Job description: ff consultant
i. Position overview
responsible for human resource planning and management for the retail team, dedicated to building high-performing teams, enhancing staff capabilities, and driving organizational efficiency to secure the achievement of store business objectives.
ii. Key responsibilities
(a) workforce planning & allocation
* strategic headcount planning: formulate manpower plans aligned with business needs to support regional channel investments while optimizing labor costs.
* full-cycle talent management: oversee the end-to-end employment cycle—including recruitment, interviewing, onboarding, internal transfers, and separation—to ensure optimal staffing levels and talent mapping.
* structure & efficiency optimization: optimize the workforce structure and maximize per-capita efficiency to achieve the best fit between talent and positions.
(b) training & development
* onboarding framework: establish and execute the onboarding training system for new hires to ensure comprehensive alignment with service standards and company regulations.
* talent pipeline construction: organize on-the-job skill upgrades and leadership training to develop a robust talent pipeline for future business expansion.
* training roi & retention: track training effectiveness, evaluate competency improvements, and partner with regional teams to nurture and retain key talent.
(c) performance management
* kpi formulation: define key performance indicators (kpis) across roles and establish a fair, transparent, and effective evaluation mechanism.
* national performance review: conduct regular nationwide performance audits, deliver timely feedback, and collaborate with regional management to drive employee performance improvement and efficiency.
* performance-driven outcomes: propose and execute personnel adjustments (such as rewards, penalties, salary reviews, promotions, or talent optimization) based on performance results.
(d) compensation & incentives
* hr operations: manage daily time & attendance, payroll calculation, social security, and housing fund administration.
* incentive design: scheme and implement motivational programs (e.g., commissions, bonuses, recognition awards) to fully drive frontline staff engagement.
* employee relations: manage employee relations, mediate internal conflicts and labor disputes, and foster a positive and harmonious team culture.
(e) policy & compliance management
* policy & compliance: develop and refine human resource management policies, and supervise strict compliance and execution across all levels.
* culture & engagement: promote corporate culture and core values to enhance team cohesion and employee sense of belonging.
* legal compliance: ensure strict adherence to employment laws, labor regulations, and ethical standards.