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The duties of the chief talent officer

CHO's responsibilities are relatively macro and inconclusive, so the responsibilities at the director level are used to describe the times.

Duty one

Formulate the company's human resources strategic planning.

Task: According to the company's development strategy, organize the formulation of human resources strategic planning. Participate in major personnel decisions of the company. Organize and collect information on personnel, recruitment, training, assessment and salary on a regular basis to provide information support for the company's major personnel decisions. Organize and collect employees' ideas and suggestions regularly.

Responsibility 2

Supervise the implementation of the company's human resources strategy.

Task: According to the company's situation, organize the formulation of the company's recruitment system, training system, salary assessment system, personnel file management system, employee handbook and other rules and regulations, implementation rules and working procedures, and organize their implementation. Responsible for job analysis, job description and job allocation, put forward the design scheme of organizational structure and job responsibilities, and put forward the improvement scheme of company organizational structure design.

Responsibility 3

Responsible for establishing smooth communication channels and effective incentive mechanism.

Task: Responsible for establishing smooth communication channels within the company and its subsidiaries, and keeping abreast of employees' opinions and ideas. Actively listen to and adopt employees' reasonable suggestions and feed them back to relevant departments. Accept employee complaints and implement relevant departments to solve them after investigation. Responsible for establishing an effective incentive mechanism to give full play to the enthusiasm and creativity of employees.

Responsibility 4

Responsible for the human resources department of the comprehensive group management company.

Task: Organize the formulation of the company's annual human resource demand plan. Organize the recruitment process and find suitable talents for the company through various channels. Organize to formulate the company's training plan, organize personnel to participate in the training, and evaluate the training effect. Be responsible for organizing the assessment of the company's employees, and handling employees' complaints about the assessment results. According to the company's total salary, prepare the company's annual salary adjustment plan and review the company's employees' monthly salary. Responsible for handling all kinds of matters related to labor contracts.

Responsibility 5

Responsibilities: Other jobs.

Task: Responsible for the assessment of the work of all departments of the company. Responsible for uploading and publishing the company's human resources information. Communicate and coordinate with counterpart departments of the government and other units on behalf of the company.

Responsibility 6

Internal organization and management.

Task: Be responsible for breaking down the departmental work plan into individuals and supervising the completion of the plan. Evaluate and check the work completion of subordinates. Control the use of departmental budgets.

1) Organize to investigate the company's current and medium-and long-term human resources demand and external supply, formulate human resources policies and plans, and promote their implementation to ensure that human resources meet the company's business development needs.

2) Presided over the formulation of the annual budget outline of the human resources system, and provided special reports or suggestions on human resources.

3) Participate in the review and decision-making of the company's R&D planning and product projects to ensure that the R&D projects are effectively supported by human resources.

4) Organize to formulate and improve the company's recruitment system, salary and welfare system, incentive and restraint mechanism, performance appraisal system and training system, and promote their implementation.

5) Suggest the employment, deployment, dismissal, post grade and salary of senior managers and core personnel; To examine and decide the employment, deployment and dismissal of other employees, as well as the determination and adjustment of position level and salary.

6) According to the development and changes of the company, put forward adjustment suggestions on the organizational structure and post setting of each business system of the company.

7) Track the changes of research posts and personnel, draw up the staffing plan of the company, and control the cost of human resources.

8) Formulate the promotion plan of the company's corporate culture, and promote and supervise its implementation to ensure the consistency between the promotion plan and the core values.

9) Suggest and train organizations to study important issues in company management, formulate phased management improvement plans, and organize their implementation.

10) train successors of this position, nominate human resource management cadres, and build a contingent of human resource management cadres.