Employment
Employment Principles
Compensation Philosophy
Employment

H&S Global adheres to a talent standard that integrates character, competence, cultural fit, and sustainable growth, prioritizing alignment with cultural values while grounding expectations in role-specific capabilities.


In personnel selection, we holistically assess candidates across six dimensions:

  • Competence

  • Attitude

  • Character

  • Integrity

  • Values

  • Potential

For employee evaluation, we apply a structured framework with three layers and ten dimensions:

  • Performance – goal achievement, task execution, result orientation

  • Values & Traits – collaboration, customer focus, learning agility, responsibility

  • Growth Potential – strategic thinking, leadership influence, change adaptability

We recognize three levels of talent contribution:

  • Capable Individuals: Meet performance standards and adhere to core values and professional ethics.

  • Key Talents: Demonstrate strong performance, deep value alignment, inclusivity, and clear potential—positioned as key players for development.

  • Trusted Pillars: Deliver outstanding results, show long-term loyalty, and shoulder critical responsibilities—serving as strategic cornerstones of the organization.


We firmly believe that only when employees resonate with the company's mission and align with its values can genuine team cohesion and a sense of belonging be truly fostered.



Employment Principles
Scientific Assessment, Precise Matching
Character and Competence, Character First
Merit-based Appointments, Performance-driven Advancement
Fairness, Impartiality, Transparency, and Excellence
Compensation Philosophy

H&S Global implements a compensation philosophy of "role-based pay, performance-linked rewards, positive incentives, and pay-performance alignment," dedicated to establishing a fair, scientific, and sustainable income distribution system.


Market-Oriented Role Evaluation
The company professionally evaluates positions based on local market benchmarks, incorporating a strategic pay premium to ensure competitive compensation.


Total Compensation Structure
Our compensation system consists of five key components:

  • Base Salary: Safeguards employees' basic living needs, reflecting the company's commitment to income stability.

  • Position Pay: Corresponds to job responsibilities, workload complexity, and required skills, recognizing inherent role value.

  • Grade Salary: Aligns with job grade levels, acknowledging comprehensive capabilities, qualifications, and long-term contributions.

  • Performance Bonus: Variable compensation based on performance evaluation results, reinforcing achievement orientation and goal fulfillment.

  • Benefits System: Comprehensive protection including statutory benefits, subsidies, and leave arrangements.


Motivational Mechanisms

  • Long-term Incentives: Integrated into the performance management system to inspire high-potential talent toward sustained breakthrough achievements.

  • Short-term Performance Agreements: Applied for new hires, startup units, and key-position successors to drive organizational vitality through phased goal challenges.


Guiding Principle
We maintain the income distribution principle of "contribution orientation, results-driven rewards, and compensation-outcome consistency," ensuring every employee's dedication and accomplishments receive full recognition within our compensation framework.

Training Opportunities
Compensation system
Promotion Process
Gender Equality
Training Opportunities
The Company has established a structured and hierarchical talent development system to ensure comprehensive training from the grassroots to the management level through the Living Water Plan, Cornerstone Plan, Transformation Plan, and Elite Plan, to continue to build "de-personalised" organisational strength, to achieve the replication of talent echelons, and to build a sustainable growth path for talent.

Compensation system
H&S Global  promotes the compensation concept of "salary based on post, effect-based compensation, positive incentives, and consistent remuneration", and is committed to building a fair, scientific, and sustainable income distribution system. We adhere to the principle of income distribution of "contribution orientation, effect-based remuneration, and consistency in remuneration" to ensure that the strength and achievements of every employee can be fully reflected in the remuneration system.
Promotion Process
Based on the principles of objectivity, fairness and job matching, the Company strictly follows the relevant procedures based on the qualifications of the new position or the corresponding strength of the new rank, and the Comprehensive Evaluation of Employees. Promotions can be initiated by the employee himself/herself, the person in charge of the department, or the employee relations specialist, and promotions can be made after passing the evaluation, probationary inspection of the new position, etc. The entire process is fair, just, and transparent, ensuring that every employee has the same opportunities for promotion. 
Gender Equality
The overall employee composition of the Company is 63% female and 37% male, a structure that not only reflects our continuous efforts in gender diversity, but also demonstrates the significant results we have achieved in promoting gender equality in the workplace. We firmly believe that gender should not be a barrier to career development, but rather an important component of organisational diversity and innovation.

Inclusion

Cultural Inclusion
To build a corporate culture that respects differences, where employees do not need to hide their personal attributes (e.g. gender identity, religious beliefs, cultural background, immigration status, etc.) and are able to participate in the workplace as their "true selves", ensuring that all employees, regardless of their backgrounds, identities, or abilities, feel a sense of belonging and have the opportunity to realise their full potential in the workplace. To ensure that all employees, regardless of their background, status or ability, feel a sense of belonging in the workplace and have the opportunity to reach their full potential, and that all employees feel accepted and valued.
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Participation in decision-making
 H&S Global advocates an organisational atmosphere of "equal personalities and differentiated responsibilities". Every employee should be respected and trusted, despite different job responsibilities and different levels of hierarchy. We promote flat management, open communication and cross-level collaboration to create a positive, healthy, united and upwardly mobile organisational culture. We ensure that employees from different backgrounds have a voice in high-level meetings and strategy development.
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Anti-discrimination and harassment
The company has a clear grievance/complaints mechanism and zero tolerance for discrimination, prejudice or microaggressions. Whenever an employee needs to seek help, feedback, or advice on issues outside of his/her job expertise, or if he/she encounters any unfair treatment and needs to file a complaint or grievance, he/she is encouraged to report the matter to the person in charge of the department in charge, or to the department of human resources or the General Management Department, or to the Chairman of the Board of Directors or the Chairman of the Board of Directors directly.
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Rational Convenience

The company has set up dedicated restrooms and break rooms for pregnant women and breastfeeding mothers, and has implemented flexible working hours, medical leave, and breastfeeding breaks to reduce night shifts and overtime. For employees with chronic illnesses or mobility issues, the company provides necessary working conditions such as remote work options and adjustments to work content to ensure the rights and interests of every employee and build a truly inclusive workplace environment.

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