Responsibilities: Assist the group to establish a complete human resources system (employer brand, recruitment and appointment, training and development, performance management, personnel management regulations, etc.) Understand the group's strategy and human development needs, plan appropriate human development plans to achieve organizational goals and strengthen the company's human capital Ensure the company complies with employment, welfare, insurance, safety and other laws, regulations and requirements Assist the boss in personal affairs and other assigned matters Handle and track cross-departmental and cross-business administrative affairs, including data collection and file organization Coordinate and communicate with the accounting office to handle simple accounting matters a. Manage administrative affairs Office decoration, preparation and contact matters Integration of administrative affairs, establishment, improvement and implementation of standard operating procedures Optimize the operation process and team management of the administrative and general affairs department, and coordinate the communication between various departments. Responsible for the planning, coordination, guidance and assessment management of general administration, electromechanical, environmental safety and health, office equipment procurement and asset management. Responsible for the daily management of the office and repair projects, supervision and management of manufacturers, in order to provide colleagues with a good working environment. Organization of company activities, such as: company outings and other related company planning. b. Recruitment and Appointment Management Understand organizational needs and talent gaps, design a suitable recruitment and appointment process, assist the company in finding the right talents, and enrich the company's talent pool Assist the company to replenish manpower through multiple channels, and expand the company's image and overall popularity Design a suitable appointment assessment mechanism according to the development status of the organization, and assist the company in evaluating and appointing talents in a fair and objective way Staffing budget, and the budget of the human resources unit Employee care and promotion of corporate culture c. Managing Compensation and Performance Establish competitive salary design and incentive methods Design a clear KPI and assessment system to effectively evaluate the performance of colleagues in a reasonable, fair and objective way Through the performance gap, relevant improvements can be provided in terms of recruitment, appointment, training and development d. Management organization structure design Adjust the organizational structure according to the company's strategy, including the construction of grades and ranks, inventory and reorganization of professional titles, so that personnel can have a basis for promotion, assessment, manpower establishment, unit composition and training.