General Manager – Human Capital Center (CHO)

Job Description

Strategic Planning and Organizational Development

1. Develop and implement a human resources strategy aligned with the company’s overall strategy to drive organizational change and enhance effectiveness.
2. Design organizational structure optimization plans to improve cross-departmental collaboration efficiency and support rapid business expansion or transformation.
3. Lead corporate culture development to shape values and behavioral guidelines that align with the company’s vision.

Talent Management and Leadership Development

1. Build an executive talent pipeline, leading key role talent assessments and the recruitment of high-end talent.
2. Design a full lifecycle employee development system (recruitment, training, retention, and termination) to ensure a sustainable talent supply chain.
3. Drive leadership development projects to enhance the strategic execution and team management capabilities of the management team.

Performance and Incentive Mechanisms

1. Optimize the compensation and benefits system, balancing cost control with market competitiveness to enhance employee satisfaction.
2. Design a differentiated performance management system that links business goals with individual contributions to drive performance growth.
3. Explore long-term incentive programs such as equity incentives and partnership mechanisms to bind core talent.

Qualifications

1. Bachelor’s degree or above, preferably in Human Resource Management, Psychology, MBA, or related fields.
2. Over 15 years of comprehensive human resources management experience, with at least 5 years in a group HRD or CHO role preferred.
3. Experience in leading corporate IPOs, mergers and acquisitions, organizational change, or international talent system construction is preferred.
4. Familiarity with the competitive characteristics of talent in the financial industry.
5. Strategic thinking ability to decode business strategies into human resources strategies, balancing long-term investment with short-term results.
6. Proficient in driving decisions through HR data analysis (e.g., productivity, turnover rates, ROI).
7. Strong collaboration skills with executive teams to drive cross-department.