According to retained account(s) 1, 2: Xingyu’s response to a dispute over newly hired graduates has drawn questions about the manager it says it removed from his HR director role.[1][2]
On September 7, 2026, Beijing Business Today reported that the Chinese car-lighting maker had announced penalties against four managers after reaching agreements to terminate the employment of 107 graduates.[1][2]
The Beijing News questioned the position held by the executive named as human resources director, citing gaps in the company’s annual-report disclosures.[1][2] Uncertainty: The disciplinary measures are reported announcements, not independently confirmed implementation.

According to retained account(s) 1, 2: The dispute followed reports that new graduates had been offered a choice between leaving voluntarily and transferring to frontline operator jobs.[1][2]
The Beijing News described the proposed transfers as part of a controversy over pressure on employees to quit shortly after joining.[1][2]
The company’s subsequent account acknowledged that management had wrongly decided to transfer or reduce some newly hired graduate positions.[1][2] Uncertainty: The employees were not interviewed for this article; the choices and acknowledgement are the newspapers’ accounts.

From campus recruitment to termination agreements

According to retained account(s) 2: According to the company statement quoted by Beijing Business Today, Xingyu signed employment agreements with 440 members of the graduating class of 2026 during its autumn 2025 and spring 2026 campus recruitment.[2]
Of those graduates, 372 subsequently established formal employment relationships with the company after finishing their studies.[2]
The figures describe different stages: recruitment commitments and employees who actually joined.[2] Uncertainty: The 440 recruitment agreements and 372 formal hires are different company-reported populations; no personnel records were inspected.

According to retained account(s) 2: The company said management proposed reorganizing jobs in July, citing anticipated orders and staffing needs.[2]
It acknowledged making the wrong decision about some new hires and instructing its human resources department to carry out the changes quickly.[2]
In early August, HR negotiated with 140 of the 372 graduate employees.[2]
Thirty-three retained their original positions, while 107 signed agreements ending their employment, according to the same account.[2] Uncertainty: The July rationale and the 140/33/107 breakdown are company statements, not independently checked staffing records.

According to retained account(s) 1: The Beijing News reported that Changzhou’s human resources and social security bureau criticized the company’s approach in an August 25 notice.[1]
As quoted by the newspaper, the bureau described negotiations as blunt and lacking sufficient, effective communication.[1]
That account also said the company had apologized and suspended its human resources director.[1] Uncertainty: The original August 25 bureau notice was not inspected; its wording and the initial suspension are attributed through The Beijing News.

According to retained account(s) 2: The September announcement expanded the reported disciplinary measures beyond that initial suspension.[2]
Beijing Business Today said the company published an account of its mistakes and corrective measures on its website at midday on September 7, alongside the penalties against its managers.[2]
The statement addressed both the handling of the graduates and the assistance the company said it was providing after their contracts ended.[2] Uncertainty: The alleged September 7 website publication was not independently retrieved here; the newspaper’s noon description is not a verified event timestamp.

Penalties reach the chair and general manager

According to retained account(s) 1, 2: The company announced that general manager Zhou Xiaoping would have a year’s salary withheld.[1][2]
Zhou also serves as its chair, according to Beijing Business Today’s account of the annual report.[1][2]
Deputy general manager Li Shujun would have six months of salary withheld; The Beijing News reported that he would no longer oversee human resources.[1][2] Uncertainty: Salary deductions and Li’s changed remit were announced; payroll deductions and the original annual report were not checked.

According to retained account(s) 1, 2: The two other measures involved the HR leadership.[1][2]
Yu Zhiming, whom Xingyu identified as its human resources director, would be removed from that position after his earlier suspension.[1][2]
Li Mei, identified as head of the human resources department, would be demoted and reassigned.[1][2] Uncertainty: Yu’s HR appointment and the actual implementation of his removal and Li Mei’s reassignment remain unconfirmed.

According to retained account(s) 2: Beijing Business Today reported annual remuneration of 1.1 million yuan for Zhou in 2025 and pretax remuneration of 750,000 yuan for Li Shujun that year.[2]
Those historical figures give context to their positions, but the announcement did not establish a precise monetary value for the future salary deductions in the material reviewed here.[2] Uncertainty: The 2025 remuneration is historical reporting and does not establish the actual value of later salary deductions.

Why Yu’s position became a question

According to retained account(s) 1: The Beijing News said the company’s 2025 annual report identified Yu as 61 and recorded his departure from the board during a change of directors.[1]
Its journalists said they found no human resources director position in the report and no disclosure of another company role for Yu after his departure as a director.[1] Uncertainty: No original annual report was inspected; Yu’s reported board departure does not establish departure from all company employment.

According to retained account(s) 1: The newspaper traced several earlier roles through the company’s 2024 annual report.[1]
It reported that Yu had served as a deputy general manager from 2005 to 2022, as board secretary from November 2014 to April 2016, and as a director from December 2014.[1]
None of those listed roles was human resources director, according to its examination.[1] Uncertainty: These prior-role dates come from The Beijing News’s account of the 2024 filing, not a direct filing check.

According to retained account(s) 1: The Beijing News also pointed to an April 11, 2025 announcement of a shareholder meeting and director elections in which Yu’s name did not appear among those elected.[1]
It cited the corporate-information service Qichacha as recording his departure from the board that April.[1]
The newspaper said its repeated calls to Xingyu on September 7 went unanswered.[1] Uncertainty: The election notice and Qichacha record were not independently inspected; unanswered calls belong to the newspaper, not this writer.

According to retained account(s) 2: Beijing Business Today pursued a related question through the company’s published management promotion track.[2]
It reported that the sequence ran from entry level through team leadership, section leadership and department head to deputy general manager, without a director tier.[2]
Its review of earlier public material found Yu appearing under other titles, including company Party secretary and deputy general manager.[2] Uncertainty: The website promotion track and earlier titles are the newspaper’s findings, not proof that an HR director appointment never existed.

According to retained account(s) 1, 2: These reported omissions leave Yu’s HR appointment and responsibilities unclear.[1][2]
Leaving the board does not establish that he stopped working for the company, and a title’s absence from an annual report does not prove the position never existed.[1][2]
The reporting raises questions about Yu’s removal from the HR director role; it does not establish that Xingyu invented a job or fabricated disciplinary action.[1][2] Uncertainty: Neither newspaper’s reported omissions establishes a nonexistent job, a fabricated penalty, or whether Yu remained employed.

The company describes support for the graduates

According to retained account(s) 2: Xingyu said it paid the 107 graduates three months of job-search support on August 27, at 5,000 yuan per person per month, according to Beijing Business Today.[2]
The company also described reimbursement of travel expenses for out-of-town recruitment participants and free accommodation for affected graduates who remained in its dormitories.[2] Uncertainty: No graduate or payment record independently confirms the company’s claimed August 27 support payment, travel reimbursement or accommodation.

According to retained account(s) 2: The reported arrangements included six months of compensation at the original salary rate for graduates who had not found employment within three months.[2]
That was a conditional commitment, separate from the job-search support the company said it had already paid.[2] Uncertainty: Six months of compensation is a conditional company commitment; no completed payment or individual eligibility was verified.

According to retained account(s) 2: By noon on September 7, the company said 71 of the 107 graduates had started new jobs.[2]
Another 22 had passed interviews and received hiring notices.[2]
The remaining 14 were interviewing, discussing employment needs or considering postgraduate study, according to the update quoted by Beijing Business Today.[2]
The company’s figures distinguished people already working from those holding offers.[2] Uncertainty: The 71/22/14 figures are the company’s noon September 7 snapshot; job offers are not commenced employment and current outcomes remain unchecked.

A signed agreement does not settle every question

According to retained account(s) 2: Sun Yuhao, a senior partner at the Shanghai law firm Haihua Yongtai, told Beijing Business Today that a company’s freedom to manage its business did not mean it could change employees’ jobs arbitrarily.[2]
He said transfers involving substantial demotion, reduced pay or markedly different work could effectively pressure employees to leave, even where they ultimately signed a negotiated termination agreement.[2] Uncertainty: Sun’s comments are reported by Beijing Business Today, not obtained in an interview for this article or a case-specific legal finding.

According to retained account(s) 2: The legal effect would depend on the circumstances of signing and whether the employee’s consent was genuine and voluntary, Sun told the newspaper.[2]
That was a general assessment of potential disputes, not a ruling on the graduates’ individual agreements.[2] Uncertainty: Validity depends on individual signing circumstances; no court decision or individual agreement was examined.

Reporting note: This account draws on the two linked Chinese newspaper reports. Company figures, payments, employment outcomes and implementation of the penalties have not been independently checked. The filing analysis and legal comments are the newspapers’ reporting, not original research or interviews conducted for this article.