overview - Global HR Operations & Compliance Lead

San Francisco - Hybrid1w ago

In Office Staff NA Insurance Manufacturing HR Business Partner Benefits Administrator Mandarin HR Compliance

Requirements

• 5+ years in HR, with hands-on ownership of compliance and HR operations. • Direct China HR experience, including labor contracts, social insurance and housing fund, and local labor law. • Global HR compliance across multiple countries, including employment law, contracts, and statutory benefits. • US HR compliance across federal and multi-state requirements. • Has built HR processes or programs from scratch at a scaling company. • Operates as a hands-on executor, not just an advisor. • Works effectively across time zones with teams in Asia and Europe. • Strong Preferences • HR experience across APAC beyond China (for example Taiwan, Vietnam, Singapore, Japan, Korea). • Experience with EOR and PEO models and entity setup decisions. • Mandarin proficiency. • Background in manufacturing, hardware, or companies with employees deployed on customer sites.

Benefits

• Build the global function: You design the compliance and HR infrastructure Overview scales on, not inherit someone else’s. • Leverage: Every process you build runs across multiple countries and every new hire. • Global scope: North America, APAC, and Europe, with real problems to solve on day one. • Ownership: High autonomy, direct access to leadership, and a seat that shapes how the company grows. • WHAT YOU’LL OWN • Global HR compliance: Own employment compliance across every country we operate in; find gaps and close them. • China HR: Own HR for the China team, partnering with your Shanghai HR & Admin Manager direct report on day-to-day execution. • Process and program build: Design scalable processes for onboarding, offboarding, contracts, leave, payroll inputs across countries, and performance management/review processes. • Global policy: Build a global policy framework and handbook with country-specific addenda. • International expansion: Partner on new country entry, including entity vs. EOR decisions and employment setup. • Manager support: Be the go-to resource for managers on employee relations, performance, and policy questions. • HR data and audit readiness: Keep employee data, contracts, and records accurate, reportable, and audit-ready. • Vendors and partners: Manage EOR, payroll, benefits, and employment counsel relationships.