求职西安HR职位+8年HR经验+全模块
来源: 原创
欲求西安长期发展，形象健康大气，沉稳中不失活泼，
热爱HR工作，执行力强有想法，擅长解决问题啃硬骨头，
专业性、敬业度、抗压能力都OK，偷偷说，不用担心婚育问题哦~~~
李菇凉
女 | 未婚 | 1984 年1月生 | 户口：北京 | 意向工作地点：西安
8年工作经验 | 群众
13810017608(手机)
E-mail: autumnbird0106@gmail.com
期望工作： 全职
期望职业： 人力资源、咨询/顾问、教育/培训
期望行业： 互联网/电子商务、IT服务（系统/数据/维护）/多领域经营、计算机硬件及网络设备、通信/电信运营、增值服务、金融/银行/投资/基金/证券/期货、房地产/建筑/建材/工程、贸易/进出口、教育/培训/院校、能源/矿产/采掘/冶炼、计算机软件、电子技术/半导体/集成电路、通信/电信/网络设备、专业服务(咨询/财会/法律等)、航空/航天研究与制造、医药/生物工程、石油/石化/化工、电气/电力/水利
工作地区： 西安
期望月薪： 面议
目前状况： 我目前在职，正考虑换个新环境（如有合适的工作机会，到岗时间一个月以内）
-8年中大型企业人力资源管理经验，曾负责人力资源各大模块管理执行工作，深入掌握招聘、培训、员工关系管理及企业文化建设工作；
-较强的独立工作能力及团队合作精神，优秀的沟通和组织协调能力，思路清晰，认真负责，对人力资源工作抱有极大热情；
-性格开朗，形象良好，诚恳、沉稳、亲和力强；
-因定居西安，寻找常驻西安或外派西安的工作机会。
2004/02 -- 至今
******有限公司（中国电子科技集团下属企业） | 人力资源部 | 招聘经理/主管
行业类别：通信/电信/网络设备 | 企业性质：国企 | 规模：500-999人
在公司工作8年期间，先后负责招聘、培训、绩效考核、员工关系/劳动关系、企业文化建设工作，曾在部门人员缺口较大时，同时承担多个模块的管理工作。
1、参与搭建人力资源管理体系，编制人力资源发展规划
（1）制订人力资源管理制度（包括招聘管理、员工管理、干部管理、劳动合同管理、培训管理、绩效考核和考勤管理等）；
（2）梳理并制订人力资源管理流程，编制管理实施程序，并组织落实日常管理工作；
（3）根据公司发展战略参与制订人力资源发展规划、年度计划并负责具体模块的实施。
2、招聘管理
（1）制订招聘管理办法及子公司招聘工作实施细则；
（2）参与搭建公司职级体系，负责编制公司JD，同时负责子公司JD编写的培训指导；
（3）组织实施招聘需求调查，编制招聘计划并落地实施（包括招聘渠道开发与管理、简历筛选、人才测评、一般岗位的面试、薪酬谈判及人才库维护）；
（4）年度校园招聘的组织策划实施（包括需求落实、招聘方案及渠道拟定、品牌形象宣传、面试/签约面谈、维护学校关系及雇主品牌）；
（5）组织进行招聘工作分析（包括各项招聘数据分析、人员来源及流动情况分析等）。
3、培训管理
（1）组织搭建培训管理体系，编制教育培训管理制度；
（2）组织建立内部讲师队伍和教材开发机制，编制相关管理办法；
（3）组织开展培训需求调查，制订年度培训计划并组织实施；
（4）参与审核培训资源及预算，控制培训费用支出；
（5）参与设计建立培训评估体系，制订培训评估方案，组织培训效果评估。
4、绩效考核管理
（1）参与制订绩效考核体系，编制考核方案并组织实施；
（2）参与公司总部及子公司的竞聘及干部考核工作。
5、员工及干部管理
（1）制订各级员工管理办法（包括正式编制、本地编制、外派、返聘、实习生等）；
（2）负责企业内部干部管理。
6、企业文化建设
（1）根据企业发展战略规划，参与建立企业核心价值观，并参与企业文化的宣贯实施工作；
（2）独立编纂企业内刊《员工素质读本》，并担任各期刊物“编者按”的唯一撰稿人。
7、质量管理及其他
（1）担任公司质量内审员，参加质量管理体系的内审及外审；
（2）配合公司相关部门拟制各类资质申请、续审的申报材料。
2008/02 --2010/08
北京交通大学（高教自考） | 人力资源管理 | 本科
2002/09 --2005/07
首都经济贸易大学 | 贸易经济 | 大专
2009/07驾驶执照
2002/07北京市英语口语等级考试-高级
2000/08全国公共英语等级考试 PETS
国语：母语
英语：读写能力熟练 | 听说能力良好
2010年度 ******有限公司 优秀员工
2012年度 ******有限公司 十佳员工
1、作为人力资源工作者，做事之前要先做人，能够换位思考是人力资源管理者应具备的基本修养，与此同时，保持良好的人际关系也是做好团队工作的润滑剂；
2、人力资源法律法规以及相关管理工具日新月异，所以具备较强的自主学习能力是知识时代的核心职业竞争力；
3、人力资源不仅仅限于制度或工具，更重要的是理念，管理的目的不仅在于制约，更重要是人的生存和发展。对于企业没有最好的制度，只有最合适的制度，没有最好的经验，只有值得借鉴的经验；
4、人力资源各个模块都不是独立存在的，它们环环相扣，相互影响，做到平衡和相辅相成才能够相得益彰。
Miss Li
female | Single | Born in1984 /1 | Account: BEIJING | Workplace: XI’AN
8 Years' Experience | Citizenship
13810017608(Mobile)
E-mail: autumnbird0106@gmail.com
·Desired Type of Employment: Full-time
·Desired Position: Human Resource
·Desired Industry：
Electronic/Semiconductor/IC、Telecom & Network Equipment、Computer Software、Internet/E-Commerce、IT Service/General IT、Computer Hardware, Network Equipment、Telecom Operators/Service Providers
·Desired Location：XI’AN
·Expected Salary(before tax)： Confidential
·Current Situation：In 1 months
· 8 years of HR management experience in large and medium sized enterprises, responsible for implementation of large HR modules and well mastered recruitment, training, staff relationship management and enterprise culture establishment.
· Independent working ability and team cooperation spirit with excellent communication, organizing and coordinating ability, clear thought with responsibility consciousness and great enthusiasm in HR work.
· Open with many good features such as good image, honesty, stability and strong affinity
· For opportunities to work in Xian just because of my present living in Xian
During the eight years of work in the company, successfully responsible for recruitment, training, performance assessment, staff relationship / labor relationship and enterprise culture establishment work, took many modules of management work at the same time as some staff members were lacked in the department.
2004/02 -- Now
************ Co., Ltd. | HR Department | Recruiting Manager/Supervisor
Telecom Operators/Service Providers | State Owned | Company Size：500-999
Job Description：
During the eight years of work in the company, successfully responsible for recruitment, training, performance assessment, staff relationship / labor relationship and enterprise culture establishment work, took many modules of management work at the same time as some staff members were lacked in the department.
1. Attended establishment of HR management system and compiled a HR development plan
(1) Established HR management systems including recruitment management, personnel management, cadre management, labor contract management, training management, performance assessment and duty recording management.
(2) Trimmed and established HR management procedures, established management implementation procedure and organized implementation of daily management.
(3) Attended establishment of HR development plans, annual plans and responsible for implementation of specific modules in accordance with the development strategies of the company.
2. Recruitment Management
(1) Established recruitment management methods and detailed rules on the subsidiaries’ implementation of recruitment.
(2) Attended construction of company’s title system and responsible for JD compilation and JD-compilation training guidance
(3) Organized implementation of recruitment demand investigation and compiled recruitment plans for implementation (including recruitment channel development and management, resume selection, talent testing and evaluation, ordinary position interviews salary negotiation and talent database maintenance)
(4) Organization, planning and implementation of annual on-campus recruitment including demand settlement, recruitment plans and channel establishment, brand image promotion, interview / contract signing and interviews, maintaining school relationship and employers’ brands.
(5) Organized recruitment work analysis including analysis on recruitment data, personnel source and flow status。
3. Training Management
(1) Organized establishment of training and management systems and compiled educational training management systems.
(2) Organized establishment of internal lecturing teams and teaching text development mechanisms and compiled relevant management methods.
(3) Organized training demand investigation and established annual training plans and organized related implementation.
(4) Attended examination of training resources and budget and controlled expenses of training expenses.
(5) Attended design and establishment of training assessment systems, established training assessment plans and organized training effect assessment.
4. Performance Examination Management
(1) Attended establishment of performance examination systems and compiled examination plans and organized implementation.
(1) Attended competitive recruitment and cadre examination work of the headquarters and subsidiaries.
5. Personnel and Cadre Management
(1) Establishment rules on management of all levels of personnel members including members officially on regular payroll and locally on regular payroll, dispatched, retired person employment and trainees.
(2) Responsible for internal cadre management.
6. Establishment of Enterprise Culture
(1) Attended establishment of core value for the enterprise and implementation of enterprise culture strategies.
(2) Independently compiled an internal magazine for the company, namely, Personnel Quality Manual and worked as the sole writer of editor’s notes for each periodical.
7 Quality Control and Other
(1) Attended internal and external examination in the aspect of quality management system as internal quality examination staff of the company.
(2) Coordinated with relevant departments to draft and determine application materials on qualifications and extended verification.
February 2008 – August 2010
Beijing Jiaotong University (self-taught higher learning education)| HR management| Undergraduate education
September 2002 – July 2005
Capital University of Economics and Business| Trade economy (electronic commerce) | Junior college education
July 2009
Driving License
July 2002
Beijing City English Oral Speaking Level Testing - Senior
August 2000
PETS-3
Mandarin: mother tongue
English: Good ability in reading and writing | good ability in listening and speaking
2010, excellent staff member,********** Co., Ltd.
2012, excellent staff member, ********** Co., Ltd.
· As a HR worker, be a quality person before success. Position-changing thinking is the basic quality for HR management staff members. Meanwhile, keeping of good human relationship is the lubricant to make good team work.
· With daily updated laws and regulations on HR resources and relevant management tools, it is the core occupational competitive force to have strong self study ability.
· HR is not limited in systems or tools. More important is concept. The purpose of management is existing and development of people instead of controlling. No best systems for an enterprise but most appropriate systems. No best experience but experience valuable as an example.
· Instead of independent status, each module of HR is complementary. They influence each other. Balance and complementation make perfect results.
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