HRBP

1. Regional HR Business Support: Assume full responsibility for all HRBP functions in the US region. Align HR strategies with business objectives; oversee team building, organizational optimization, talent retention, and workforce efficiency to support stable local business growth. 2. Local Employment Compliance: Maintain in-depth knowledge of US federal and state labor, tax, and benefits regulations. Manage the full employee lifecycle (onboarding/offboarding, payroll, contracts, leave); identify employment risks and resolve labor disputes to ensure full compliance. 3. Local Talent Acquisition: Lead recruitment for core and mid-to-senior level roles in the US. Leverage local channels and executive search resources to manage the end-to-end hiring process—including sourcing, interviewing, salary negotiation, and onboarding—ensuring staffing targets are met. 4. Employee Relations & Culture Building: Manage local employee relations throughout the employment lifecycle. Implement performance management, training, and talent pipeline development; establish incentive and retention mechanisms tailored to the local workplace culture to enhance team stability and cohesion. 5. HR Data & Cross-Regional Collaboration: Analyze key metrics such as labor costs, turnover rates, and recruitment efficiency. Optimize HR and compensation policies; coordinate with the domestic headquarters to ensure seamless collaboration between overseas and domestic HR operations. 6. Complete other duties as assigned by direct supervisor

1. Extensive Overseas HR Experience: 4+ years of HRBP experience, including at least 2 years in HR management for US-based operations or Chinese enterprises expanding internationally. Familiarity with overseas team management; experience in cross-border technology, trade, or manufacturing sectors is preferred. 2. Expertise in US Employment Compliance: Thorough understanding of US state labor laws, social security, and tax compliance requirements. Capable of independent compliance management, risk assessment, and labor dispute resolution; well-versed in the differences between Chinese and US HR systems. 3. Independent End-to-End Management Capability: Ability to independently manage all HR functions for the US region. Proficient in local recruitment, performance management, employee relations, and cost control; capable of rapidly resolving unexpected HR issues in an overseas environment. 4. Bilingual & Cross-Cultural Competence: Fluent in Chinese and English; able to communicate independently with local employees and external partners. Deep understanding of US workplace culture, with excellent skills in cross-cultural communication, negotiation, and conflict resolution. 5. Excellent overall competence: Possesses a business mindset and adaptability to the pace of overseas work; demonstrates strong resilience under pressure; excels in strategic planning, data analysis, and multitasking; and exhibits high professional standards and a strong sense of responsibility.