Director, Human Resources

Responsibilities: 1. Strategic Partnerships and Organization Development Formulate and implement a medium- to long-term human resources strategic plan to ensure that human resources allocation is aligned with the rhythm of business development. Deeply understand the operating models and pain points of different business segments such as cross-border supply chain, cold chain logistics, and food processing, serve as a strategic partner for the business leader, provide customized human resources solutions, and drive the achievement of business goals. Responsible for the design and optimization of organizational structure, conducting organizational diagnosis based on the company's development stage (start-up/growth/maturity), promoting organizational transformation and efficiency improvement, and building an agile and efficient supply chain organization. 2. Talent Management and Recruitment System Establish and improve a talent supply chain system that aligns with the company's business characteristics. Focus on addressing recruitment challenges for difficult positions, including but not limited to: Overseas Procurement Specialist, Cold Chain Operations Manager, Customs Compliance, Central Kitchen Production Director, B2B Key Account Sales, etc. Develop the competency model and talent portrait for core positions, lead the recruitment, interviewing, evaluation, and integration of middle and senior management personnel, and ensure the talent quality and retention rate of key positions. Establish a talent pipeline and succession plan, focusing on the identification and cultivation of internal high-potential talents, build a healthy talent pool, and reduce the risk of turnover in key positions. 3. Performance Management and Incentive Mechanism Design and implement a performance management system (such as KPI, OKR, 360-degree evaluation, etc.) that aligns with the characteristics of B2B supply chain business, decompose the company's strategic goals layer by layer to departments and individuals, and ensure the alignment of organizational goals from top to bottom. Lead the design and optimization of the compensation and benefits system, conduct industry compensation surveys to ensure external competitiveness and internal fairness of compensation. Design differentiated incentive programs tailored to business characteristics (such as overseas subsidies for cross-border business teams, piece-rate/efficiency bonuses for central kitchens, commission plans for B2B sales teams, etc.). Establish a mechanism that combines short-term and long-term incentives, explore models such as equity stake incentives and partnership mechanisms for the core management and key technical personnel, and stimulate the sense of ownership of the core team. 4. Corporate Culture and Employee Relations Establish smooth employee communication channels, conduct regular Employee Satisfaction Surveys and turnover analysis, gain insights into employees' real needs, prevent and properly handle labor disputes, and build harmonious and stable labor relations. Combine the characteristics of multi-regional, multi-level, and multi-employment forms of supply chain enterprises (warehousing, transportation, and kitchens), formulate compliant employment management systems to prevent employment risks and ensure the legality and compliance of labor employment in all regions. 5. Training and Development, and Talent Empowerment Establish a training and development system with supply chain characteristics. Design differentiated development programs for different levels (frontline operational positions, middle management positions, senior decision-making positions) and different sequences (functional, operational, production, sales). Focus on promoting business pain point-oriented training programs, such as cross-cultural communication and international trade compliance training for cross-border teams, food safety operations and lean production training for central kitchen teams, and supply chain digital tool training for operations teams, etc. Establish an internal instructor team and an experience precipitation mechanism, encourage key business personnel to participate in curriculum development and sharing, and promote the inheritance and reuse of organizational wisdom. 6. Human Resources Team Management Lead and develop the Human Resources team, enhance the professional capabilities and business understanding of each module (recruitment, training, performance, etc.) within …