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. 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. #J-18808-Ljbffr