Responsbilities
I. Business Understanding & Insight
1. Fully participate in strategic planning, business reviews, and operating analysis meetings for new business lines; develop a deep understanding of the business model, growth stage, competitive landscape, and core challenges.
2. Lead the development and dynamic adjustment of annual/quarterly HR plans (headcount, structure, cost, pacing) based on business strategy, and provide forward-looking talent supply and deployment recommendations.
3. Conduct regular organizational health diagnostics to identify pain points in collaboration efficiency, decision-making mechanisms, and team morale, and drive effective interventions.
4. Design and implement structured onboarding programs to ensure new hires—especially executives and key talent—integrate quickly and deliver value; identify high-potential employees and build a talent succession pipeline.

II. Performance & Incentive Driving
1. Design or optimize the performance management system in alignment with the growth objectives of new business, ensuring goal alignment and a focus on value creation.
2. Develop and execute incentive schemes that match the business rhythm (e.g., project bonuses, milestone incentives) to boost team momentum; participate in designing market-competitive compensation, bonus, and long-term incentive (LTI) plans.

III. Employee Relations & Organizational Climate
1. Serve as a trusted partner to employees, gauge team climate, provide early warning of potential risks, and handle employee relations issues.
2. Ensure all HR practices for the new business team comply with labor laws and company policies; manage employment risks—particularly non-compete and confidentiality agreements for key personnel.
3. Foster a culture of candid performance feedback and coach managers on effective communication.

Requirements
1. Bachelor's degree or above; 7–10 years of experience as an HRBP or in generalist HR roles, with experience in high-tech companies or in building new business teams from 0 to 1.
2. Prior background at leading consulting firms is preferred.
3. Strong business curiosity and learning agility; ability to quickly grasp complex businesses, with sensitivity to financial and operational data.
4. Excellent communication and coordination skills; ability to drive consensus among business leaders and stakeholders in a resource-constrained, high-uncertainty environment.
5. Results-oriented with strong systems thinking and problem-solving skills; capable of independently delivering HR solutions.
6. Adaptable to a fast-paced, rapidly changing environment; resilient, passionate, and self-driven.