Archives October 2008

Steel Procurement Manager (mkt257sh)

Job Title: Steel Procurement Manager
Report To: GM
Location: Shanghai
Our client is a famous European company, with operations in 100 countries and 4500 employees, is a leader within international logistics in the whole world.

They started its operation in china and mainly helped their customers exploit new opportunities by streamlining and optimizing their supply chains.
They provide integrated solutions for supply chain management, warehousing & distribution, and convenient freight forwarding services including ocean freight, airfreight, and landside services.

With the development in APAC, especially in China, they are looking for talents to join them.
Job Description:
Responsibilities:
1. Leadership of Purchasing/Procurement function including Supplier Identification, Qualification, Due Diligence, Commercial Negotiations, Budgeting, Logistics, Market Intelligence, Reporting, and Customer Support;
2. Be responsible for steel coordination globally and take part in procurement;
3. Be a driving force in negotiations and coordination of frame agreements and purchasing contracts for steel;
4. Ensure general frame agreement coordination, including the monitoring of deadlines and milestones;
5. Pursue new steel mills to be included in our supplier list;
6. Actively participate in Steel Work Groups and act as spearhead towards new potential Chinese mills;
7. Keep close contact with mills to ensure smooth communication with APMM and create a Most Favored Nation situation;
8. Proactively watch Far East steel market to gain deep understanding of market development and supplier performance;
9. Co-operate closely with key internal stake holders, lead buyers and colleagues to achieve strategic objectives, e.g. cost leadership

Requirement:
1. Bachelor’s degree, preferably in commercial/international business and/or procurement background;
2. Around 5-7 years of experience; Candidates must be experienced in procurement professionals and supplier contacts in China international company;
3. Professional background : Strong steel business/product knowledge;
4. Required skills : Proven leadership and man-management skills; analytical and planning abilities; strong business focus; solution-oriented approach; excellent communication and presentation skills
5. Very good presentation; Very good planning and organization skills; Energetic and enthusiastic; Self motivated; Excellent communication and social skills;
6. Fluent English;
7. Ability to work independently and with drive; a strong desire to travel.
* Please send us your complete resume (both in Chinese and in English to: ‘topjob_mkt257sh@dacare.com'(Please replace “#” with “@”)
* In the email subject MUST you plus the position name ?in either En or Ch ?

More job losses in S China amid global financial crisis

Another 1,500 workers in south China have fallen victim to the current global financial crisis as they will have to find new jobs when their factory closes next week.

Hong Kong-listed BEP International Holdings Limited announced it would shut its factory in Shenzhen, Guangdong Province, on Monday after its exports had dropped drastically this year registering huge deficits, a company spokesman told Xinhua on Saturday.

The company was currently paying arrears to its 1,500 workers. Some had found employment with other factories in the southern Hong Kong border city.

BEP, founded in 1986, is an export-oriented company. Most of its annual output of 5 million units of home appliances was sold to Europe, North America, Asia and the Middle East, Australia and New Zealand.

It set up the 22,000-square-meter Shenzhen factory in 1992.

Earlier this week, 7,000 workers were sacked in Dongguan, also in Guangdong, after the Hong Kong-listed Smart Union Group (Holdings) Limited closed two factories.

Smart Union Group is one of the world’s biggest toy makers. Most of its products are sold in the United States.

Finance & Accounting Manager (fi192sh)

Job Title: Finance & Accounting Manager
Job Description:
Company introduction:
Our client, a publicly traded on NASDAQ is an industrial supply chain logistics and diversified manufacturing business operating in three segments. With over 4,000 employees worldwide and Production and Sales of Parts for Automotive, Casting, Forging, and Supply Chain Management services. The company believes that a personal investment in the company and the pride of being part of a winning team. They are looking for talent for their Shanghai site.

Report To: Director of Global Finance
Location: Shanghai
Responsibilities:
1. Develop, implement and monitor a group business plan
2. Develop, implement and monitor company budgets and direct toward corporate goals and objectives.
3. Be responsible for finance control of all departments in Shanghai up to and including financial statement preparation and consolidation.
4. Maintain financial report keeping for report and tax purposes.
5. Coordinate group activities related to finance and administration.
6. Be responsible for developing, publishing and implementing cooperate and company policies and procedures
7. Wage and benefits administration.
8. Employee relations and Human Resource of staff within department.
9. Direct supervision of administrative, accounting and purchasing personnel
10. Any other duties as assigned by supervisor

Requirements:
1. Bachelor and / or MBA in Finance, together with more than five years practical experiences in related financial and administrative activities in a manufacturing environment.
2. A strong general business background with analytical and interpersonal skills
3. Good computer skills with experiences working in integrated accounting system, spreadsheet and word processing.
* Please send us your complete resume (both in Chinese and in English to: ‘topjob_fi192sh@dacare.com'(Please replace “#” with “@”)
* In the email subject MUST you plus the position name ?in either En or Ch ?

Vice President Quality (mn197zj)

Our client is a privately held electronic corporation headquartered in U.S. and has branches in Taiwan, Guangdong and Zhejiang. Its main businesses range from Cable Assembly, Card Connectors, RF Connector, to Video and Audio Connectors manufacturing etc.

Position: Vice President Quality – China

Location: Zhejiang Or, alternatively Guangdong

The candidate must be bilingual in Mandarin and English, a team player, demonstrate leadership, professional ethics, and ability to successfully recruit and train key employees.

You will be challenged to deliver:
1. Quality leadership at the highest management level
2. To focus not only on product quality, assurance and improvement, but also the means to achieve it
3. Proficient QA skills that are technically appropriate and in cultural harmony
4. Develop, execute and maintain project work plans and budgets
5. Maintain successful high-level OEM customer relationships
6. Identify and develop TQM opportunities
7. Make Intellectual contributions to the knowledge base of our company

Responsibilities include:
1. Recruiting, hiring and training middle management QA team across the enterprise
2. Lead instruction of employee training and QA procedures
3. Provide coaching and mentoring to Quality Department teams
4. Deliver executive training, champion training and quality in all aspects of our business

Minimum Requirements:
1. Bilingual in Mandarin and English
2. Expertise in ISO9001:2000
3. Expertise in environmental management systems: RoHS, ISO14000 and Sony Green Partner
4. Bachelor’s degree
5. 5+ years of work experience
6. Ability to travel up to 60-90% within China and Taiwan

Preferred Experience/Skills:
1. Master Black Belt certification
2. Lean Master certification
3. Design for Six Sigma experience
4. BSEE, BSME, BSIE or MBA degree
5. Broad-based customer-interface skills in a manufacturing company
6. Strong verbal and written communication skills
* Please send us your complete resume (both in Chinese and in English to: ‘topjob_mn197zj@dacare.com'(Please replace “#” with “@”)
* In the email subject MUST you plus the position name ?in either En or Ch ?

Vice President Manufacturing (mn196zj)

Our client is a privately held electronic corporation headquartered in U.S. and has branches in Taiwan, Guangdong and Zhejiang. Its main businesses range from Cable Assembly, Card Connectors, RF Connector, to Video and Audio Connectors manufacturing etc.

Position: Vice President Manufacturing – China (PRC) Operations

Location: Zhejiang Or, alternatively Guangdong

The person selected for this position will report directly to President.

You will be challenged to deliver:
1. A set of quality management methods, including statistical methods, and create a special infrastructure of people within the organization (“Black Belts”, Test Engineers, etc.) who are experts in these methods.
2. Proficient management skills that are technically appropriate and in cultural harmony
3. Develop, execute and maintain project work plans and budgets
4. Maintain successful high-level OEM customer relationships
5. Make intellectual contributions to the knowledge base of our company.

Responsibilities include:
1. Identify and remove the causes of defects and errors in manufacturing and business processes.
2. Oversee production operations and factory floor planning.
3. Manage the workforce, including supervisory and administrative support staffs.
4. Safety of facility and employees, including environmental reporting.
5. Support Corrective and Preventive Action Programs through continuous improvement.
6. Responsible for continuous improvement in all areas of the factory operation.
7. Participate in all new program start-ups to determine and communicate required schedules and documentation. Support implementation of the strategic direction of Operations in China.
8. Control and reduce production cost while improving quality by training programs, cross training of operators, process improvement, etc.
9. Responsible for financial reporting. Budget development and adherence requirements.
10. Contribute to the overall company performance by active participation as part of the management team by daily communication with the subordinate departments’ heads.
11. Provide Sales and Product Marketing support to OEM customers
12. Any other duties as assigned by President of Company

Minimum Requirements:
1. Bachelor degree majored in Mechanical, Engineering or relevant.
2. At least 8 to 10 years of manufacturing experience including minimum 3 years in managerial position in foreign manufacturing company.
3. Professional leadership, teamwork and good communication skills; Strong analytical, organizational and planning skill required.
4. Knowledge, understanding, and experience in ISO9000 and RoHS international standards
5. Knowledge of Lean Production/Six Sigma.
6. Good command of English and Mandarin Chinese in verbal and written forms
7. Strong leadership and inter-personal skills with ability to work through all levels of organization, internal and external.
8. Be able to work under pressure, self-motivated and have positive attitude as well as good team spirit.
9. Ability to travel up to 50-75% within China and Taiwan during peak work loads.

Preferred Experience/Skills:
1. Engineering processing experience in connector industry is preferred.
2. Knowledge, understanding, and experience in TS quality and automotive manufacturing systems.
3. Masters degree in Business Administration
* Please send us your complete resume (both in Chinese and in English to: ‘topjob_mn196zj@dacare.com'(Please replace “#” with “@”)
* In the email subject MUST you plus the position name ?in either En or Ch ?

Lighting firms increase tech input

Energy-efficient lighting manufacturers are increasing their technological input to improve the life of new bulbs and cut prices.

Guangdong Shunxiang Energy-Saving Lighting Technology has developed a new kind of energy-saving bulb that could save up to 70 percent of the electricity used by traditional incandescent bulbs.

The life of the light bulb could reach more than 60,000 hours, 10 times that of regular energy-saving lamps and 100 times more than incandescent light bulbs, according to General Manager Lin Weihe.

“Our lamps with new technology only need to be changed every 10 years, but in the same period, a mercury vapor lamp or sodium vapor lamp would have to be changed 15 times,” Lin told China Daily.

The company, headquartered in Chaozhou, Guangdong province, is displaying its latest products at the ongoing 10th China Hi-tech Fair in Shenzhen.

The company plans to invest 500 million yuan in a new plant, which could be operational by 2010, with an annual production capacity of 3 million units.

European Union countries will ban the use of incandescent light bulbs in favor of energy-efficient lightings, following the United States and Australia, by the end of this decade.

China is also actively promoting the use of energy-saving lighting. It plans to sell at least 150 million highly efficient energy-saving light bulbs from 2006 to 2010.

C&B Senior Specialist (hr117sh)

Job Title: C&B Senior Specialist
Report To: HR Director
Location: Shanghai
Our client is Fortune 500 American enterprise with a history of outstanding performance and has six BUs in China with 6800 employees. It is diversified technology leader, designs, manufactures, and markets innovative products and services with strong brand names and significant market positions. Its business activities encompass four reporting segments and are comprised of six strategic platforms: Medical Technologies, Professional Instrumentation, Industrial Technologies and Tools & Components.
Job Description:
Job summary:
Develops, coordinates and implements a variety of C&B programs, process and strategies.
Responsibilities:
1. Participates in setting up performance management system, leads and controls the implementation process;
2. Support HRD to prepare and control overall human resources budgets and manpower planning.
3. Responsible for payroll related issues for all employees, such as salary, allowance and bonus calculation, ect;
4. Provides consultation services to managers on core C&B programs;
5. Reviews and develops compensation program implementation process; Responsible for compensation to employee on-job injury;
6. Ensure compensation and benefits programs to meet local government and legal rules.
7. Assist in C & B survey and market information collection to maintain equitable and competitive compensation and benefits system;
8. Involved in C & B program data analysis;
9. Conducts C&B related training programs;
10. Provide updated and accurate information of labor related regulations and social policies;
11. Provide daily consulting services on C & B issues for employees and to solve related problems;
Requirement:
1. Bachelor degree or above;
2. 3-4 years experience in C&B Solid experience in working with advertising and PR agencies; with experience in C & B project operation (Survey, Salary review, Reward system, etc.);
3. Able to work efficiently, effectively and independently under pressure with good attitude;
4. Good data sense with highly attention to numerical detail and strong data analysis and interpretation skill;
5. Be able to handle all the payroll issue independently, familiar with the social warfare system;
6. Possess good understanding of PRC laws, regulations and practices regarding labor and social insurance;
7. Attention to details, well-organized, can work under pressure;
8. Effective communicator with good interpersonal skills;
9. Excellent team player, self-motivating and independent;
10. Proficient in both oral and written English(CET6/TEM4);
11. Good command of computer skills (Word, Excel, PowerPoint and etc).
* Please send us your complete resume (both in Chinese and in English to: ‘topjob_hr117sh@dacare.com'(Please replace “#” with “@”)
* In the email subject MUST you plus the position name ?in either En or Ch ?

Financial crisis spurs interest in civil service jobs

Civil service jobs have gradually become popular again with growing numbers of graduates nominating them as their “ideal jobs”.

Amid the current global financial crisis’ implications for the private sector, the website for national civil service exams crashed on its first live day on Monday, the Beijing Morning Post reported Tuesday.

A recent China Youth Daily survey on Netease.com shows around 86 percent of the 2,440 respondents considered taking the exam in a bid to join the public sector.

“The reason is simple,” a Ministry of Human Resources and Social Security official, who refused to be named, said. “In China, civil servant jobs means good payment, decent social status and permanent social welfare. There is low risk of being fired.”

People walk past the gate of the State Administration of Civil Service in Beijing in this August 30 file photo. [CFP]

China will recruit 13,566 civil servants this year, according to the newly released civil service enrollment brochure.

Among the 134 government agencies taking part in the recruitment campaign, the Ministry of Foreign Affairs alone plans to recruit 157 new staff.

For Dong Shu, a graduate of Peking University, a civil service job is at the top of her wish list.

“As a girl, I just want stability. The civil service sector can provide a comfortable and wealthy life. What’s more, most of my classmates are going to take the exam,” Dong said.

Things are more complicated for Wu Minggang, who will graduate from Beijing University of Posts and Telecommunications in March next year.

“Being a civil servant means a bright future. If you work for a foreign enterprise, you will still be an engineer in 20 years, but if I get a job as a civil servant, (the career development path will be different,)” Wu said.

For Wu’s classmate Wang Zhongxu, sitting the exam is just about increasing her chances of getting a job.

“I just want to grab any chance in front of me,” Wang said.

Li Pei, a post-graduate of the University of International Relations who became a civil servant last year, feels satisfied with her job.

“We enjoy a dormitory at a low price, about 200 yuan ($ 29) per month. We enjoy three meals for free in the dinning hall. Every month I can give at least 1,000 yuan to my parents,” Li said.
Compared with Li’s classmates in foreign enterprises, Li’s life was rather comfortable.

With a monthly salary of about 5,000 yuan, she also enjoys good insurance and pension coverage.

Hu Fengling, a professor at the University of International Relations, said at least 70 percent of the graduates in his school will take the national civil service exam, but only one in five will get a job.

Fresh graduates face gloomy job market

With a looming global financial crisis aggravating the difficulties posed by a fierce job market, many consider the future for the country’s fresh college graduates to be bleak.

The number of job hunters from this group entering the market next year is expected to exceed 6 million nationwide, an increase of 7 percent from this year, official figures showed.

“This year, the number of new recruits in the job market has halved and most positions are for experienced applicants only,” said Carol Cai, an employee of British market research company TNS.

“Employers always give preference to applicants with some experience so the unemployed possess more advantages than fresh graduates, whose inexperience often works against them in the job search,” said Tang Xiaolin, director of the career development center of Fudan University.
It is no longer considered easy for graduates majoring in once-popular fields such as banking, finance, trade and management to land positions, education officials said.
“Companies are still making presentations on campus. However, this is more of self promotion than real recruitment because they have cut their job plans,” said Lin Huihui, a graduate who majored in international commerce at Fudan University.

Similarly, many companies are reportedly cutting their payrolls amid the job crunch.

University sources have also attributed the shift by new graduates away from such fields to the financial crisis and credit crunch.

Xiao Jiang, a finance major from Zhejiang University, said he has applied for about 20 positions as a researcher or analyst for multinational companies, nonprofit organizations, private enterprises and associations – whatever options he could think of.

“I didn’t think it would take this long,” he said. “It’s tough just to get an interview.

“I can no longer consider whether my specialty matches my future job. The most important thing is whether I can find a job,” Xiao said.

“There is little doubt that the financial crisis has already hurt job growth. The unemployment rate is likely to rise further – and remain high for a considerable period of time after the financial crisis subsides and economic growth resumes,” Tang from Fudan University said.

Adding to a shrinking job market for graduates is the competition from their peers returning from studies overseas.

Those studying abroad will most likely return home for jobs because of the tight job market, Tang said.

Faced with such uncertainty, many students have decided that further study for higher degrees would improve their chances of entering the workplace.

“It would only add to fiercer competition in the next few years, when more students graduate,” education analyst Lin Yuxuan said. “Graduates should lower their expectations and add experience that will help them become more competitive.”

Frame the Future You Want: 4 Things to Do Right Now

When the economic markets look grim, hiring is at a standstill, and budgets are frozen, perspective is what is important. As some have said, “When things are good, they are never as good as they seem. And when things are bad, they are never as bad as they seem.”

We should all use the pause in the hectic pace of the past few years to begin and frame the future we want when we emerge. And we will emerge. I am not sure when, of course, but within a few years we will be back at the global hiring process with renewed vigor and increased challenges.

The cry we all heard over the past five years has been that there was no time to plan, think, experiment, or implement new methods. Most of us used the methods we were comfortable with but just worked harder, longer, and faster than before. This is the opportunity to figure out how to do things differently.

Be Strategically Bold; Tactically Careful
The first step in dealing with the current situation is to sit down and plan out a 3-5 year strategic plan for the future of your recruiting function. Envision a new tomorrow where you can use the technology, processes, and learnings that have emerged over the past decade. Some of the technologies and tools include such things as social networks, blogs, wikis, and candidate relationship management tools.

The processes that have shown promise include less-restrictive internal mobility practices, real time candidate assessment, virtual job fairs and other virtual recruiting techniques, as well as more authentic candidate engagement using online communication tools.

This strategic planning process should be formal, should involve your team and other employees as well as outside people, if that is acceptable in your organization, and should be designed to force yourself and others to think outside the usual assumptions about talent and recruiting. If you have any budget, it would be wise to engage a facilitator who is experienced in this kind of activity. They can make the process robust and much more valuable.

By formulating strategies that use these tools and practices, you can emerge from our current morass with a roadmap for quickly trumping your competition.

At the same time, you need to act right now with fiscal caution and show your management that you are a responsible manager.

This means finding ways to conserve your budget by lessening the need for contingent labor, perhaps, or by reassessing your current practices and challenge why you do whatever you doing the way you do it. Try to find ways to be more efficient, without spending money. Cut back, but cut back where it will do you some good from a strategic perspective. For example, by reducing staff right now, you can position yourself to implement technology or bring in a person with a different skill set once things recover.

Your job is to balance today with several possible recruiting situations in the future.

Envision a New Workforce
The really best recruiting and talent leaders will sit down with management and have some open discussions about the desired workforce of the future.

Every recession is an opportunity to recalibrate, learn and decide on what skills and competencies are most likely to be needed as we emerge from this recession. I have lived through a few recessions now and one lesson I have learned is that out of each come new needs. As we emerged from the September 11 mini-recession, it was clear that security was the new issue and that we would need people with experience and skills not only in physical security but also in data and financial security. By anticipating these needs, recruiters could have had an edge on any competition.

Once you have even a blurry picture of the skills and competencies you may need, you can begin sourcing for these kinds of candidates and begin to populate a talent community with people whom you are getting to know and who are getting to know you.

Collaborate and Learn
Your third step is to collaborate and learn from your peers and from experts in the field. This is a golden opportunity to attend webinars, which are mostly free, catch up on the blogs you have wanted to read but didn’t have time to, and make a few phone calls to friends, colleagues, and others you may have heard of.

These calls can be partly social and partly learning experiences. Ask what they are experiencing, what they are doing to use this gift of time wisely, and what tools and practices they are considering. I have always found this kind of networking to be one of the best ways to learn about emerging trends and to get a calibration on where others are.

Everything you hear and learn can be used as part of your strategic planning process. You can get these colleagues to demonstrate what they have done and you can even experiment with many of the technologies for free or for a small amount of money. One of the best things about the past five years is how inexpensive software has become. There is really no excuse to not try blogging, wikis, or even social networking tools.

Focus on Candidate Engagement
The final step in your plan for the future is to carefully, authentically, and regularly communicate with all the best candidates you have. Experiment with tools like blogs, email, newsletters, Twitter updates – anything that might engage and stimulate the many potential candidates you should already have in your talent pools.

If you neglect them or just tell them that there are no openings now, you lose a resource that you have spent lots of time and money finding and developing. Better to be honest with them, let them know exactly what your situation is, and keep them updated regularly.

Invite the best to join you in a monthly phone call update (just like your financial people do for the analysts) or hold a quarterly webinar. Anything you do to maintain the connection with your candidates will pay itself back when times get better.

Economies will recover and the emerging world will be different and more challenging than ever. Use this precious resource of extra time wisely and well to frame the future you want.