helen wang

1. Support line managers in forecasting and planning their talent pipeline requirements in line with the function/business strategy; 2. Facilitate long-term initiatives aligned with the strategic agenda 3. Help the business unit leader to provide employees with development opportunities and ensure that they are able to meet current and future performance standards; 4. Develop and promote feedback mechanisms for employees to influence the continuous improvement of HR services and processes 5. Provide expert advice and coaching to employees when appropriate 6. Act as a liaison between the line and HR to ensure that HR services are aligned with internal client needs

1. Analyizing biz information and performance aligned with company's strategy; 2. Taking the role as learning consultant to drive the annual plan into implementation, including making tailor-made programs designed for the BU, workshops and other action learning activities; 3. Supervising training management process.

1. Develop hiring strategies and drive execution to attract top caliber employees in a high-growth environment; 2. Develop and drive hiring plans in partnership with the business; 3. Optimize hiring process and with supporting building up on line sytem; 4. Engage in succession plan roadmap estanblishment to help business management identify high potential talents; 6. Address manpower needs and help employees design career development paths; 6.Generating recruitment analysis by collecting, analyzing and summarizing data and insights.