Archives 2010

BD Manager(mkt404)

Job Title: BD Manager
Report To: GM
Location: Shanghai
It is one of the world’s leading software and IT services companies. They provide software and consulting solutions that are designed to meet the specialized needs.
Company Financial Systems provides mission-critical software and IT services to institutions in virtually every segment of the financial services industry. Company offers solutions for institutions specializing in: Wealth Management, Insurance, Institutional Asset Management, Alternative Investments, Trading and more.

Job Description:
1. The candidate will have responsibility for developing and executing Company Financial Systems’ GTM strategy for China.
2. The GTM strategy encompasses: Compiling market research and opportunity identification.
3. Working with business segments to prioritize opportunities, identify appropriate segment solutions, and build GTM plans for execution.
4. Identifying end-to-end solutions to meet with Chinese market requirements/demands – drive solution architecture discussions around International and Domestic products, and actively building a pipeline of acquisition and partner targets to supplement Company’s product and distribution capability

(1) Market Analysis, Opportunity Identification, and Prioritization

• Understand state of financial services markets: who are the participants and new entrants, what are the trends and drivers for IT solutions growth, what is the total market opportunity for IT solutions across financial segments
• Conduct market research to gain data and customer insights to uncover market opportunities
• Prioritize what Company business segments to engage for each market
• Work alongside business segments to qualify opportunities in a thorough market investigation: culminating in a go-to-market plan supporting market entry.
• Identify Company solution and what product gaps exist in the local market/customer requirements
• Determine service-level and delivery requirements that would be required to be successful in the market (i.e. does Company need to partner or can we build a capability on our own)
• Determine market entry strategy: direct sales, partner, acquisition, or a combination

(2) Go-To-Market Plans (International Products & Market Solutions)

• Co-develop and own go-to-market plans with business segments and domestic Company China product lines
• Plans will include all necessary business case data, including: market opportunity and sizing, product and resource commitments from both the business and international distribution segments, detailed cost and revenue assumptions, and a roll-out plan for execution
• Agree key roles and responsibilities of plan execution: training, marketing collateral and communication, sales, pre-sales, implementation, support, commercials, contracting
• Define success parameters
• Sign-off on plans with segments
• Ensure appropriate hand-off of go-to-market plans for execution

(3) Acquisition and Partner Strategy
• Understand the landscape of local solution providers and assess competitive strengths and weaknesses relative to Company segments
• Meet with vendors to assess opportunity for distribution of Company solutions and acquisition opportunities
• Build a pipeline of acquisition opportunities
• Work with business segments to understand acquisition strategy – product enhancement, distribution, or geographic expansion
Work with business segments to develop business cases to support acquisition rationale and go-to-market plans
Qualifications Requirements ?
1. Experience working in financial and/or software industry with exposure to the complexities of financial software product sales/implementation in regional territories
2. Ability to engage with senior level executives in strategic conversations relating to the development of growing & professionalizing their organizations
3. Ability to drive and own segment engagements – regular communication and reporting around progress and escalation where required
4. Strong communication skills, both verbal and written, will be critical to the success of the role
5. Cultural and language sensitivity – ability to ‘translate’ regional requirements to segment owners in the US/EMEA
6. Ability to work in a complex matrix organization across regional/functional/segment reporting lines
7. Fluent English speaker
8. Strong presentation skills
9. High energy level and positive disposition
10. Experience working with direct and indirect sales channels
11. Strong skills in use of MS word processing, presentation and spreadsheet software

* Please send us your complete resume (in Chinese and in English) to: ‘topjob_mkt404@dacare.com'(Please replace “#” with “@”)
* In the email subject please include the position name and job #

How to Get a Raise – 6 personality traits that will impress your boss and increase your salary

6 personality traits that will impress your boss and increase your salary
by Sara Eckel, PayScale.com

You work hard–meeting deadlines, delivering results, and showing up on time. But each year you’ve been getting a raise in the measly 2 percent range (if that). Meanwhile, certain coworkers stroll out of their review meetings with big smiles on their faces.

Why do some people get a fat, juicy slab of the pie while others are offered crumbs? Experts say that, of course, diligence and talent play their part, but if you really want to increase your salary, you’ll need these qualities:

1. An Owner’s Mentality

Many people go into their annual review with a list of reasons that they need more money. But Joel Rudy, vice president of operations for Photographic Solutions, a supplier of digital-camera cleaning products, says that such pleas don’t inspire employers to give raises. “I know that utilities have gone up,” he says. He is more impressed with people who apply those inflationary concerns to the business–as if it were their own. For example, he was recently impressed with an employee who found a less expensive phone plan for the company. “Now, that’s a raise-getter!” he says.

2. Forward-Thinking

While the people who get good raises definitely know how to highlight last year’s achievements, Laura Browne, a corporate trainer and the author of “Raise Rules for Women: How to Make More Money at Work,” says the highest earners don’t dwell on the past. “Forget about last year. Find out the key initiatives that your company or your president wants to achieve this year,” she says. For example, if the president said in the annual report that he wants to increase customer satisfaction by 15 percent, focus on that goal. “Your work needs to be connected with what the company cares about right now,” says Browne.

3. Visibility

If you stay cloistered in your cubicle, you’ll probably be disappointed when raises are announced–no matter how hard you work. “Quiet, shy, or otherwise invisible types are often left behind when it’s pay-raise time,” says Jane Goldner, PhD., president of The Goldner Group, an Atlanta-based consulting firm. To ensure that you and your hard work are seen, request projects that will get you in front of others–working with colleagues from other departments, giving presentations, or even contributing to the company newsletter. This will make it easier for your boss to plead your case to any necessary approvers. “If your boss is in the meeting and says, ‘I want to give a raise to Sally,’ it’s going to be hard if no one knows who Sally is. On the other hand, if you have been visibly helpful, they’ll say, ‘Oh Sally, She’s terrific!'” says Browne.

4. Charisma

Having great ideas and lofty goals is terrific. But if you want to see them executed, you also have to motivate others to rally around your initiatives. Executive coach Lisa Chenofsky Singer says these kind of interpersonal skills play a huge role when compensation is discussed. “Although someone may be competent from a technical-qualifications perspective, if their style doesn’t flow well with others or they’re not able to influence others, they tend to be the low-increased players,” she says.

5. Tough Skin

No boss will ever say, “I love to give raises to self-promoters.” So how do you draw attention to your achievements without looking like a braggart? Milan P. Yager, president and CEO of the National Association of Professional Employer Organizations, says that giving your boss a quarterly progress report and asking for feedback is a subtle way to get noticed. “It is a fine line, but if you can master the technique, it will pay rewards,” he says. And letting your supervisors know that you want criticism will show them that you have the confidence to handle any negative comments, which makes the evaluation process a lot less stressful for them.

6. Empathy for the Boss

The highest-earning employees understand that their job is to make their boss’s life easier. Think about the things that your boss doesn’t like doing–running meetings, tracking numbers–and ask if you can help by taking over those tasks. It’s also important to understand that your boss can’t always give you what you want, no matter how great your work is. “Most people get keyed up to ask for a raise and when they hear ‘no’ they respond really negatively,” says Browne. “If you instead say, ‘I understand, but when raises are unfrozen I would like to be the first in line,’ you’ll have a much better chance of getting the raise when they can give it.”

Senior Sourcing Engineer(eng210)

Job Title: Senior Sourcing Engineer
Report to: Operation Director
Location: Hangzhou

Company introduction:
Our client is the leading retailers of automotive parts, equipment and tools, has about 300 stores in different areas and good market share in Global Market; With the development in Global marketing, they are looking for talents to join them.

For this position, we are looking for candidates with rich experience in Import &Export commercial activities and familiar with the Chinese commercial regulations, transaction tax regimes, logistics and trading process.

Responsibilities:
1. Be fully responsible for the sourcing and development for the electrical and electronic goods in auto and consumer electrical equipments.
2. Be accountable for establishing and developing procurement relations and sourcing strategies to deliver a long term and sustainable competitive advantage.
3. Involve expanding the supplier network by identifying and initiating business with both current and new low cost, innovative China based suppliers.
4. At the same time maintaining the highest levels of product quality, cost effectiveness and customer service.
5. Supports Sourcing team in daily management of suppliers;
6. Review supply status with buyers and suppliers; Consolidate information for long-term demand forecasts sourcing plans;
7. Demonstrate expertise in Sourcing team processes and systems; Be responsible for supplier selection, bid evaluation; Maintains key supplier information;
8. Contribute to collect strategic information, market; intelligence with team; Interface with cross-functional teams and suppliers.
9. Lead and/or participate on sourcing project teams; execute the sourcing process for assigned areas.
10. Participate in sourcing data analysis, forecasting and planning.
11. Conduct complex negotiations successfully under aggressive time demands.
12. Provide market data to support supplier selection, qualification and on-going performance management.

Requirements:
1. Relevant tertiary education
2. Ability to effectively drive change in the workplace
3. A strong capability for gap analysis, planning and priority setting
4. Outcome focused and determined to succeed in an ever-changing environment.
5. Strong negotiator. Detail orientated
6. Highly skilled in written and verbal communication in English
7. Strong interpersonal / communication skills
8. Experience in electrical and electronic range of product are highly regarded
9. Bilingual in English and Chinese.

* Please send us your complete resume (in Chinese and in English) to: ‘topjob_eng210@dacare.com'(Please replace “#” with “@”)
* In the email subject please include the position name and job #

Bank of America Will Expand China Business, CEO Moynihan Says

Bank of America Corp. said it’ll expand its China business and hire more staff to tap growth in the world’s most populous nation, according to its chief executive officer Brian Moynihan.

“We are committed to our business here, not just the capital, more importantly the human capital,” Moynihan said during a press event today in Beijing.

Genpact to hire 6,500 in China by 2015

Genpact, the back-office services provider, on Tuesday said it plans to scale up its operations in China and increase its headcount by 6,500 in that market in the next five years.

“China and Japan are an important market for us. It contributes about 10 per cent to Genpacts overall revenue. We plan to take our headcount in China to 10,000 in the next five years,” Genpact CEO Pramod Bhasin told media.

Genpact, at present, has two centres in China which employs about 3,500 people.

The BPO firm today also inked a multi-year deal with Japan’s Hikari Tsushin to provide services to Hikari’s clients in Japan and China.

Genpact had signed the contract with Hello Communications, a 100 per cent subsidiary of Hikari Tsushin to provide customer service, finance and accounting, IT infrastructure support and back office processing to Hikari.

“The deal with Hikari will allow us to further expand our footprint in the Chinese and Japanese markets,” Bhasin said.

He added that the tenure of the deal could be 3-5 years, however, he declined to share details about the size of the deal.

Shigetaro Toyoda, CEO of Hello Communications said, “The integration of the sales and marketing skills of Hikari Tsushin and Genpact’s services will enable a faster time-to- market and lower operating costs.”

Foxconn to hire in China

EMS-giant Foxconn is said to hire for its PC manufacturing factory in the Chongqing Xiyong Microelectronic Industrial Park in China.

EMS Foxconn is reportedly set to hire a further 6’000 staff over the next half year for the facility, with plans to reach a total work force of about 10’000 next year, reports CENS.

The EMS-provider currently employs around 1’000 staff at the Chongqing facility, which manufactures PC for various customers. The company aims for an annual production output of 10 million notebook.

Chinese wealth management: a hiring boom waiting to happen?

Raymond Ma

It seems that every foreign bank wants to be top dog in China’s wealth management sector – and for good reason. When Forbes magazine published its list of the richest people in the world earlier this month, it singled out China for mention because it was the first year in which the country had the most number of billionaires outside the US.

“China is currently considered the most attractive wealth management market in Asia for international banks. The country has experienced very fast growth for an extended period, and this has helped to create a whole new generation of wealthy individuals,” says Harry Senlitonga, a senior analyst at research firm Datamonitor.

The most active foreign recruiters in China’s wealth management sector include UBS, Credit Suisse, Deutsche Bank, HSBC and Citi, according to a private banking headhunter who asked not to be named.

An increasing number of roles advising clients in China are expected to be based in Shanghai, rather than Hong Kong, which has traditionally been the hub for China-focussed relationship managers, adds the recruiter.

But while mainland vacancy volumes in wealth management are rising, the massive potential of this sector is yet to translate into a full scale talent war.

“I think recruitment for relationship manager roles has picked up slightly since the second half of 2009, but they are still nowhere near what I would call aggressive,” comments Cherol Cheuk, director of banking at recruitment firm Hudson.

Much of China’s wealth was created relatively recently, so the private banking industry is still undeveloped. Many rich individuals are unaware of wealth management models and/or unwilling to pay a professional advisor to help them invest their funds.

It is also difficult for banks to find the talent they need to expand their wealth management businesses on the mainland, adds Cheuk. Firms favour Chinese candidates who have strong relationships with small and medium business owners and entrepreneurs.

More Western MBA Graduates Head For Hong Kong For Job Prospect

HONG KONG, April 1 (Bernama) — More graduates of top business schools in Europe and the United States are turning to Hong Kong in search of work as Western countries struggle to emerge from the economic crisis, a school director said here Thursday.

In the past, New York and London were considered to be the cities of choice for top-notch MBA graduates.

But, since job markets in the West have slid downhill, the positive outlook for Asia — with China as the region’s economic growth engine — has recently drawn more graduates to Hong Kong, an Associate Director at London Business School’s career services recruitment team Richard Bland said.

He said dozens of graduates of London Business School, widely considered to be among the global top-five business schools, visited Hong Kong this week for unofficials meetings with figures at major financial institutions here, South Korea’s Yonhap news agency reports.

Bland was in Hong Kong, arranging the meetings between the graduates and the eight financial institutions, which included Citigroup Inc.

Speaking to reporters, he said many students are starting to turn their attention to Asia, as it has rebounded rapidly from the financial crisis.

“Hong Kong has advantages over Shanghai or Beijing, as its sound financial system integrates China with the rest of the world,” he added.

China Career Update: it’s musical chairs time for mainland i-bankers

Raymond Ma

Welcome to the first of our weekly updates on the financial services job market in China.

It’s again that time of year when the most frantic job switching among front-office investment bankers takes place, and this is the case in China as much as anywhere else in the Asia.

Recent high-level mainland moves include HSBC’s appointment of Jane Wang – previously vice chairman for China investment banking at Nomura – as China chairman for corporate finance.

Meanwhile, Bank of America Merrill Lynch has reportedly hired former Goldman Sachs Beijing executive director Edmund Sim as its new director of China equity capital markets. Finally, Lee Zhang, China head at Deutsche Bank, has reportedly resigned from his current post to take up a senior role at the Industrial and Commercial Bank of China.

“This is the musical chairs season,” comments CK Wan, a senior client partner at search firm Korn/Ferry International. He says with most firms typically paying bonuses between January and March, bankers – who are unhappy with their jobs or are being lured away by competitors – are making a beeline for the door.

Poor capital markets have suppressed job-hoping activity in the last two years – in China as in most parts of the world – resulting in pent-up demand among bankers to move once there is an opportunity, says Richie Holliday, managing director for recruitment firm Morgan McKinley in Hong Kong.

“The volume of jobs we are aware of has increased hugely in the last 12 months, and most of that actually happened in the last quarter,” he adds.

Holliday expects investment banking vacancies to spike later this year, before settling back to more steady levels. All this bodes well for i-banking candidates – if they seize the moment.

“It means if you are an associate vice president somewhere, there is going to be an opportunity for you to make vice president quicker. It will mean a larger remit and broader responsibilities, which you would have had to work longer for a couple of years ago, or a couple of years hence,” says Holliday.

Compared with last year, when talent in China was snapped up by boutique and local investment banks, much of the hiring will be done by large multinational banks that are seeking to rebuild their revenue streams in Asia., he adds. Sales, trading and advisory roles will be most in demand this year.

Korn/Ferry’s Wan, who expects the current round of movement in investment banking to continue for another two months, adds that firms are on the lookout for bankers with deal origination and execution skill sets.

Senior HW Design Engineer (it192)

Key Responsibilities:
? Act in HW development phases including product architecture definition, design specification, HW implementation, product documentation elaboration, test and corrections and product maintenance.

Job Requirements:
? 5 years experience taking responsibility on board level HW design successfully
? Experience in more than 3 of following area are expected (don’t need to cover all areas) Processors: PPC CPU, x86 CPU, 32/64-bits architecture, Peripheral devices: SDRAM (DDR/DDR2), SRAM, Bridges, Controllers (PCI, Ethernet, USB, and ATA), Interfaces and buses: Ethernet, SATA, PCI/PCI-e, UTOPIA/POS/SPI, CAD design (capture, analysis, and layout).
? Conduct HW design of Network architectures in core network of wireless system including: IP, ATM, Wireless, Ethernet, Access, Optical, Switches, Routers. Transport: SDH, PDH, Multiplexes, Cross-connect.
? The experts are also required to have High Frequency design know how: High-speed design, signal integrity analysis, PCB technologies, EMC/EMI, safety.
? Fluent written and spoken English. Need to work daily in English with colleagues globally.
? Good personality with open mind, learning capacity, team working spirit is needed

* Please send us your complete resume (in Chinese and in English) to: ‘topjob_it192@dacare.com'(Please replace “#” with “@”)
* In the email subject please include the position name and job #