RESPONSIBILITIES

1. Training Management:

• Research and identify training needs of staff.
• Consult the Department Directors on short-term & long-term training needs of the department.
• Plan & establish the Company’s training budget based on research on actual training needs as well as needs proposed by departments.
• Search, organize and implement training solutions suitable for employees.
• Research and create new training tools.
• Monitor and develop reports on training effectiveness, reports on training and development roadmap of employees.
• Directly participate in teaching some training courses when necessary.

2. Human resource assessment:

• Build and update standard human resource structures, job catalogs and maps, and job description systems.
• Build and update organizational competency systems corresponding to related human resource management and training tools.
• Build and update processes and tools for assessing capacity (knowledge, professional skills, attitudes) & evaluating work results.
• Develop assessment methods and tools for assessing management behavior styles (applicable to managers and above).
• Organize annual assessment interviews: provide guidance on how to conduct and coordinate with the
• Head of Income-Incentives to schedule implementation, complete forms, assessment criteria system, analyze & synthesize assessment interview results.

3. Human resource planning:

• Coordinate with units, departments, and recruitment managers to determine periodic or ad hoc human resource plans:
  – Guide and monitor the implementation of identifying current key human resources according to the occupational group system and organizational capacity system of each department/unit.
  – Guide and monitor the identification and implementation of the department’s organizational development model, human resource needs according to the corresponding organizational capacity system.
  – Guide and build the succession human resource structure and monitor the implementation program.
• Build processes, manage key human resource data, analyze, and prepare periodic or ad hoc reports on human resource plans.

4. Career management:

• Together with the Recruitment manager, develop career rotation plans based on data on key human resources, employee rotation needs and labor resource needs of departments, develop internal transfer promotion processes.
• Build career advancement roadmaps, update and monitor the implementation of career integration roadmaps and training roadmaps for newly recruited employees and internally transferred employees.
• Coordinate with the Compensation and Benefits Manager to develop policies, remuneration regimes, etc. according to the human resource management and development policies.

5. Manage internal communication tools, connect and orient departments to operate according to the organization’s culture and philosophy:

• Build internal communication channels suitable for the organization’s resources and needs.
• Effectively convey the company’s orientations and messages to all employees.
• Grasp the organization’s culture and philosophy to communicate consistently and synchronously.
• Connect, record, listen to feedback from employees and effectively convey it to leaders.

6. Improve the quality of employee engagement with the company, work and the collective; improve employee morale:

• Understand the needs and level of employee engagement.
• Propose ideas, develop short-term and long-term employee engagement plans.
• Organize and implement employee engagement activities according to plans or according to the arising needs of the group.
• Measure the effectiveness of activities.

7. Team management and other tasks:

• Organize, assign daily tasks to subordinates and monitor implementation.
• Train, guide employees, evaluate and develop career development plans for employees and succession plans for the department.
• Perform other tasks assigned by the direct supervisor.

8. Other tasks according to job requirements and assigned by managers at all levels.

REQUIREMENTS

1. Mandatory skills:

• General knowledge of human resource management, specialized in training, human resource planning and human resource development, assessment tools, training management, building and managing competency systems
• Training and consulting skills
• Communication and coordination skills
• Leadership skills

2. Job attributes:

• Ability to withstand high pressure
• Ability to work independently
• Ability to self-motivate

3. Knowledge and Experience:

• Degree: from University or higher
• Experience: at least 5 years of experience in a similar position at organizations with over 1,000 employees.