HR Head, Alliedstar
Job Description
Position Title: HR Head of Alliedstar
Direct Reporting Line: CEO of Alliedstar
Base Location: Alliedstar Office, Shanghai
Global People Organization
Would you like to become a part of the Straumann HR team supporting the high growth business of Alliedstar? Do you want to help create value for our Alliedstar organisation? And are you ready to help lead the Alliedstar to the next level?
Who we are and what we do?
Alliedstar is a holding subsidiary of Straumann Group, and an rising star in global digital dentistry industry.
Headquarter and R&D center are located at Zhangjiang Science City of Shanghai, and manufacturing facility is located at China Dental Valley of Sichuan.
The Straumann Group is a global leader in tooth replacement and orthodontic solutions. It unites global and international brands that stand for excellence, innovation and quality in tooth replacement and esthetics, including Straumann, Neodent, Medentika, ClearCorrect, Dental Wings and other fully or partly-owned companies and partners.
As a total solution provider, we take a holistic approach, offering training, support and a wide range of services to dental practitioners, clinics and laboratories all over the world. It is recognized as a leading innovator and works together with universities, clinics, research institutes, networks and communities to enhance the standard of patient care.
As a key HR leader in our organization, you will have the opportunity to shape the Human Resources landscape of Alliedstar organisation and play a pivotal role in driving strategic decision-making. This is a unique chance to make a lasting impact and be part of our journey towards continued growth and success.
Position Summary:
The HR Head provides advice and coaching to Alliedstar CEO and his leadership team on HR tasks at local strategic, operational and tactical levels. The HR Head consults & provides solutions with/to the business and is one of the key team member of leadership team. They possess a broad knowledge across all HR Cloud/COE content. They implement & localize Global programs and feedback to the HR Clouds to iterate & improve services.
The HR Head counsels CEO on organizational design, development, company culture and engagement and ensures implementation and application of agreed upon global HR programs and policies. The HR Head represents the needs of the business in the Global, Regional and local HR Community.
Primary Objective:
Act as an HR expert and advisor to CEO
Provide HR perspectives on Alliedstar strategy and the specific area’s business plans. Consult with business on HR implications of these and how to operationalize them into people activities.
Partner with CEO, Global HRBP and Regional HR Head in driving and implementing the integration of Alliedstar with Straumann in accordance with the overall CCS business strategies and Straumann Group Culture, to ensure Alliedstar is well integrated with Straumann Group while operates with its agility and entrepreneurship as a fast growing “Start-up” business.
Collaborate closely with respective Global HR Clouds when implementing HR strategies and programs.
Is data driven in order to analyze and define organizational needs and translate these into future operational and tactical HR annual activities.
Partners on:
Regular input to yearly and rolling strategic workforce planning and budgeting.
Drive Straumann cultural journey (high performance player-learner culture) to reinforce the sense of belonging within the global Straumann Group
Act as a sparring partner - drive and influence a positive employee (life) experience across all moments that matter by enabling the business leaders
Strong contributor to the Join (Talent Acquisition) process:
Coach business in developing well planned resource requests to enable to best select candidates.
Support business in selecting the right candidates and monitor best fit for Alliedstar.
Participates in interviews and provides feedback to candidates and business.
Strong contributor to the Grow (Talent Development) process:
Identify critical skills for the near future and follow up on action plans.
Monitor the talent pipeline and support the business in selecting appropriate candidates.
Drive diversity and inclusion, transparency, and fairness in the process.
Coach and support in identifying and defining appropriate development opportunities for our Talent.
Drive team development activities in business.
Strong contributor to the (Rewards & Performance Management) and HR Shared Services processes:
Support and drive implementation in Reward strategies, HR operations, data insights and support in difficult ER cases
Employment Law Knowledge essential
Key Requirement to be successful in the role:
Organization Design, Development and Talent Management
Good capability in identifying short/medium/long-term organizational needs. Facilitating talent and succession planning practices, ability to and execute agreed organizational development actions. Supports CEO and his leadership team on all talent mapping, succession planning and development plans for Alliedstar. Can challenge the leaders to think and act objectively and fairly.
Talent Attraction
Has the knowledge and ability to influence multi-channel and cost effective (cost per hire) approach to resourcing requirements, reducing hiring costs and time to hire. Uses assessment tools and apply recruitment and interview techniques.
Learning & Development
Ability to gain support from APAC Grow to plan, organize, deliver, facilitate individual & team development activities focusing on the needs of the team.
Total Rewards
Understanding of job architecture, rewards, policies, mobility, incentive programmes etc. and ability to evolute existing system and policy.
Professional General Competencies
Commercially Astute
Understanding the Market, Customers, Products.
Alliedstar vision, strategy, culture globally and in own specific area
Data and analytics
Ability to analyze data, is HR system & data savvy, and is able to apply
Uses data to ‘Story Tell’ and make sound decisions
Project Planning & management
Design and execute on short/long term project plans with impact within Alliedstar and participate APAC Region wide projects.
Other
Educational background on minimum BA. Level, Masters desired.
Experience from working in an international organization (Medical device experience is an advantage)
Fluency in English on a professional level
8~15 years working experience as HR
More than 4 years as HR manager
To Succeed in ‘Our Culture’ you will need to be…
A brilliant team player ready to grow in a cross-cultural environment.
You have a well-developed intercultural understanding, as a leader you are inclusive of all and welcome diversity. You and are seasoned in building and maintaining productive partnerships across borders and functions. You are not a ‘knower or a victim’ mindset person but a player and a learner. You leave your ego behind and you are ready and willing to listen and learn from others around you, even your own team. You are transparent and open when mistakes are made and you use this learning to help yourself and others grow, blame culture is not in our DNA and nor is it in yours.
As some of your stakeholders are working in different time zones you understand that the best time to meet is not always 9-5. And as a true team player you are aware of the potential that lies in a group who share a common will to fight, laugh, win and celebrate as a team.
Open doors and open minds.
In Alliedstar you will join a team of highly dedicated people who share the common understanding that helping each other is key to succeeding in our daily work. Our ambition is to create value for the organization and our colleagues by continuously developing smarter tools, processes and systems that can support an attractive, productive, engaging and compliant workplace. We believe that everyone can contribute to our success. Therefore, you can always feel free to share your opinion and bring your ideas to the table – Actually, we are expecting you to.
Corporate Culture.
The right mindset is a prerequisite for the high-performance culture we are striving to build. Our main thrust over the past years has been to inspire and foster a player-learner mindset throughout our workforce.
Learner
You and I see the world differently. The way in which you deal with such differences defines you as a “learner” or a “knower”. Are you acting as a “knower” pushing your knowledge and opinions on to others? Or are you a “learner” where the approach is to, in a more humble way, use questions to understand the person you are dealing with?
Player
You have it in your hands how you respond to a situation. If you take responsibility or if you act self-disempowering defines you as a “player” or a “victim”. Are you taking the role of a “victim”, always in the hands of external forces and not able to influence the outcome yourself? Or are you more of a “player”, where you are in control of what is happening and could affect the outcome?
Player-Learner
This works best when everyone in the company takes responsibility for their own response to any situation (player mindset) and is truly curious about the opinions and ideas of others (learner mindset). Player-Learners inspire trust; they are energized and embrace change; they listen, find out, share, collaborate, take risks, find solutions, learn by doing, encourage and celebrate.