Archives 2007

Project Manager – One European pipe system company

Job Description:
1. Project manager (Fine chemical/ pharmaceutical/ food process engineering, material take-off, preparation, site management, QA and after sales service)
2. Ability to make independently quotations
3. Responsible for communication with client and management of mechanical/electrical subcontractor, suppliers and CAD designers
4. Technical evaluation & preparation of purchasing recommendations
5. Preparation of technical documentation
6. Understanding of Electrical and Automation
7. Project Management Experience
8. Financial Responsibility
9. Traveling is required and longer stays of a few weeks on the job site are possible
Qualification:
1. Good proven experience of project management
2. Process and Clean Utility Design experience in chemical, pharmaceutical or food industry is requested
3. Familiar with Fine chemical, pharmaceutical or food Process Design and installation regulations and code, knowledge of fine chemical process equipment.
4. Experience on installation techniques, installation qualification and operational qualification, automatic welding
5. Local and imported material knowledge (process piping, process equipment, valves, tanks)
6. Minimum 3 years relevant experience
7. Graduate with Mechanical engineering degree
8. Excellent communication and organizational skills
9. Fluency in written and spoken English and good PC skills with Excel, Word, Outlook

* Please send us your complete resume (both in Chinese and in English) to:
‘topjob_oth047sh#dacare.com'(Please replace “#” with “@”)

Sales Manager, Hong Kong Region

Company Introduction:
Our client is a leading international instruments provider, whose parents company is listed on Fortune 500. In China, there are 12 offices at present.

Location: Hong Kong
Reports to:Director, Asia/Pacific Sales
Under the direction of the Director of Asia/Pacific Sales & Marketing, is accountable for the company’s network products’s sales and market-making activities within Hong Kong and the New Territories region. Responsible to increase development of and enhance the reputation of the company’s products through the assigned geographical operation that sells company’s products through designated Channel Partners, distributors and other authorized resellers.
Responsibilities:
1.Working in concert with his direct manager and other AsiaPac regional sales executives, develops and implements a regional sales operation program that will meet or exceed assigned sales goals and forecasts.
2.Within the Hong Kong region, develops relationships and sales processes that will minimize the impact of market crossover and price erosion of FNET products. Responsible to educate subordinate sales staff and channel partners to ensure these goals are met.
3.Maintains a comprehensive knowledge about resellers and manufacturing representatives in the area in order to evaluate channel distribution and sales efforts. Ensures appropriate new distributor/channel partner recruitment efforts are successful and manages or terminates distributor/channel partner relationships that are ineffective. Coordinates and communicates changes in distributor relationships to subordinate sales staff.
4.Manages administrative functions and is responsible to maintain fiscal controls, operating within the fiscal sales and marketing expense budget for the region.
5.With the Director of Asia/Pacific Sales, cooperatively develops area budget and manages the budget according to policy and corporate directives.
6.Works with assigned HR Manager to ensure accurate interpretation of HR policies and programs, timely and appropriate employee relations problem-solving, and effective management of human resources.
7.Coordinates and communicates sales and marketing efforts for the assigned area.
8.Responsible to hire, develop and maintain a high-quality sales staff in the assigned area, in order to take advantage of market potential.

Requirements:
1.Ability to accurately forecast the regional business on a monthly business; ability to effectively direct regional sales and market-making operations through the development and management of both direct sales staff and Channel partners as demonstrated by successful past experience in a similar position.
2.Experience in new product launching, pricing strategies, sales and distribution strategies are required. Experience in market segmentation techniques, market research and analysis tools is desired. Must be well organized, and a self-starter. Must consistently demonstrate excellent communication, planning, organizational, and problem-solving skills. Ability to tactfully, yet assertively, deal with independent business and sales people in order to develop and maintain a common ground of corporate sales-identity with an outstanding reputation in the assigned region.
3.Strong presentation skills in Cantonese and English is required. Mandarin language abilities are a plus.
4.Bachelor’s degree or equivalent in related field and 5 or more years of experience in sales management in a similar industry.

* Please send us your complete resume (both in Chinese and in English) to:
‘topjob_mkt205hk#dacare.com'(Please replace “#” with “@”)

Less than 40% of office workers enjoy summer welfare

FEWER than 40 percent of office workers in Shanghai receive extra benefits during sweltering weather, a number that still surpasses other big cities around the country.

In the past, it was common for employers to hand out free drinks, ice cream and other treats to employees when temperatures rose, but that tradition has disappeared in many office to the discontent of modern office workers, according to a recent survey.

The survey, which was conducted by 51job.com, a Nasdaq-listed human resources company, asked office employees in 15 major Chinese cities, including 676 people in Shanghai, about their company’s summer benefits policy.

About 37 percent of the respondents in the city said that their company offered some relief to employees, a percentage that topped that of other cities.

Pre-paid shopping cards are the most popular summer benefit, according to the survery. Half of the benefit providers distributed a card with an average amount ranging from 800 yuan (US$105) to 1,000 yuan.

Beverages, daily necessities such as towers, suntan lotion and cash allowances are also popular summer, the survey reported.

Quality Control Staff – A Germany Trading Company

Environment
1. German managed trading company with 12 local staff;
2.Usually 1-2 European trainees, very nice and modern working environment and 300sqm office, 250swm warehouse, 80sqm design department, 150sqm quality control room.

Requirements£º
1. Female;
2. Preferred married, older than 28;
3. 3-5 year working experience in quality control;
4. used to travel to factories;
5. Maybe wanting to settle down a little and not travel all the time (might have child, etc.);
6. Familiar with QC reporting;
7. Familiar with factory audits;
8. Familiar with AQL tables and inspection ratios;
9. Fluent in QC related “English” oral and written;
10. Analytical approach;
11. Quality control personality (looks for problems! as in contrast to managers who aim to SOLVE problems).

Description:
1.Works in the office in Jinqiao and does quality control inspections in our company;
2. Travels from time to time, maybe once a week or once in two weeks to factories in Zhejiang and Shanghai;
3. Does reporting about the QC and discussed possible requirements for future orders with purchasing staff and manager (myself).

Products:
1.Almost anything has a logo and from Garments, to accessories, umbrellas, key chains, silk ties, water balls. (Staff would be briefed for our standards for each item!)

* Please send us your complete resume (both in Chinese and in English) to:
‘topjob_mn174sh#dacare.com'(Please replace “#” with “@”)

CIP Sr. Engineer – A Top semiconductor Company

Location: Suzhou
Report to: Report to Section Manager or above
Supervise: senior engineers / engineers

Job Purpose:
To drive for lean implementation in plant wide by conducting workshops and providing guidelines for lean initiatives.

Main tasks
1. Ensure the overall progress of lean culture deployment in plant wide
2. Conduct workshops to help functional department for continuous improvements
3. Conduct lean learning programs
4. Provide consulting for lean projects / initiatives
5. Liaise with Advance office of other sites to ensure standardization and best practice sharing

Required knowledge and skills:
Must have:
1. Good mindset with lean thinking
2. Strong knowledge in Lean tools
3. Good English communication skill and presentation skill
4. Can-do attitude, practical, commitment and passionate

Nice to have –
1. Familiar with semiconductor TMP manufacturing and process
2. Six sigma certificates

Qualifications
1. Bachelor¡¯s degree
2. 5+ years¡¯ working experience
3. Worked for company with successful lean implementation

Dimension
1. 2~5 direct report
2. Lead plant level projects by supervising members from cross department.

* Please send us your complete resume (both in Chinese and in English) to:
‘topjob_eng066sz#dacare.com'(Please replace “#” with “@”)

Technical Manager Die Bonder – A European leading Semi-conductor and electronic company

Location: Shanghai
Report to: Head of S&S China.

Main tasks
1. Customer Satisfaction
Complements Field Service competency to support customers. Acts as local 2nd level of support, after Field Service organization escalates for new installations, as well as installed base
2. Organization
Interface into SBU Die Attach in Singapore and Cham Switzerland in order to enable support from the SBU DA towards the customer and the local Sales & Service Organization. Manages the follow-up with the SBU DA
3. Field Service / Skill transfer
Manages local skill level of the Field Service team through formal training, training-on-the-job and coaching for individual (escalated) cases.
4. Sales / Die Bonder Epoxy Expertise
Provides Die Bonder Epoxy & SST expertise throughout the pre-sales processes to the SAM (Sales Account Manager) and the TSM (Technical Support Manager) to position best and review technical specifications
5. Market Information
Provides regular update of market and competition activities. Delivers input to DA Technology roadmap
6. Reporting
Reporting to LDM locally; reporting to Product Lines in SBU DA functionally.
Requirements:
1. Technical Background (BSc / MSc Engineering Science)
2. Auxiliary training in the ranges mechanical engineering, electro-technology and computer science of advantage
3. Min. 8 years within a technical environment
4. Preferable >3 years in the product support and in handling customers or branch offices
5. Knowledge of processes with a high number of interlaced factors of influence
6. Understanding for precision mechanics and for complex systems (regulated axles, vision)
7. IT knowledge (Office, E-Mail, ..)
8. Good verbal and written English of knowledge
9. Flexible, used to work and live in a dynamic environment (China)
10. Robust Team Player
11. Readiness for travelling (> 25%)

* Please send us your complete resume (both in Chinese and in English) to:
‘topjob_oth046sh#dacare.com'(Please replace “#” with “@”)

Baker & McKenzie’s Profits per Partner Top $1 Million Mark

Baker & McKenzie, the world’s largest law firm, has announced a 20 percent increase in its revenue this year.

The Chicago-based firm is set to announce today that it grossed $1.83 billion in its 2007 fiscal year, which ended June 30. That compared with $1.52 billion in 2006.

The firm will also report that, for the first time, its profits per partner were over the $1 million mark. The firm said it had profits per partner in 2007 of $1.06 million, up 22 percent from the year before.

Chairman John Conroy said Wednesday that he was pleased with the results, which he attributed to a strategic plan the firm adopted three years ago.

Since then, the firm has whittled its practices down to 11 core groups and has focused on deepening its relationships with the types of large multinational clients who can best utilize Baker & McKenzie’s global network. The firm has 3,600 lawyers in 70 offices in 38 countries.

Conroy said the firm was focusing particularly on four key markets: New York, London, China and Japan. “We want to leverage the international positions we’ve had into these prioritized markets,” he said.

He noted that Baker & McKenzie was the largest foreign law firm in China, including Hong Kong, with a total of 240 lawyers.

For such a large firm, Baker & McKenzie has long had a notably modest presence in New York. The firm made a major push into the market in 2005 when it hired most of the New York office of Coudert Brothers. Conroy said the firm had continued to expand through lateral hiring.

“We always knew if we had more critical mass in New York, we could take it to another level,” he said. “This is the year we kicked it into gear.”

Baker & McKenzie’s results come in the wake of earnings announcements by the firms of London’s Magic Circle, which it most resembles in terms of size and geographic sprawl. But those firms, with their strong London-based corporate practices, have generally been more profitable. This year was no exception, with firms like Linklaters and Clifford Chance mostly surpassing $2 billion in revenue and $2 million in profits per partner.

Carrefour China lets staff set up trade union

Retailer Carrefour yesterday announced the opening of a trade union to cover its five outlets in the city. The organization, which is the company’s first in Guangdong Province, will have a branch in each outlet and represent some 590 employees. It will be chaired by Li Wenkai, a department manager at one of the stores.

Pierre Bertholat, vice-president of Carrefour China, said: “We hope the union will play an active role in organizing activities and do its bit to contribute to an invigorated corporate culture and to the protection of the worker’s rights.” Joanna Meng, human resources director, said establishing the trade union was part of its localization strategy.

“Carrefour is witnessing a rapid expansion in China and we will step up efforts to set up trade unions in all of our outlets across the nation,” she said. Carrefour has opened 13 outlets in China this year, taking its total to 100, and plans to open a further 10 by the year’s end.

Zeng Fanqiang, trade union chairman of Guangzhou Development District, where Carrefour’s South China territory is registered, said the setting up of the union was a positive move. “I hope the union will aid Carrefour’s labor-management relations and unite employees,” he said.

More than 70 percent of the province’s 36,200 foreign-funded companies now have a union. Sixty-eight were set up last year. In addition, more than two-thirds of the multinationals represented in the province have established unions, with the remainder expected to do so by the end of the year.

China markets bloom for foreign banks

SHANGHAI, China (Reuters) — China’s money market is an opaque, primitive place where fund flows are dominated by a few big state-run banks, and there’s not even a standard commonly accepted yield curve.

But for Raymond Hui, Head of Treasury for China at Societe Generale and one of Shanghai’s most experienced foreign bank traders, the market is starting to deliver on the promise that brought him here four years ago.

“The market is getting more open and transparent. Foreign banks’ involvement is larger and deeper,” says the Hong Kong native, who joined SG to set up its Shanghai dealing room in 2003.

“The price discovery system is now much more efficient because of the central bank’s new market making system — and this has made both foreign and Chinese banks more interested in fixed income, increasing bill and bond trading.”

Hui’s experience suggests millions of dollars spent by foreign banks to break into the Chinese money market, and years of frustration due to regulatory obstacles and the difficulty of training staff may finally be proving worthwhile.

When Hui arrived in Shanghai in 2003, he recalls, it was difficult even to get accurate price quotes from the market. Foreign banks, without knowledge of some of the biggest fund flows, were largely relegated to the sidelines.

“Chinese bank dealers all know each other, and debt trading information was only passed around their circle,” says Hui, who is in his 40s and worked for Japanese and European banks in Hong Kong before joining SG.

Even basic trades such as interest rate swaps, bond forward deals, bond short-selling and open-ended bond repurchase agreements did not exist.

Authorities have opened all of those areas over the past couple of years, though restrictions, red tape and lack of familiarity still keep volumes low in most.

A big development came in February when the central bank expanded its system of interbank market makers in bonds, letting the top 80 bond trading firms in China apply. Previously, only the 20 most active spot traders had this status.

This stimulated turnover and gave foreign banks a bigger role. Foreign banks held 0.9 percent of the 10.6 trillion yuan ($1.4 trillion) of outstanding Chinese bonds in July — a big rise from 0.4 percent at the end of 2006, official data shows.

Four years ago, there were only a couple of overseas bankers at foreign institutions in Shanghai focusing on treasury and derivatives trade, traders say.

That has risen to about 30 now. Including local staff, foreign banks’ treasury operations are estimated to employ several hundred people — a far cry from the thousands in London or New York but enough to make them a force in the market.

SG’s Shanghai treasury operation has expanded from one person when Hui arrived to eight, and he is about to add another sales person.

Key to growth is the way in which new money market products have increased interaction between Chinese and foreign banks as they leverage off each others’ strengths, Hui says.

Foreign banks are keen to make markets in new products because of their superior knowledge, gained from overseas, of the technical aspects. Chinese banks have the advantage of a big base of end users through huge domestic branch networks.

A growing two-way flow of staff between foreign and local banks, while a headache for personnel managers, is making trade easier by spreading both local knowledge and foreign expertise.

A bear market in bonds since early this year, as the central bank tightens monetary policy, may actually be helping develop the money market by making the old buy-and-hold strategy of Chinese banks less attractive.

Foreign banks have been able to jump in to make money from changing spreads along and between curves, and from arbitrage trades involving IRS and forex swap deals.

Hui expects the market to deepen further in the next few years as authorities introduce products such as bond futures, interest rate futures and forward rate agreements, which could smooth distortions in yield curves through arbitrage.

An expected surge in corporate bond issuance, after Beijing said this year the securities regulator would take over supervising that market, will be another opportunity.

But the biggest spur to foreign banks may be their incorporation within China, which lets them conduct yuan retail banking business and open more branches.

More than 10 foreign banks have incorporated locally this year and about a dozen more, including SG, are in the process of obtaining approval.

Though foreign banks will probably always have much smaller Chinese branch networks than the local giants, they will be able to expand their deposit bases and issue yuan bonds — obtaining funds for investment in the money market.

“I believe one of the factors that attracted us to take the local incorporation step is the ability to issue bonds,” Hui says, adding that SG has no concrete plan for a bond issue. E-mail to a friend

McDonald’s raises wages in China

BEIJING – US fast-food giant McDonald’s says it will raise the salaries of its workers, including part-time employees, at its 800-plus Chinese outlets, effective from September 1.

About 95% of McDonald’s China “crew” will see a pay increase of 12-56%, or an average of 30%, said Jeffrey Schwartz, chief executive officer of McDonald’s (China) Co Ltd. The remaining 5% are already being “paid very well”. This will involve about 45,000 full-time and part-time workers, including students.

McDonald’s has broadly three types of employees: crew, or the non-managerial staff serving at its outlets; managers; and administrative staff. “We have raised salaries in China many times, but this is the first time there is such a large increase covering so many people,” Schwartz said.

The announcement comes a few months after media reports about McDonald’s and other foreign fast-food operators such as KFC paying their part-time staff less than the local minimum wages (see China’s part-time McWorkers exploited , Asia Times Online, April 20).

But Schwartz said the company’s decision to raise pay has nothing to do with the pay-related bad press it has been getting. “We have been looking at a wage increase for a year. The issue [reports of low pay] only reminded us that we need to move more quickly.”

Under the new wage initiative, pay for McDonald’s “crew” across China will be “much higher than the local minimum levels”.

“It will be 15% higher in both Beijing and Guangzhou, and 12% higher in Shanghai,” said Susanna Li, vice president of McDonald’s China human resources. For example, full-time workers in Guangzhou will see their monthly wages rise 21% to 1,072 yuan ($142).

Though the Labor Bureau of South China’s Guangdong province clarified in June that McDonald’s had complied with the regulations set by the local government, the issue of underpaying part-time employees has dented the company’s image. Many workers had claimed they were receiving the city’s legal minimum wage of 7.50 yuan an hour.

And that’s the last thing McDonald’s would like to see. “China contributes 2% of McDonald’s global sales, which is a significant amount. Annually, McDonald’s opens 100 new stores in China,” Schwartz said. “We don’t want to be thought of in that [negative] way. We want to be the best employer in China.”

McDonald’s managers, who account for 14% of its total local staff, are not included in the wage-increase program, but they have benefited from the “profit-award program” that started last year.

In 2006, 80% of the fast-food giant’s Chinese managers received a bonus of up to twice their annual salary.

(Asia Pulse/Xinhua Information Center)