Human Resource Management

HR Specialist (Training Focus)

Job Responsibilities:

• Conduct training needs assessments across departments and analyze capability gaps.
• Build and maintain training resource libraries (courses/trainers/materials), coordinating end-to-end training logistics.
• Track training effectiveness metrics and generate data-driven summary reports.

• Partner with business units (Tech/Product/Ops/PMO) to map role-specific workflows and identify optimization opportunities.
• Transform ad-hoc processes into executable SOPs featuring visual flowcharts, step-by-step runbooks, and risk alerts.
• Drive SOP implementation and lead iterative updates based on stakeholder feedback.

• Execute full-cycle recruitment tasks (job posting → offer management).
• Maintain recruitment analytics dashboards (channel ROI/role status/talent pipelines).
• Enhance the candidate experience through effective interview coordination and clear feedback loops.

Requirements:

• Bachelor’s degree or higher (preferred fields: HR Management, Business Administration, Public Administration).
• 3+ years of experience in HR operations with a proven ability to independently execute end-to-end training program rollouts.
• Process mapping expertise in SOP development or training project execution.
• Course design/facilitation experience (instructional design or trainer roles).
• Thorough understanding of recruitment/training execution workflows.

HR Specialist (Recruitment and Performance Focus)

Job Responsibilities:

• Own end-to-end recruitment for R&D roles (Developers/QA/Ops) and Product positions, managing requisition pipelines and talent mapping.
• Design technical assessment frameworks (coding tests/system design cases) to increase the offer acceptance rates for senior candidates.
• Enhance employer branding in tech communities (targeted GitHub/forum engagement).
• Architect performance frameworks (OKR/KPI hybrid models) for engineering teams aligned with business goals.
• Lead quarterly performance cycles: Goal setting → Progress tracking → Calibration sessions → Outcome application.
• Develop performance dashboards to identify high-potentials/underperformers and drive improvement plans.
• Establish salary bands by job level using the International Position Evaluation (IPE) methodology.
• Administer equity/cash incentives, ensuring external competitiveness and internal equity.
• Conduct bi-annual compensation benchmarking with Radford/Mercer surveys.

Requirements:

• Education: Bachelor’s degree or higher (HR/Psychology/Business Administration preferred).
• Experience: 3+ years in HR with a proven track record in:
  ▶ High-volume tech hiring (30+ technical roles closed annually)
  ▶ End-to-end performance system implementation
• Business Acumen:
  ▶ Understanding of SDLC (Agile/DevOps practices)
  ▶ Ability to decode competency models for engineering/product roles
• Tools: Proficiency in HRIS (e.g., Workday/Beisen), compensation analytics tools.