A Letter Of Intent For Job Position Within The Same Company is commonly used in Hong Kong business practice when an organization plans to transfer an employee to a new internal position. This document serves as a formal communication tool between the employer and employee, outlining the proposed changes in role, responsibilities, and terms of employment. While not legally binding like an employment contract, it provides a clear framework for the intended position change and helps ensure compliance with Hong Kong's Employment Ordinance and related legislation. The document is particularly useful in larger organizations where formal documentation of internal movements is required for HR processes and regulatory compliance. It typically precedes the formal employment contract amendment and helps both parties understand and agree to the basic terms of the position change before proceeding with the formal transfer process.
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1. Letter Header: Company letterhead, date, and internal reference number
2. Addressee Details: Employee's name, current position, and department
3. Subject Line: Clear indication that this is a Letter of Intent for internal position change
4. Current Position Reference: Brief description of the employee's current role and tenure
5. Proposed Position: Details of the new position being offered, including job title and department
6. Key Responsibilities: Overview of primary duties and responsibilities in the new role
7. Proposed Terms: Key terms including proposed salary, grade/level, and reporting structure
8. Effective Date: Proposed timeline for the position change
9. Next Steps: Process for accepting the position and any required actions
10. Closing: Signature block for authorized company representative
1. Transition Period: Include when there needs to be a handover period from the current role
2. Performance Expectations: Include when the new role has specific KPIs or targets that need to be highlighted
3. Training Requirements: Include when the new position requires specific training or certifications
4. Probation Period: Include if there will be an initial assessment period in the new role
5. Special Conditions: Include when the role has specific requirements like travel, shift work, or on-call duties
6. Benefits Changes: Include when the new position involves changes to benefits package or entitlements
1. Detailed Job Description: Comprehensive description of the role, responsibilities, and requirements
2. Compensation Package Details: Breakdown of salary structure, benefits, and any performance-based incentives
3. Organizational Chart: Visual representation of the new reporting structure and team organization
4. Timeline for Transition: Detailed schedule of the transition process and key milestones
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Manufacturing
Retail
Healthcare
Professional Services
Education
Telecommunications
Real Estate
Hospitality
Construction
Logistics
Media and Entertainment
Public Sector
Non-Profit Organizations
Relevant Teams
Human Resources
Legal
Compliance
Operations
Finance
Marketing
Sales
Information Technology
Research and Development
Business Development
Administration
Product Development
Customer Service
Quality Assurance
Corporate Communications
Relevant Roles
HR Manager
HR Director
Recruitment Manager
Talent Acquisition Specialist
Legal Counsel
Compliance Officer
Department Manager
Division Head
Team Leader
Project Manager
Operations Manager
Finance Manager
Marketing Manager
Sales Director
Technical Lead
Senior Engineer
Product Manager
Research Analyst
Business Development Manager
Administrative Manager
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