The HR Generalist, Taipei is a dual-capacity role combining hands-on local HR operations with active contribution to regional HR infrastructure. The primary focus is serving as the main HR point of contact for Taipei office employees — managing the full employee lifecycle, payroll inputs, benefits, work permits, and Taiwan labor compliance. The remainder of the role supports the Regional HR Director in building consistent HR systems, policies, and operational guardrails across RFA’s Asia offices.

This role calls for a mature, self-directed HR professional who identifies gaps before being asked, proposes solutions, and executes with precision. Strong command of Taiwan employment law is essential, as is the cross-cultural agility to work across Asia-Pacific markets and communicate credibly in both Mandarin and English.

Taipei Office HR Operations

1. Recruitment, Onboarding & Offboarding

• Manage end-to-end recruitment for the Taipei office, including coordination with hiring managers, agencies, and candidates.
• Oversee onboarding and offboarding — documentation, system entries, orientation, and employee experience.
• Coordinate work permit and visa applications for foreign employees in collaboration with Legal and government authorities.
• Prepare personnel change notifications to Finance, IT, and the external accounting firm for timely payroll, system access, and social insurance processing.
• Conduct exit interviews and provide regular reporting on turnover trends and root causes to the Regional HR Director.

2. Compliance, Labor Law & Attendance Management

• Maintain employee records in strict compliance with Taiwan labor regulations and RFA internal standards.
• Monitor labor law developments; ensure all Taipei HR practices align with the Labor Standards Act, Labor Incident Act, and related regulations.
• Administer the attendance management system — configuration, leave entitlements, compliance spot checks, and user support.

3. Employee Relations & Engagement

• Serve as the first point of contact for Taipei employees on HR policies, benefits, and employment matters.
• Design and administer employee engagement surveys; analyze results and present actionable recommendations to leadership.

4. Performance Management Support

• Coordinate the annual performance review cycle and probationary evaluation process for the Taipei office.
• Train employees and managers on the review system; monitor completion progress and maintain HRIS records.

5. Training & Development

• Develop and maintain the annual training plan; ensure all mandatory training requirements are scheduled and completed.
• Coordinate headquarters-initiated programs for Taipei staff and maintain audit-ready training records

Regional HR Operations Anchor

1. Regional Compliance & Governance

• Support the Regional HR Director in establishing consistent HR operational standards and compliance frameworks across Asia offices.
• Research labor regulations across Asia locations; support development of regional HR policies and employee handbooks.
• Liaise with legal counsel and external authorities to ensure HR practices meet local regulatory requirements across offices.
• Conduct periodic compliance audits across Asia offices; identify gaps and escalate findings with recommended corrective actions.
• Support monitoring of statutory training completion and coordinate the regional performance review rollout.

7. Regional HR Reporting & Analytics

• Serve as liaison between the Regional HR Director and local HR contacts in Bangkok, Seoul, and Dharamshala.
• Maintain regional HR records in the HRIS; prepare dashboards covering headcount, turnover, recruitment cycle times, and training completion.
• Consolidate and analyze regional exit interview data; provide regular reports with actionable recommendations.

8 . Regional Training Coordination

• Coordinate cross-office training logistics — scheduling, materials preparation, and participant communication.
• Support training of administrative staff across Asia offices on the attendance management system.

9. Vendor & External Partner Management

• Manage relationships with key external providers — EoR vendor, attendance system provider, external accounting firm, and training institutions.
• Ensure service quality, contractual compliance, and timely resolution of operational issues.

10. Other Duties

Perform other duties as assigned by the Regional HR Director.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, Labor Relations, or a related field.
• Minimum 5 years of progressive HR experience (8+ years strongly preferred), with demonstrated expertise in Taiwan labor law and HR compliance.
• Proven hands-on experience in full-cycle recruitment, employee relations, and benefits administration.
• Strong knowledge of Taiwan's Labor Standards Act, Employment Service Act, Labor Incident Act, and related regulations.
• Experience working in a multinational or regional HR environment, with exposure to managing HR operations across multiple countries or jurisdictions.
• Business-level proficiency in both Mandarin Chinese and English, with the ability to draft HR documentation, policies, and reports in English.
• Excellent organizational and time-management skills, with the ability to manage multiple priorities across local and regional functions.
• Proficiency in HRIS platforms and MS Office / Google Workspace.

Preferred Qualifications

• Prior experience in international NGOs or media organizations
• Familiarity with outsourced payroll or EoR vendor management.
• Knowledge of HR systems implementation or migration.
• Exposure to HR practices in Southeast or South Asian markets (e.g., Thailand, Korea, India).

Core Competence: 

• Execution & Follow-Through: Completes tasks accurately and on time with strong attention to process quality; follows through on commitments across both local operations and regional projects without requiring close supervision.
• Taiwan Labor Law Expertise: Applies current, practical knowledge of the Labor Standards Act, Employment Service Act, and related regulations to protect the organization and employees alike.
• Cross-Cultural Awareness: Works effectively and respectfully with colleagues across different cultural, organizational, and geographic contexts; adapts communication style accordingly.
• Influencing without Authority: Communicates clearly and persuasively across offices and time zones; coordinates smoothly with colleagues who are not direct reports, building trust through credibility rather than hierarchy.
• Adaptability: Comfortably pivots between local operational tasks and broader regional project work, maintaining quality under shifting priorities.
• Problem Identification & Solution Orientation: Proactively surfaces issues, proposes practical solutions, and escalates appropriately rather than waiting to be directed.
• Confidentiality & Integrity: Handles sensitive employee information including compensation and personal data with consistent discretion, professionalism, and sound judgment.
• Communication & Stakeholder Management: Articulates HR matters clearly in both Chinese and English; able to write policies, reports, and employee communications for diverse audiences at headquarters and in-region.

Physical Requirements / Working Conditions

• Office-based in Taipei; occasional travel to other Asia offices for training or coordination purposes.
• Must be available for cross-time-zone communication with Washington D.C. headquarters and regional offices as needed.