HR

(1) Business Collaboration and Human Resources Planning

1. Deep Business Understanding : Immerse yourself in teams such as online sales, offline sales, warehouse, and finance. Regularly communicate with business leaders to identify business goals, workflows, and talent

demand pain points, and plan HR support strategies.

2. Human Resources Planning : Develop tailored HR plans for each team (including recruitment, training, and talent development) in line with business strategies.

(2) Recruitment and Talent Allocation

1. Full-cycle Recruitment Management : Design differentiated recruitment strategies based on team needs. Oversee resume screening, interviews, background checks, and salary negotiations to ensure the hiring of suitable talent.

2. Talent Pool Building : Reserve talent for key positions to rapidly fill roles during business expansion, and establish a corporate talent pipeline and database.

(3) Employee Relations and Culture Implementation

1. Employee Communication and Care : Regularly communicate with employees across teams to understand their work needs and concerns. Organize activities to enhance employee belonging and well-being.

2. Cultural Implementation : Promote, implement, and practice corporate culture locally

(4) Performance and Incentive Management

1. Performance System Adaptation : Collaborate with business leaders to design performance plans for different teams.

2. Incentive Mechanism Design : Develop attractive incentives based on performance to motivate employees.

(5) Compliance and Policy Implementation

1. Labor Law Compliance : Be familiar with local labor laws and regulations to ensure compliance in

recruitment, employment, compensation, termination, and other processes. Handle labor disputes and mitigate legal risks.

2. Policy Promotion and Execution : Translate and implement corporate HR policies (e.g., salary adjustments, promotions, training) by integrating local laws and culture, ensuring understanding and execution across

teams.