上海先进半导体制造股份有限公司

工作目标 (GOAL OF THE FUNCTION)
根据公司的整体发展目标和策略做好公司人力资源配置需求规划，完成公司人才的选拔、聘用、培养及储备工作，实现公司人力资源的最优化，为公司创造竞争优势。Per company’s goal, business strategy and HR strategy，propose and deploy staffing / headcount management plan, recruit external talents and develop employees internally to meet human resources needs and optimize company human resources management system.
具体工作内容 (CONTENT AND SPECIFIC ACTIVITIES OF THE JOB)(a) 组织结构发展 Organization Development- 根据公司生产经营模式的变化以及组织需要的核心能力，分析现有状况，有重点、有目标的进行组织机构的发展工作。协助推动并参与到相关的变革项目。Per company business strategy and organization capability, analyze and define critical gaps, set targets and priorities for organization capability development. Help to push and participate in change management for HR related subjects- 日常维护/更新整个公司所有相关部门的组织结构图，主持定期的部门手册的更新和维护工作，掌握和了解公司职位/空缺的变化以便更好制定招聘计划。Maintain and update department organization chart and department manual, master vacancies of the company and critical competency gaps for a good staffing plan.- 根据确定的组织结构，对各部门岗位的角色设计、整合，技能与核心能力要求等提供分析和建议，协助界定岗位职责和岗位描述工作。组织进行岗位评估，确定岗位等级。Per confirmed organization, analyze position setting and capability needed, define the position responsibility and content. Provide inputs to build job grading system (positione valuation).Main deliverable交付工作:- 年度组织机构能力的审核；
Annual organization capability review；- 年度组织结构审核；
Review company organization chart annually；- 月度组织结构更新；
Update department organization chart monthly；- 年度部门手册更新；
Update the department manual annually.(b) 人员管理 Staffing- 参与公司人力资源配置需求规划，确定业务需求与人才储备之间的差异，通过外部人员配置战略与内部人才发展计划填补空缺，拟订和定期审核人员招聘策略; 根据公司业务和与之相关的人力需求, 参与年度人员计划的制定，并制定年度招募计划和相关成本预算。Define the annual headcount plan, confirm the requirement per the external human resource and internal employment development plan. Define the recruitment policy and review it annually. Make annual recruitment plan and budget per the annual headcount plan.- 负责组织和监督招募的整个过程。Supervise and control the recruitment procedure.- 建立和维护外部相对重点职能部门的人才库；制定年度校园招聘计划和应届毕业生人事政策、职业发展方案，参与校园招聘中与学生的交流，介绍公司的情况及招聘流程。Set up the talent database in key function. Establish the annual campus recruitment plan and the fresh-graduates related HR policy. Join campus talk to introduce the business, openings, etc to university students.- 完善试用期评估, 根据招募质量和成本控制分析招募效果并负责对公司的相关制度/操作定期做出必要的修正。Define the probation evaluation Policy. Organize recruitment quality and cost control analysis, review and update the related Policy and procedure.- 建立内部职位申请体系，每月公布最新的职位空缺信息；组织和协调内部人员的转岗。Set up the internal position application system. Announce the vacancy monthly. Lead and coordinate the internal transfer.- 制定年度招聘的考核指标，并进行定期跟踪、考核和改进。Define KPI of recruitment and follow up it.- 参与低绩效人员的绩效改进工作，牵头相关转岗和员工辞退的事宜；主持离职人员面谈，收集、分析离职原因信息，定期报告并提出改进建议。Join low performer review and employee outplacement, which includes people transfer, low performer manage-out and redundancy.- 监督员工信息档案的收集、建立及维护工作，员工人事档案转入、转出及管理工作。通过人力资源系统的严格管理来确保员工信息的准确性与一致性，审核劳动合同签订、续签以及员工录用和离职等工作。Monitor the employee information selection, p-file management. Ensure the veracity and consistency for the employee p-file. Supervise labor contracts sign-off and renew.- 负责审核员工居住证、人才引进、出入境等事宜的申请。Supervise the application for working and resident permits, inhabitable certificate, the formalities for going abroad etc.- 负责公司月度、季度与年度人力资源报告，包括人头报告、离职分析等，并帮助各部门接受政府相关部门的人事年检。Supervise the monthly/ quarterly/annual human resource report, including the headcount report and resignation reason analysis report. Facilitate annual inspection by local government.Main deliverable 交付工作:- 年度招募计划；
Annual recruitment plan；- 招聘管理 - 时间控制，成本控制，新人质量；
Recruitment management - time control, cost control, recruitment quality；- 内部人员应聘、转岗、推荐的政策管理和实施报告；
Internal transfer, hiring, recommendation policy and deployment report；- 每月人头报告和分析；
Headcount report and analysis monthly；- 每月离职报告和分析；
turnover rate and exit analysis monthly.(c) 员工发展 Employee Development- 通过多种方式和沟通途径在组织中建立学习性的企业文化氛围。制定专项员工发展项目、职业发展计划、培训体系及年度培训计划，建立具有竞争优势的能力培养机制，促使公司的整体竞争力能够得到发展。Promote the learning culture in the organization by varies means of communication. Establish employee competence for strategic competitive edge that drives business success by tailor-made employee development program, career planning, training structure and annual plan.- 根据公司年度人头计划和人员能力现状分析，建议和制定培训管理的关键绩效指标，制定年度培训计划和相应的当年人员发展计划，并跟进实施状况。Per the annual headcount plan and employee competence analysis, make the KPI for training , annual training plan and employment development plan; follow up the related actions .- 建议并协助实施关键员工的培养发展计划。Suggest and coordinate to implement key employee development plan.- 与各业务部门各层领导合作，完成部门继任者计划并推动该计划的实施。Cooperate with department head to implement succession planning.- 建立公司内部培训讲师制度。Set up Internal instructor evaluated system.- 为各部门经理和各级主管提供有关培训和人员发展的咨询服务，帮助部门主管将人员发展与业务发展相匹配，从而制定人员发展规划。Provide effective tools and advices as internal consultant to functional departments, define the employee development plan to combination of business development.Main deliverable 交付工作:- 年度培训计划；
Annual training plan；- 月度培训报告，包括：计划实施情况、培训小时数、成本、培训质量（员工和经理的反馈）；
Monthly training report including deployment report, training hours, training cost, training quality (feedback from employee and managers)；- 继任者计划和实施；
Deploy succession plan；- 人员发展路径和职业生涯规划工作。
Define and deploy employ development plan and the career path.职责 (RESPONSIBILITY)(a) 协助公司组织结构设计、优化与管理。Assist to design, optimize and manage the company organization(b) 规划并执行公司人头预算计划，确保公司的人力资源利用最优化。deploy AOP headcount plan, ensure the optimum utilization of human resources of the company.(c) 根据公司核心能力框架，针对高潜能人员进行有针对性地专业/领导力发展项目，规划公司员工发展路径。Define the employee development plan and employee development program for high potential according to company competence structure.(d) 负责招聘政策和程序，并跟进招聘的进展。Responsible for recruitment policy and process and follow up the action.(e) 根据公司战略制定培训发展的政策、方针与程序，管理有关培训的各项工作。Define the training development police and procedure, and follow up the related action.

决策权限 (AUTHORIZATION LEVEL FOR THE JOB)(a) 有权根据公司用人需要，选择招聘途径，并决定初试人选。Select the right way to make recruiting and decide the first interview candidates.(b) 有权对公司组织框架结构提出改进意见。Have the authority to give suggestions about company organizational structure improvement.(c) 建议培训与发展程序。To propose training and development procedure.(d) 拟定培训预算，审核培训项目，并控制相关各项费用。To propose training budget, review training program and control related expenses.
G. 所需教育水平及技能 (Education and expertise required)(a) 本科或本科以上学历。University education level or above.(b) 至少6年以上人事管理经验，其中至少2年以上团队管理的经验，对人力资源管理有系统的认识。Minimum 6 years experience in Human Resource management, in which includes at least 2 years team management experience, have good knowledge of human resources management.(c) 较强的沟通和解决问题的能力。Strong ability of communication and problem solving.(d) 流利的英语说、读、写能力。Fluent in oral, reading and written English.(e) 熟练掌握电脑操作。Good at PC application.(f) 较强的学习能力和适应能力。Strong learning ability, positive reaction to changes.(g) 很好的团队合作精神，较强的领导能力。Good teamwork spirit and good team management ability.

本公司最初成立为上海飞利浦半导体公司，1995年易名为上海先进半导体制造有限公司(ASMC)，2004年改制为上海先进半导体制造股份有限公司。

ASMC位于中国上海市漕河泾新兴技术开发区，并且被上海市科委认定为高新技术企业。创立伊始，ASMC就致力于为半导体公司提供专业的芯片制造服务。发展至今, ASMC已成为一家领先的独立模拟半导体代工厂，主要专注于制造模拟半导体及更多双极型内容的混合讯号半导体。

ASMC十分重视人才的价值. 自进入公司开始, 员工就能得到公司所提供的各种培训, 涉及工艺技术, 质量体系及管理艺术等. 公司经常派遣技术人员到海外接受工艺及设备方面的培训, 此外, 公司还为员工创造许多在职培训的机会,以及为他们攻读MBA, EMBA以及其他研究生教育提供帮助。要了解本公司更详细的信息，请访问公司网站：ww***com[点击查看] ，谢绝来电来访。

因本公司业务扩大，现招募所述人员；若您对所述职位感兴趣，并自信符合该岗位要求，请点击申请该岗位；
或寄信至：上海市虹漕路385号 人力资源部 收    
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