Head of People Performance & Culture

We are looking for a true leader with an entrepreneurial spirit who has a strong background in HR/people development field and a great passion and capability to apply the company strategic vision to build up a dynamic working environment for a fast-growing group of companies in digital media, entertainment, and social commerce industries.

Reporting to the C-suite, your scope of responsibility is to lead the People, Performance & Culture department with scope of responsibilities including but not limited to: talent acquisition and development, employee engagement, performance management, compensation & benefit, succession planning, employee relations, employer branding.



Responsibilities:

Your strategic objectives:

• Develop and implement HR strategies and initiatives aligned with the business strategy and organization development demand;

• Research, build up and monitor policies, procedures, processes, programs suitable for both short-term and long-term objectives;



Your daily responsibilities:

• Talent acquisition: leading a team of executives to design recruiting and talent acquisition strategies and implement activities to attract, hire, and retain top talent across the company with a focus on building a diverse and inclusive working environment;

• Employee development and retention: lead, develop and direct HR function to execute all learning and development initiatives to drive a high-performance, high-growth mindset among employees; Plan and build successors to respond to organization development demand;

• Cultural champion: be a champion of our culture, working closely with C-suite to clearly define the company culture, value and practice and direct HR functions to design system as well as implement activities to help every member understands and lives our core values;

• People operations: own and ensure smooth functioning of various/all people operations processes, including organisational and individual performance review and reporting; compensation planning and review; benefits and internal policy administration; legal and regulatory compliance under employment matters, etc., and other processes under new initiatives as we scale up to ensure that the business evolves properly; Plan, control and optimize human resources budget;