Job Responsibilities

1. Compensation System Development and Optimization: Lead the planning and development of the company’s global compensation system, design a scientifically sound compensation bandwidth to ensure competitiveness in the market and internal equity; regularly assess and optimize the compensation system, adjusting compensation structures and standards based on industry trends, company strategy, and business development needs.

2. Performance Management System Construction: Establish and improve the company's performance management system and processes, clarifying performance goal setting, assessment implementation, and result application; guide departments in conducting performance evaluations, providing professional support and training to ensure effective implementation of performance management and promote organizational and employee performance improvement.

3. Promotion and Salary Adjustment Management: Develop fair and transparent promotion standards and processes, establishing career development pathways for employees; oversee the employee promotion review process, providing objective and impartial evaluation recommendations; design reasonable salary adjustment plans based on performance, market compensation levels, and individual employee development to motivate growth and retention.

4. Long-term Incentive Management: Design long-term incentive mechanisms aligned with company strategy, such as stock options and profit-sharing plans; responsible for the design, implementation, management, and effectiveness evaluation of long-term incentive plans, ensuring the effectiveness and compliance of the incentive mechanisms.

5. Data Analysis and Decision Support: Collect, organize, and analyze data related to compensation and performance, providing in-depth insights and professional reports to support the company’s human resources strategic decisions and budget planning; identify problems and opportunities through data analysis, and propose targeted improvement recommendations.

6. Cross-Department Collaboration and Communication: Maintain close communication and collaboration with business and finance departments to understand business needs and pain points, providing customized human resource solutions; address queries from various departments regarding compensation and performance policies and processes, enhancing employee satisfaction and policy execution efficiency.

7. Compliance and Risk Control: Ensure that the compensation and performance system complies with relevant national and local laws and regulations and industry standards to mitigate legal risks; conduct regular compliance checks and audits to identify and resolve potential issues promptly.