1. Lead End-to-End Corporate Talent Acquisition Framework
负责集团人才获取体系建设
• Orchestrate Talent Acquisition initiatives across key strategic pillars including Process & Governance, Talent Intelligence & Analytics, Campus Strategy, Employer Branding, Recruitment Channels, and Candidate Experience.
统筹推进招聘流程与治理、人才数据与洞察、校招策略、雇主品牌、招聘渠道及候选人体验等关键模块建设
• Ensure scalable and future-ready TA infrastructure aligned with evolving business priorities.
建立具备可扩展性、能够支持业务长期发展的招聘基础体系
2. Drive Strategic Talent Mapping Across Critical Domains
开展关键能力领域的战略型人才 Mapping
• Identify and engage top-tier talent within targeted companies and industry ecosystems.
挖掘并链接目标公司及行业生态中的顶尖人才
• Conduct deep-dive talent mapping across priority technical and organizational capability areas.
围绕重点技术领域及组织能力方向开展深入人才 Mapping
• Establish forward-looking strategic talent pipelines to support long-term capability building.
建立面向未来能力建设的前瞻性战略人才储备池
3. Build & Maintain Long-term Strategic Talent Pools (TRM)
建设并持续运营长期战略人才库（TRM）
• Cultivate sustainable relationships with senior experts and high-potential talents.
与行业资深专家及高潜力人才建立长期稳定关系
• Generate structured talent insights to support leadership's workforce planning and decision-making.
形成结构化人才洞察，为管理层人力规划及决策提供支持
4. Cross-Functional Collaboration/ Key Stakeholder Engagement
跨部门合作的推进和关键合作对象的共事
• Collaborate with TA Delivery Teams, HRBPs and Employer Branding functions to drive strategic hiring initiatives and talent programs.
联动招聘交付团队、HRBP及雇主品牌团队，共同推进战略招聘项目
• Act as a connector between business needs and external talent ecosystems.
搭建业务需求与外部人才生态之间的连接桥梁
5. Provide Talent Intelligence & Strategic Workforce Input
提供人才情报及组织能力建设输入
• Monitor talent landscape, competitor capability movements and emerging skill clusters within targeted sectors.
持续跟踪重点领域的人才格局、竞对能力布局及新兴技能趋势
• Support early-stage capability discussions for undefined or future-oriented talent needs.
支持业务在早期或尚未明确定义的人才能力需求讨论
6. Contribute to TA COE Initiatives
参与TA COE相关项目建设