Yan Zhou

During my tenure at Chinasoft Interenational, I primarily held two key roles. Firstly, I served as Deputy Head of the Recruitment Centre, where I was responsible for meeting the recruitment goals for the Huawei Business Group and the Telecommunications business line, with an annual intake of over 30,000 recruits. Secondly, I also took on the role of HR Director. In this capacity, my responsibilities included translating business strategies into actionable plans, driving organisational change, building teams, and establishing key systems (such as competency frameworks, performance and incentive reforms, and training programmes). In addition to these roles, I played a pivotal part in developing our talent supply chain system, encompassing five major systems and over 50 policies and procedures. During my time at Chinasoft Interenational, the company grew from 40,000 to 90,000 employees, a period marked by rapid expansion. I also navigated the challenges posed by the recent economic climate, focusing on cost reduction and efficiency improvements. Throughout my tenure, I continuously sought to learn from and implement Huawei’s process management philosophies and strategy execution methodologies.

Job Responsibilities: 1. Management Systems and Processes: I am responsible for the establishment, refinement, and oversight of the human resources management systems, work standards, and business processes within the sub-group's HR centre. 2. Strategic Planning and Implementation: I contribute to the development of the company's strategic and annual plans, breaking down yearly, quarterly, and monthly plans, and ensuring their implementation. 3. Organisational and Talent Planning: In alignment with the company's strategic and business plans, I design organisational structures and job roles. I oversee the talent recruitment strategy, orchestrate the comprehensive talent recruitment panorama, and map out talent needs. 4. Performance and Leadership Evaluation: I enhance the performance assessment system, establish evaluation standards for leadership, and conduct evaluations and selections of leadership roles. 5. Leadership Development: I develop and implement leadership development standards and plans, enriching the company's leadership pipeline. 6. Budget and Cost Control: I supervise and audit personnel remuneration budgets, ensuring effective cost control. 7. Training and Corporate Culture: I formulate the annual training plan and drive the execution of corporate culture initiatives and employee engagement activities. 8. Business Integration: I actively engage with business departments to drive progress and ensure alignment with HR objectives. 9. Team Leadership: I coordinate the overall work of the HR centre, providing guidance and supervision to direct reports to ensure the smooth operation of the department.

Professional Experience 1. I was responsible for the human resources and administrative functions of the group company. In accordance with national legislation and the company’s operational objectives, I drafted human resources management policies and procedures, ensuring that HR functions aligned with the overall requirements of the company. Additionally, I managed the HR and administrative affairs for four subsidiary companies. 2. I developed a comprehensive human resources management system based on the company's strategic goals, establishing various system documents. 3. I was in charge of identifying and selecting mid to senior-level talent, enhancing the group’s talent reserve and succession planning. 4. I established and implemented a remuneration system and performance appraisal framework. I refined the job functions across all departments and subsidiaries in line with the group’s development plan. I promptly addressed HR and administrative issues, contributed to corporate culture initiatives, and organised staff outings and holiday benefits. 5. I set up and improved the administrative management system, formulating and refining group-wide administrative policies to provide logistical support. 6. Following the annual plans set by headquarters, I formulated targets, annual plans, and budget estimates for the subsidiary companies, overseeing their implementation. 7. I was responsible for the training of employees at the managerial level and above within the group. During my tenure, I consistently served as a training lecturer. Achievements: 1. Successfully restructured the organisation's framework. 2. Developed and promoted a performance appraisal system, covering technical, sales, production, procurement, and other personnel structures. 3. Established various systematic frameworks. 4. Effectively managed HR operations across four subsidiary companies.

During my tenure as Human Resources director at the group level, I orchestrated comprehensive HR strategies, aligning them with organizational goals. This involved crafting short, medium, and long-term plans, judiciously allocating resources, and advising senior management on pivotal decisions. I spearheaded the development of a tailored HR management system, bolstering professionalism and standardization. Talent management was a priority, as I refined systems for personnel selection, retention, and development, catering to middle and senior management. I also provided invaluable consultancy on personnel management decisions. Budgeting and cost control were paramount, with my guidance ensuring HR budgets were aligned with financial targets. Standardization was rigorously enforced, guaranteeing consistent implementation of HR policies across subsidiaries. I played a pivotal role in nurturing and perpetuating the company's culture, fostering unity and resonance with advocated values. Key achievements included expeditiously establishing personnel teams for new store openings, implementing cost-effective HR strategies aligned with profitability goals, and devising a comprehensive performance evaluation system. Moreover, I oversaw annual branch openings, erected and managed middle-management talent pipelines, and swiftly expanded a call center workforce. Establishing and managing the financial business unit, recruiting key executive team members, and optimizing personnel allocation for store operations were among my notable contributions. In summary, my tenure saw a strategic advancement and operational finesse, bolstered by effective management and development of human capital.

In my 8-year career, I've navigated pivotal HR roles for industry giants like Huawei, IBM, and Motorola. Starting in Nanjing, I expanded to lead teams nationwide, including in Hong Kong and Taiwan. My expertise spans recruitment, training, compensation, talent development, and HR administration. I transformed Nanjing's team into a force hiring over 3000 annually, with sharp recruitment analytics and cost control. As HR Director in Nanjing and HRBP Head, I revamped HR functions, structured roles, and managed teams. I crafted robust policies, led training, and ensured smooth employee relations, compensation, and performance management. I drove explosive growth, taking Nanjing from a small unit to a 3000-strong workforce. I instigated crucial organizational reforms, ensuring compliance and operational excellence. My forte lies in cross-regional management, overseeing teams in 20+ cities nationwide. I led HR operational model transformation, establishing BP roles and shared services, boosting efficiency. My journey embodies strategic vision, operational prowess, and transformative leadership, fueling organizational growth and resilience in dynamic markets.

My role entails meticulous resume screening and in-depth interviews to identify candidates perfectly suited to both our company's needs and our clients' expectations. I specialize in targeted talent sourcing, leveraging my network and industry insights to pinpoint individuals with unique skill sets tailored to specific roles or projects. I oversee talent pipeline development, maintaining a robust pool of qualified candidates ready to meet current and future staffing demands. Communication is key in my role, ensuring candidates receive timely updates and a positive experience throughout the recruitment process. Collaborating closely with departmental leaders, I contribute strategic insights to enhance management policies and procedures. My expertise lies in delivering top-tier talent solutions that align with organizational objectives, ensuring continued success and growth.