Job Responsibilities 1. End-to-End Recruitment Management: Focus on recruitment needs of marketing-related positions (including Sales, Marketing Promotion, Channel Development, Brand Operation, etc.) in the domestic and overseas markets of the Marketing Center, covering core regions such as Europe, America, and Southeast Asia. Lead the development of recruitment plans, optimization of job descriptions, expansion of recruitment channels (overseas recruitment platforms, industry communities, executive search cooperation, etc.), resume screening, interview coordination, offer negotiation, and onboarding follow-up. Ensure recruitment efficiency and talent quality are aligned with the development pace of overseas business. 2. Business Partner Support: Deeply integrate into the overseas marketing teams, maintain close communication with overseas regional managers and department heads. Understand the business strategy, team structure, and talent demand pain points of overseas markets, and provide targeted HR solutions (such as overseas talent profile building, localized recruitment strategy adjustment). Act as a trusted HR partner for business departments. 3. Employee Relations Management: Responsible for the full-cycle follow-up of overseas employees' onboarding, probation confirmation, transfer, and resignation processes. Establish communication mechanisms for overseas employees, promptly respond to employee needs (such as cross-cultural adaptation, compensation and benefits consultation, labor compliance inquiries). Organize team-building activities and cultural integration events for overseas teams to enhance overseas employees' sense of belonging and retention rate. 4. Recruitment System Optimization: Accumulate overseas recruitment data (recruitment cycle, channel efficiency, talent retention rate, etc.), analyze problems in the recruitment process and propose optimization solutions. Iterate overseas recruitment processes, interview standards, and talent evaluation systems to promote the standardization and efficiency of overseas recruitment work. 5. Cross-Departmental Collaboration & Compliance Assurance: Collaborate with the Group HR Shared Service Center, Compensation & Benefits Team, and Legal Department to ensure that the signing of labor contracts, payment of social security and provident fund (or localized welfare configuration), and compliance with labor laws and regulations for overseas employees are in line with the relevant provisions of the target countries/regions. Reserve core talent resources in advance to meet the needs of overseas business expansion. 6. Talent Development Support: Assist overseas teams in conducting training needs surveys, implementing training plans, and evaluating training effectiveness. Pay attention to the career development needs of core overseas employees, provide targeted career planning suggestions, and support the talent echelon construction of overseas teams. Requirements​ Bachelor’s degree or above in HRM, Business Admin, International Trade or related fields; overseas study/work experience preferred.​ Minimum 3 years of HR experience, with 2+ years in overseas recruitment/HRBP role; medical industry experience a strong plus.​ Proficiency in end-to-end global recruitment, familiar with at least one overseas market (Europe/Americas/Southeast Asia/Middle East).​ Fluent in English (working language); excellent cross-cultural communication and stakeholder management skills.​ Strong business acumen, compliance awareness, result orientation and ability to work in a fast-paced environment.​ Integrity, confidentiality and proactive teamwork spirit.