HR Director, Taiwan and Hong Kong
The role will provide overall functional leadership to K-C Taiwan and Hong Kong; Lead the HR function in full spectrum of HR programs and align the strategic people plans with business objectives.
As a key member of two country leadership teams, the HR Director is the trusted HR advisor to the business leaders and will be in a position of true influence on key strategic business partnering matters across the organization.
Collaborate, implement and secure alignment with managers related to the implementation of People’s policies, practices and programs within their functions and overall organization and ensure compliance with any relevant Taiwan labor statutory requirements.
Reports to APAC HRVP
Team size / reports comprising Mill and Non-Mill HRBPs, Talent and SSC staff : (13)
Key business partners : K-C Taiwan Country Managing Director, K-C Hong Kong Country Managing Director, KCP Taiwan and Hong Kong General Manager, Functional Leads, K-
C Professional Leaders, Mill Managers, APAC HR Leadership Team
Headcount is approximately 1000 permanent employees in Taiwan; 75 permanent employees in Hong Kong and 200+ ad hoc promoters on record
Business Function : Consumer Business (Baby & Child Care, Family Care, Feminine Care), K-C Professional, Mill Operations
Strategic Planning & Functional Leadership
Via coordinating with local management and regional HR management, manage the development and implementation of a local Country / Mill HR agenda, in support and alignment with local business objectives and corporate / regional HR strategies
Assist with the company key objectives / priorities (strategy formulation) process by providing HR inputs, advice and facilitation
Develop the metrics and processes to evaluate the HR functions performance
Get involved proactively in the budgeting and forecasting review and analysis
Drive Internal and External Employer Branding as an employer of choice - Drive the Agenda of the Taiwan and Hong Kong people strategies
Develop HR member(s) through coaching and providing feedback
Be an active, credible and trusted member of the Taiwan HR team leadership.
HR Business Partnering
Work with key business partners to ensure that the end to end HR processes are effectively executed including onboarding, feedback, coaching, performance and talent management, employee engagement, talent review, data analysis and consultation support for all employees in Taiwan
Provide advice, consult and coach managers to come up with relevant solutions in people related matters
Use data and insights to identify opportunities for improvements in the business, discuss them with line management and facilitate problem solving
Actively take part in organizational structure reviews, following business strategies
Lead change, especially on cultural transformation
HR Practice Excellence, in partnership with APAC and COEs
Talent Acquisition (TA) and Talent Management (TM)
Implement local talent acquisition plans and talent development programs, based on the standard frameworks
Assist business leaders with the workforce planning (capacity and capability) process to provide competitive advantage and support / alignment with business strategy / objectives
Lead the review, evaluation and implementation of employment practices i.e. permanent vs. contract labor
Deploy corporate talent management processes and practices at the country level, including EVP, Talent Review Process, leadership development, development plans etc.
Organization Development (OD) / Performance Management (PM)
Implement OD and PM strategies, plans and programs
Help managers increase their capability in providing feedback, handling performance conversations, applying performance improvement plans
Compensation & Benefits (C&B)
Deploy market-based compensation philosophy into relevant local C&B solutions and implement them, including country benefits and related policies
Implement key global / regional C&B programs
Train line managers to ensure they understand key C&B principles & can apply them
Learning & Development
Carry out training needs analysis from which establish and implement the annual training plan for the country
Activate the 3E concept (Education, Exposure, Experience) in a relevant way
Develop local initiatives as appropriate
Facilitate corporate training modules from time to time, as required
Facilitate the Employee Engagement Survey as per corporate guidelines
Act as a change agent to facilitate the development and execution of the engagement action plans
As an Executive Sponsor to drive employee engagement and diversity and inclusion initiatives
Labor and Employee Relations
Establish and manage harmonious working relationship with Unions
Work with legal team to ensure country practices, polices and work rules comply with relevant labour regulations
Manage performance improvement and disciplinary cases effectively; free from labor disputes
Ensure overall harmonious working environment across all worker types in Taiwan and Hong Kong
Review and ensure country policies and work rules are updated and relevant to attract and retain talents within the organization
Keep abreast with industry practice and offerings
Expected results and measurements
Effective development and implementation of an annual HR agenda that is aligned with key business initiatives, with relevant HR programs to support
Continuous improvement of the function’s delivery and increased customer satisfaction
Timely and quality execution of core HR processes, with minimal disruptions
Visible improvement on talent front
High level of organizational performance and employee engagement
Proactive recommendations that enable the continuous improvement in developing the key cluster HR activities.
The incumbent must have demonstrated strengths in interpersonal skills, business partnering and possess strong HR functional technical knowledge, including local labour laws, market and HR trends in Taiwan and another Asia country, preferably Hong Kong.
The incumbent will lead the HR function, champion the people agenda, and have had HR operational experience. The ideal candidate will have good influencing and communication skills, strong operations experience, assertiveness, change management experience and proven record of being culturally adaptable.
FMCG or experience in similar industry, including working exposure in a mill environment (manufacturing plant).
Good experience in org design and / or talent management.
Worked in complex and fast paced multi-business unit environment and able to bring speed to execution and decision making.
University degree with above 15 years’ experience in HR with minimally 8 years in team leadership position and at least 2 years HR experience in another Asia country (preferably Hong Kong).
Travel estimated at 10-25%.
The position requires broad appreciation and understanding of business management.
Global VISA and Relocation Specifications :
K-C requires that an employee have authorization to work in the country in which the role is based. In the event an applicant does not have current work authorization, K-
C will determine, in its sole discretion, whether to sponsor an individual for work authorization. However, based on immigration requirements, not all roles are suitable for sponsorship.