薪酬绩效总监(J10707) **-**元

岗位职责:

1、薪酬绩效体系顶层搭建与迭代：

统筹江西子公司薪酬绩效体系设计与迭代优化，贴合研发、生产、职能业务差异，搭建差异化考核激励体系，落地全周期绩效方案及配套考核工具；

2、薪酬全流程运营与成本合规管控

开展南昌周边行业薪酬调研，研判市场趋势。牵头人力预算全流程管理、年度调薪方案设计落地，搭建中长期激励机制，精细化管控人力成本，平衡成本与经营效益；

3、绩效管理落地与业务赋能

搭建闭环绩效管理体系，统一考核规则、等级与指标标准。打通绩效结果应用链路，实现绩效与薪酬、晋升、人员优化、人才继任深度联动，赋能团队建设与组织效能提升；

4、专项激励设计与成本数据经营

针对性设计生产产能、品质、专项攻坚及核心人才留任、年终激励方案。持续复盘优化激励规则与分配逻辑，提升激励投入产出比，助力业务与人才效能升级；

5、人才盘点与团队能力建设

搭建薪酬绩效专项团队，完善岗位职责与梯队建设，常态化开展专业赋能辅导。推进HR数字化与报表体系升级，搭建标准化数据模型，提升核算精度与工作效率。

6、制度流程与数字化决策支撑

建立常态化人力数据分析机制，定期输出成本管控、激励效果、绩效健康度专项报告。依托数据诊断优化方案，为人才战略、成本管控、组织优化提供专业决策支撑。

7、制度落地与团队氛围建设

梳理优化薪酬绩效制度流程，推动政策标准化落地执行。开展全员政策宣贯与落地辅导，打造公平公正、务实进取的绩效导向工作氛围。

Job Responsibilities：

1. Top‑level Construction and Iteration of Compensation & Performance System

Oversee the design and iterative optimization of compensation and performance systems for the Jiangxi subsidiary. Develop differentiated assessment and incentive systems tailored to R&D, production and functional departments. Implement full‑cycle performance schemes and supporting assessment tools.

2. End‑to‑end Compensation Operation & Cost Compliance Control

Conduct compensation benchmarking surveys among industries around Nanchang to analyze market trends. Lead full‑cycle HR budget management, design and implement annual salary adjustment plans, and establish long‑term and medium‑term incentive mechanisms. Implement refined HR cost management to balance costs and business benefits.

3. Performance Management Implementation & Business Enablement

Build a closed‑loop performance management system with unified assessment rules, rating scales and KPI standards. Enable full linkage between performance outcomes and compensation, promotion, workforce optimization and talent succession planning, so as to empower team development and improve organizational effectiveness.

4. Special Incentive Design & Cost‑driven Business Operation

Develop targeted incentive schemes for production output, quality improvement, key project initiatives, core talent retention and year‑end rewards. Continuously review and refine incentive rules and allocation logic to improve the return on incentive investment and drive business and talent performance upgrade.

5. Talent Review & Team Capability Building

Form a dedicated compensation‑performance team, define role responsibilities and build talent pipelines, and deliver regular professional coaching. Promote HR digital transformation and reporting system upgrade, and build standardized data models to improve payroll accuracy and operational efficiency.

6. Policy & Process Governance and Data‑driven Decision Support

Establish a regular HR data analysis mechanism. Periodically deliver special reports covering cost control, incentive effectiveness and performance health. Optimize solutions based on data insights to provide professional decision‑making support for talent strategy, cost governance and organizational optimization.

7. Policy Implementation & Team Culture Building

Sort out and optimize compensation and performance policies and workflows, and drive standardized policy execution across the organization. Conduct company‑wide policy communication and implementation coaching, and foster a fair, pragmatic and performance‑oriented working atmosphere.

任职要求:

1、211本科及以上学历，人力资源管理、经济、管理类相关专业；

2、10年以上大型制造业薪酬绩效全模块实操经验，3年薪资绩效总监管理经验，熟悉计件薪酬体系，熟悉生产线产能考核、班组考核、品质考核模式，有完整的薪酬绩效体系搭建、迭代与落地经验。

3、精通人力成本模型搭建、薪酬体系设计、绩效管理变革；熟悉个税政策、劳动法律法规、上市公司人力合规管理；

4、拥有优秀的跨部门协同能力，成本管控与数据分析能力，责任心强，具备良好的问题复盘优化能力与职业素养。

Job Requirements

1. Bachelor’s degree or above from a Project 211 university, majoring in Human Resource Management, Economics, Administration or related fields.

2. Minimum 10‑year hands‑on experience covering the full scope of compensation and performance functions in large‑scale manufacturing enterprises, with at least 3‑year management experience as Compensation & Performance Director. Solid experience in piece‑rate compensation systems, production line output assessment, team‑level assessment and quality assessment models; proven track record in end‑to‑end design, iteration and roll‑out of compensation and performance systems.

3. Expertise in HR cost model building, compensation system design and performance management transformation. Familiar with individual income tax policies, labor laws and regulations, and HR compliance requirements for listed companies.

4. Excellent cross‑departmental collaboration, cost control and data analysis capabilities. Strong sense of responsibility, proficient in problem review and continuous improvement, with high professional ethics.