Purpose:

The Manager – HRBP serves as a key partner to the assigned function areas, working in close alignment with the HR Director who leads HR business partnering for the same business scope.

This role focuses on translating HR strategy into execution, managing end-to-end employee lifecycle processes, and ensuring the effective implementation of people initiatives to deliver a seamless and high-quality employee experience across key moments that matter. Acting as an operational and tactical extension of the HR Director, the role bridges strategy and execution while maintaining close proximity to business needs.

The position also plays a critical role in connecting corporate HR with Distribution Center (DC) HR operations, ensuring consistent communication, alignment, and delivery of HR core process.

Key Responsibilities:

HR Business Partnership (Execution-Focused)

• Partner directly with leaders across assigned function areas at operational and mid-management levels
• Support the HR Director in executing HR strategies tailored to assigned functions
• Translate business priorities into actionable HR plans, ensuring timely and practical implementation
• Provide day-to-day HR advisory aligned with business needs
• Coach and upskill line managers to effectively lead teams in performance management, engagement, and people decision-making.

End-to-End Employee Lifecycle Management

• Ensure a consistent and high-quality employee experience by managing and overseeing employee lifecycle activities, including:
• Hiring and onboarding
• Performance management
• Talent development and retention
• Employee relations and offboarding
• Drive strong adoption of business and leadership decisions across the assigned areas
• Translate HR policies and decisions into clear, actionable guidance for execution

GBS Interface & HR Operations Delivery

• Act as the primary interface with Global Business Services (GBS) for HR operations
• Provide clear direction, requirements, and priorities to GBS teams
• Ensure high-quality, efficient, and compliant HR service delivery
• Monitor execution outcomes and resolve operational issues or escalations

Hands-on HR Initiatives Support

• Play an active and hands-on role in implementing key HR initiatives, including:
• Talent development and succession planning
• Performance management cycles
• Organizational changes and transformation initiatives
• Engagement and culture-building activities
• Support change management across assigned function areas
• Take up ad hoc tasks as assigned.

Stakeholder Collaboration

• Build strong working relationships with business leaders, HR teams, and cross-functional stakeholders
• Partner closely with the HR Director to ensure alignment and consistency in HR delivery
• Support coordination with other enabling functions HR team where relevant

Corporate – DC HR Bridge

• Serve as the main HR connection between corporate and DC HR team
• Ensure consistent communication and interpretation of HR policies and initiatives
• Consolidate insights, feedback, and workforce data from DCs for HR Director and stakeholders
• Drive alignment and standardization of HR practices across locations

Key Relationships:

• Business leadership team and People Managers
• China HRBP Community
• GBS HR
• HR Centers of Excellence (Talent, Reward, etc.)
• Global HR
• NTP, Finance, Legal, Corp Comm, Government Relations

Knowledge Skills and Abilities:

Knowledge

• Solid understanding of end-to-end HR lifecycle (recruitment, performance, employee relations, offboarding)
• Understanding of HR Business Partnering and how to support business strategy
• Knowledge of shared services / GBS models and HR delivery
• Familiarity with organizational design, workforce planning, and change management
• Understanding of labor laws and regulatory requirements
• Awareness of HR analytics and metrics to support business decision-making

Skills

• Stakeholder management: build effective relationships and influence across levels
• Strong execution: turn strategy into actions and deliver results
• Clear communication: simplify and explain HR topics effectively
• Problem solving: identify issues and provide practical solutions
• Collaboration: work across HR teams, GBS, and business units
• Project management: manage priorities and multiple initiatives

Abilities

• Able to balance hands-on execution with planning
• Comfortable working in a fast-paced, complex environment
• Able to influence and align different stakeholders
• Translate policies into practical guidance
• Handle sensitive topics with professionalism and good judgment
• Adapt quickly to changing priorities

Requisite Education and Experience / Minimum Qualifications: 

• Bachelor’s degree in Human Resources, Business Administration, or a related field
• Minimum 6–10 years of progressive HR experience, with at least 3–5 years in an HR Business Partner role
• Proven experience supporting business functions in a fast-paced, matrix organization, preferably within transformation environments
• Demonstrated experience in managing end-to-end employee lifecycle processes and driving HR initiatives
• Experience working with shared services / GBS models, including managing service delivery and stakeholder expectations
• Strong track record of partnering with business leaders to implement HR strategies and solutions
• Experience in change management, organizational transformation, or business-driven HR projects
• Solid understanding of local labor laws and HR compliance requirements
• Proficiency in HR systems (e.g., SAP SuccessFactors) and data-driven HR decision-making
• Fluency in both written and oral in Mandarin and English.