RESPONSIBILITIES

1. Training:

• Conduct training need analysis, prepare annual training plan and provide qualified functional and competency training for store management team.
• Participates in evaluation and monitoring of success of post training programs. Follow-up to ensure training objectives are met.

2. Talent Development:

• Recognize store hi-po talents via internal promoted assessment, conduct internal assessment for Officer level up, develop talent pool for Main Office and advise
• Department Head on manpower arrangement for all levels.

3. Compensation & Benefits:

• Cascade and consult stores on C&B related policies [monthly payroll, annual merit increase, 13th salary, personal income tax, C&B policies]; provide feedback of stores to C&B team.
• Provide inputs for C&B team to build up competitive remuneration structure.

4. Employee Relations:

• Works with Department managers and employees to investigate and resolve employee relations issues.
• Build up and cascade all employee engagement programs [annual team building, core values, wellness, inspirational programs, convention, etc.].
• Provide consultancies and build up engagement activities for the whole company and MO stake holder, especially requirements by each Unit/ Department.

5. Internal Event:

• Organize the entire program of internal events for the company.
• Conduct survey after event to evaluate the effectiveness.

6. Administration:

• Administers HR related working procedures and ensure these procedures are executed well at office.
• Works with managers and employees to investigate and resolve employee relations issues.
• Cascades all employee engagement programs [value, wellness, inspirational programs].
• Consults leader of the Main Office strategic human resources matters.
• Conducts HRBP annual planning and monitoring office’ manpower budgets.

7. KPIs:

• Annual Training Needs Analysis of the Main Office are met.
• C&B and Employee relations are achieved with the standard of the company on C&B and ER criteria in Employee Engagement Survey.
• Disciplinary actions are resolved thoroughly [if have any]; ER programs are implemented as planning.
• Staff’s functional and competency capabilities are met with the job requirements.

REQUIREMENTS

• Having at least 4 years-experience in position of Human Resources Manager.
• Job holder should have good knowledge of Viet Nam labour code.
• University graduates in HRM, Business Administration or equivalent.
• English proficiency: advance level in 4 skills (Listening, Speaking, Reading and Writing).
  Strategic thinking.
• Excellent communication and persuasive skill.
• Project management skill.
• Adaptive to change.
• Strong business acumen.
• Planning skill.
• Analytical and Problem solving skills.
• Creativity and innovation.