锦鲤求职岗位描述
全体员工能力要求
勇气：直言不讳；向他人提供及时、直接、完整、可行的积极反馈与改进建议；让相关人员充分了解现状；迅速直接面对任何人或任何事（不包括直接下属）引发的人际问题；在必要时敢于采取非常规的行动。
创造力：提出大量新颖独特的想法；善于在原本无关的概念之间建立联系；习惯于在头脑风暴中表现出创造力，并创造新的价值。
以客户为中心：全力满足内部和外部客户的期望与要求；获取第一手客户信息，并借助此类信息改进产品和服务；凡事设身处地为客户着想；与客户建立并保持有效的关系，赢得客户的信任与尊重。
应对模糊性：能够从容应对变化，灵活调整行动方案；即便面临信息不全的情况，也能果断做出决策并付诸行动；不会因为事情悬而未决而感到焦虑；不会因为未完成的任务而耽误其他任务；能坦然应对风险与不确定性。
注重实效：总能超额完成目标；绩效始终处于最佳水平；非常注重结果；坚定不移地鞭策自我和团队达成业绩目标。
人际交往智慧：善于与各类人员建立良好的关系，其中包括上级、下级和平级人员，以及组织内部和外部的人员；能够恰如其分地营造融洽的氛围，构建积极、高效的人际网络；精通待人接物之道，行为举止得体；即便面对非常紧张的局面，也能从容化解矛盾。
在实践中学习：能够迅速领悟新问题；能够从不同角度孜孜不倦地学习；乐于变革；能够总结成功和失败的经验并不断提升；勇于尝试各种解决方案；乐于挑战陌生的任务；能够敏锐地洞悉事物的本质与内在脉络。
全体管理者的能力要求
战略敏捷力：眼光敏锐，能够精准预见未来的结果与趋势；学识渊博，视野开阔，始终着眼于未来；善于描绘切合实际的发展蓝图，洞悉各种可能性，能够制定具有竞争力的突破性战略规划。
培养直接下属和其他人员的能力：善于布置富有挑战性和拓展性的任务；经常探讨发展话题；熟悉每位团队成员的职业目标；制定并落实有吸引力的发展计划；激励相关人员接受发展计划；为需要帮助者提供指导并助其成长；积极推动组织内的人才培养体系；是优秀的人才培养者。
创建有效的团队：根据需要整合团队；营造高昂的团队士气；乐于分享胜利和成果；鼓励坦诚的对话；让团队成员以负责的态度完成各自的工作；从整个团队的角度定义成功标准；塑造团队归属感。
泰佩思琦的招聘活动秉承机会平等，反对任何歧视的原则，并以招聘和培养最优秀的人才为荣。所有招聘决定（包括聘用、录用、晋升、薪酬、调职、培训、纪律处分和解聘）均基于申请者或员工是否满足相关职位的要求。我们在作出这些决定时不会受到如下因素的影响：年龄、性别、性取向、性别认同、遗传特征、种族、肤色、信仰、宗教、民族、国籍、外籍身份、公民身份、残疾状况、婚姻状况、军人身份、怀孕状况、或任何其他适用法律禁止的歧视因素。
访问泰佩思琦公司。
The successful individual will leverage their proficiency in Human Resources to...
Business Expansion & Store Growth Enablement
•As a member of the People Partner teams for Coach China B&M expansion, enabling 30+ YoY new store openings and rapid footprint growth (+137 stores total in LRP) through integrated workforce planning and people program execution.
•Partner with Coach China Retail, Finance, and HR leadership to forecast headcount growth, identify capability gaps, and mitigate people-related risks (readiness, attrition, compliance) associated with expansion and scale-up phases. Own end-to-end people enablement for new store lifecycles (pre-open to post-open stabilization), including organization set-up, role mapping, onboarding governance, manager coaching, and rapid integration into Coach culture and ways of working.
Employee Lifecycle Management
•Drive superior employee experience to store leadership and teams on a day-to-day including onboarding, job changes, relocations, promotions, and exits in partnership with Retail leadership teams and HR Business Partners.
•Manage execution of cyclical HR programs (e.g., engagement surveys, year-end processes)
•Partner with Total Rewards and HR Business Partners to administer compensation programs, salary adjustments, and annual merit processes.
•Collaborate with Talent Acquisition to ensure timely and effective hiring for open positions.
Talent Development & Advisory Service
•Drive disciplined talent management for Retail leadership populations (Multi-Manager/SIC), translating enterprise capability frameworks into actionable development plans that accelerate talent readiness and internal mobility.
•Manage talent routines such as talent reviews, succession planning, and HiPo/critical-role actions to maintain a strong leadership pipeline aligned with store growth and turnover.
•Act as a trusted advisor to multi-managers, providing hands-on advisory and pragmatic people solutions (org/role clarity, team effectiveness, retention drivers) to strengthen store management succession and retail execution quality, building consistent people leadership standards across a fast-growing store network.
•Elevate performance and development quality through rigorous goal setting, quarterly performance check-ins, and development planning — ensuring differentiated outcomes and fair, consistent standards.
Partner with Learning & Development to design and implement talent development initiatives (such as onboarding enhancement, manager capability building, and ready-now programs), ensuring adoption and evaluating effectiveness through participation rates, readiness assessments, and retention metrics. Organizational Development & Change Leadership
•Partner with HR Business Partners in organizational development efforts to align strategic priorities.
•Partner with retail leadership teams to execute change management and org effectiveness initiatives including communication planning, stakeholder engagement, and resourcing.
•Champion a consumer centered and performance culture that supports innovation and agility.
Employee Relations & Support
•Provide guidance on policy interpretation, employee relations issues, and conflict resolution.
•Conduct investigations and recommend solutions for employee concerns in compliance with company policies and legal requirements. Partner with Employee Relations team for escalated issues.
•Partner with leaders to foster a positive work environment and drive employee engagement initiatives.
Operational Excellence
•Monitor and analyze HR metrics to inform decision-making and continuous improvement.
•Ensure compliance with global policies and local labor regulations.
•Partner with Finance on budget / HC planning, risk mitigation, and governance.
The accomplished individual will possess….
•Strong knowledge of employment laws and HR best practices.
•Excellent interpersonal, communication, and problem-solving skills including conflict resolution.
•Strong coaching skills.
•Ability to manage multiple priorities in a fast-paced environment and demonstrate proactive approach.
•Experience managing cross-functional projects and initiatives
•Strong analytical skills with the ability to interpret HR metrics and trends.
•Experience in change management.
•Proficiency with Microsoft platforms (Word, Excel, PowerPoint, Visio & Teams), and HR people platforms (Workday a plus)
An outstanding professional will have...
•Bachelor’s degree in Human Resources, Business Administration, or related field; HR certification is preferred.
•6+ years of progressive HR experience, including employee relations, performance management, and HR operations preferred.
•High levels of professionalism, judgment, and discretion
•Ability to build trust, influence stakeholders, and navigate sensitive situations effectively
•A continuous improvement mindset and adaptability in evolving organizational environments
全体员工能力要求
勇气：直言不讳；向他人提供及时、直接、完整、可行的积极反馈与改进建议；让相关人员充分了解现状；迅速直接面对任何人或任何事（不包括直接下属）引发的人际问题；在必要时敢于采取非常规的行动。
创造力：提出大量新颖独特的想法；善于在原本无关的概念之间建立联系；习惯于在头脑风暴中表现出创造力，并创造新的价值。
以客户为中心：全力满足内部和外部客户的期望与要求；获取第一手客户信息，并借助此类信息改进产品和服务；凡事设身处地为客户着想；与客户建立并保持有效的关系，赢得客户的信任与尊重。
应对模糊性：能够从容应对变化，灵活调整行动方案；即便面临信息不全的情况，也能果断做出决策并付诸行动；不会因为事情悬而未决而感到焦虑；不会因为未完成的任务而耽误其他任务；能坦然应对风险与不确定性。
注重实效：总能超额完成目标；绩效始终处于最佳水平；非常注重结果；坚定不移地鞭策自我和团队达成业绩目标。
人际交往智慧：善于与各类人员建立良好的关系，其中包括上级、下级和平级人员，以及组织内部和外部的人员；能够恰如其分地营造融洽的氛围，构建积极、高效的人际网络；精通待人接物之道，行为举止得体；即便面对非常紧张的局面，也能从容化解矛盾。
在实践中学习：能够迅速领悟新问题；能够从不同角度孜孜不倦地学习；乐于变革；能够总结成功和失败的经验并不断提升；勇于尝试各种解决方案；乐于挑战陌生的任务；能够敏锐地洞悉事物的本质与内在脉络。
全体管理者的能力要求
战略敏捷力：眼光敏锐，能够精准预见未来的结果与趋势；学识渊博，视野开阔，始终着眼于未来；善于描绘切合实际的发展蓝图，洞悉各种可能性，能够制定具有竞争力的突破性战略规划。
培养直接下属和其他人员的能力：善于布置富有挑战性和拓展性的任务；经常探讨发展话题；熟悉每位团队成员的职业目标；制定并落实有吸引力的发展计划；激励相关人员接受发展计划；为需要帮助者提供指导并助其成长；积极推动组织内的人才培养体系；是优秀的人才培养者。
创建有效的团队：根据需要整合团队；营造高昂的团队士气；乐于分享胜利和成果；鼓励坦诚的对话；让团队成员以负责的态度完成各自的工作；从整个团队的角度定义成功标准；塑造团队归属感。
泰佩思琦的招聘活动秉承机会平等，反对任何歧视的原则，并以招聘和培养最优秀的人才为荣。所有招聘决定（包括聘用、录用、晋升、薪酬、调职、培训、纪律处分和解聘）均基于申请者或员工是否满足相关职位的要求。我们在作出这些决定时不会受到如下因素的影响：年龄、性别、性取向、性别认同、遗传特征、种族、肤色、信仰、宗教、民族、国籍、外籍身份、公民身份、残疾状况、婚姻状况、军人身份、怀孕状况、或任何其他适用法律禁止的歧视因素。
访问泰佩思琦公司。