Job Description

　　Job Title: HR Manager

　　Reports to: Senior HR Manager

　　Location: Hongkong, China

　　Job Track: NA

　　Requisition ID:

　　COMPANY INFORMATION

　　Thermo Fisher Scientific Inc. (NYSE: TMO) is the world leader in serving science, with annual revenue of approximately $40 billion. Our Mission is to enable our customers to make the world healthier, cleaner and safer. Whether our customers are accelerating life sciences research, solving complex analytical challenges, increasing productivity in their laboratories, improving patient health through diagnostics or the development and manufacture of life-changing therapies, we are here to support them. Our global team of more than 100,000 colleagues delivers an unrivaled combination of innovative technologies, purchasing convenience and pharmaceutical services through our industry-leading brands, including Thermo Scientific, Applied Biosystems, Invitrogen, Fisher Scientific, Unity Lab Services, Patheon and PPD. For more information, please visit www.thermofisher.com.

　　Position Summary:

　　This position is to support business team to achieve targets, identify, develop, retain talents; support business leaders with change management, building strong employee engagement.

　　Responsibilities:

　　Workforce planning and talent acquisition

　　• Working with business/functional leaders to analyze the workforce needs, actively participating in AOP planning process, provide advice on workforce deployment. Collaborate on workforce plan with finance and business/functional leaders to ensure investment.

　　• Collaborate with TA team to drive recruitment efforts that support the long-term talent needs of the business. Consult with managers and leaders to reassess and define hiring needs and success profiles. Provide support, manage the on-boarding process in the team to ensure that new hires can settle down successfully and receive all needed support.

　　Organization Development

　　• Provide consultation to business leaders on people and organization development

　　• Assist business leaders on organization structure adjustment, people promotion/ transfer, salary adjustment, etc. Provide consultation and assistance for people issues, such as coaching in leadership, facilitate in PIP (Performance Improvement Plan), etc.

　　• Responsible for functional talent strategies and associated initiatives

　　Change Management

　　• Develop change management strategy and plan to support organization and leadership changes for smooth transition

　　• Proactively partner with business leaders to observe and monitor the workforce dynamics with appropriate approaches to actively engage employees

　　Performance Management

　　• PMD (Performance Management and Development) process: leading the process implementation in function, provide necessary training or consultation, when necessary, audit the quality and give feedback to management team.

　　• HRR (Human Resource Review) process: assist functional leaders to complete their HRR process for their direct reports; participate in the HRR review with management team; follow up the defined actions; roll out the HRR process for a lower level.

　　C&B

　　• With the guidance of local Total Rewards partner, complete total compensation process for responsible business

　　• Support business leaders and managers to make compensation decisions. Ensure that all salary recommendation is within guidelines

　　• Conduct compensation analysis in partnership with subject matter experts to determine local compensation needs and actions

　　Learning & Development

　　• Provide guidance in annual budget planning, monitor the spending of training costs

　　• Systematically collect training needs, also ensure the training implementation

　　• Together with business leaders and TMOD identify opportunities to evaluate the organization capability gaps. Design and structure programs to support organization and talent development

　　Employee Relation

　　• Connect with employees and business managers closely and understand their needs and concerns. Address their needs in management meeting and give feedback to central HR teams

　　• Responsible for employee relationship relevant issues, incl. labor law consultation, conduct culture development and employee communication related activities

　　Employee engagement

　　• Partner with stakeholders or a leadership team to review and analyze Employee Involvement Survey results and identify priority areas for improvement, enabling managers to implement action plans to improve and sustain optimal involvement levels among colleagues

　　Process Improvement and Projects

　　• Participate, lead and/or manage HR projects and initiatives on the broader HR team leveraging the Practical Process Improvement (PPI) methodology and tools as appropriate. Examples including temporary hiring processes, onboarding, community outreach, etc.

　　Minimum Requirements/Qualifications:

　　• Education: Bachelor's degree or above

　　• 10+ years of related experience in progressive HR roles supporting a variety of employee populations

　　• Experience working through complex and sensitive employee issues

　　• Demonstrated success managing multiple stakeholders. Experience in a fast-paced, matrix environment preferred

　　• Experience leading organizations through large change initiatives and demonstrated success translating business strategies into organizational and HR initiatives that yield positive results