effectiveness. ● Use workforce data and insights to support fact-based organization and talent decisions. 4. Talent and Succession Management ● Lead talent reviews and succession planning across the business, with particular attention to business-critical positions and leadership roles. ● Build sustainable pipelines for general management, commercial, operations, engineering, supply chain, aftermarket, and other critical capabilities. ● Identify high-potential and emerging talent and create differentiated development, exposure, mobility, and retention plans. ● Partner with leaders to improve succession readiness and reduce talent risks in critical positions. ● Facilitate cross-business and cross-regional talent movement where it supports individual development and organizational needs. 5. Leadership and Capability Development ● Support the refresh and implementation of relevant competency models. ● Promote effective adoption of technology and data-driven ways of working by ensuring leaders and employees have the required capabilities, mindset, and change support. ● Evaluate the business impact and effectiveness of learning and development initiatives. 6. Performance and Reward Effectiveness ● Drive an effective performance management process that connects individual objectives with business outcomes. ● Work with leaders to establish clear expectations, differentiate performance, strengthen accountability, and address performance gaps promptly. ● Partner with Total Rewards to support competitive and internally consistent compensation decisions. ● Promote a high-performance culture in which contribution, capability, behaviors, and business results are appropriately recognized. ● Support annual compensation planning, promotion reviews, retention actions, and other reward processes. ● Provide workforce and labor cost insights to support productivity and cost-effectiveness objectives. 7. Talent Acquisition and Retention ● Partner with business leaders and Talent Acquisition to define future-focused role requirements and deliver critical hiring with speed and quality. ● Strengthen workforce pipelines for hard-to-fill and business-critical capabilities. ● Ensure selection decisions consider both immediate role requirements and longer-term leadership potential. ● Identify retention risks and develop targeted retention strategies for critical talent. ● Monitor hiring quality, onboarding effectiveness, internal mobility, and early attrition trends. 8. Culture, Engagement, and Inclusion ● Build a progressive, accountable, collaborative, diverse, and inclusive work environment across the organization. ● Translate employee engagement insights into focused business and leadership actions. ● Strengthen recognition, communication, employee listening, and leadership visibility. ● Partner with leaders to reinforce company values and expected leadership behaviors. ● Promote an employee experience and value proposition that support attraction, engagement, performance, and retention. ● Ensure organizational changes are implemented with appropriate attention to employee communication, experience, and engagement. 9. Employee Relations and HR Governance ● Provide sound HR guidance on employee relations, performance, organizational change, and workforce matters. ● Partner with HR COE and GPS to ensure people decisions comply with local employment requirements and company policies. ● Anticipate employee relations risks and support leaders in resolving issues fairly, consistently, and promptly. ● Maintain appropriate confidentiality, professional judgment, and integrity in handling sensitive business and employee matters. ● Support a respectful workplace and reinforce appropriate leadership and employee conduct. ● processes to improve employee and manager experience. Qualifications Education ● Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related discipline is required. ● Master’s degree or recognized HR professional qualification is preferred. Professional Experience ● Typically 8 or more years of progressive HR experience ● Demonstrated experience partnering with senior business leaders on organization, talent, workforce, leadership, and transformation priorities. ● Broad HR capability across organizational design, workforce planning, talent acquisition, succession, leadership development, performance management, total rewards, engagement, employee relations, and change management. ● Experience working across multiple Asian markets, cultures, and employment environments is preferred. ● Demonstrated success in supporting business transformation, growth, productivity improvement, capability building, or organizational change. ● Experience working in a matrixed and global organization is strongly preferred.

其他信息: 行业要求：全部行业

公司简介

开利公司由现代空调的发明者开利博士创建，是高科技暖通空调及冷冻解决方案的全球供应商。开利专家们汇聚高能效的产品以及楼宇自控和能源服务，为住宅、商业、零售、运输和食品服务客户提供可持续的解决方案。开利中国隶属于开利公司（NYSE: CARR），这是一家致力于全球智能气候和能源解决方案的杰出供应商。

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公司信息

开利公司

关注

企业行业：家电

人数规模： 10000人以上

职位地址：上海-嘉定区开利运输冷冻(中国)

注册资本： 15935.92万人民币

经营范围：一般项目：企业总部管理；企业管理咨询；财务咨询；信息咨询服务（不含许可类信息咨询服务）；技术服务、技术开发、技术咨询、技术交流、技术转让、技术推广；工业设计服务；工程和技术研究和试验发展（除人体干细胞、基因诊断与治疗技术开发和应用，中国稀有和特有的珍贵优良品种）；新兴能源技术研发；储能技术服务。（除依法须经批准的项目外，凭营业执照依法自主开展经营活动）许可项目：特种设备设计。（依法须经批准的项目，经相关部门批准后方可开展经营活动，具体经营项目以相关部门批准文件或许可证件为准）

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