MAIN DUTIES:

1. OHS responsibilities as spelt out in the procedure OHS-PR-12

2. Talent development & Performance Management

Coordinate a high-performance culture for in-charged Department through performance management process with line managers
Assess and discuss talents with line managers
Manage processes of KPI setting and appraisal for in-charged Department
Advise and consult to Line Manager on IDP build up and implementation
Execute performance rating calibration if needed
Collect the training needs definition of Commercial department and submit it to HRBP Manager for reviewing and assessment.
Consolidate department training plan
Organizing budgeted training programs/events with internal or external trainers in collaboration with relevant stakeholders
Keeping track and following-up of IDP and KPI
Young Talent Program (GDP, JET, Trainee): Manage young talent road map to make sure they follow and on track. Support and be a bridge between Line Manager to ensure they have fully support and well managed

3. Recruitment

Work closely with Line Manager to clarify ideal candidate profile, Review Job Description and Job Evaluation if needed
Coordinate with Recruitment team to conduct Talent Mapping, post job, arrange interview,
Join interview and assessment candidate and consult Line Manager to select the right people for the right position
Coordinate with C&B for the job offer process
Support Line Manager on building and implement the on-boarding program
Advise Line Manager on the probation evaluation of candidate

4. Data and employment management

Manage data accuracy (attendance, OT, personal data and so on) of people in HR systems for payroll and reports and resolve related issues where appropriate
Manage employment flow of people from joining to last employment dates (probation evaluation, employment contract, L&D, Performance management) exist interview
Prepare internal and external reports on people

5. Employee Engagement & Employee Relation

Drive the communication channel of HR
Act as a contact point for both employees and line managers for HR related matters and coordinate further actions where appropriate
Implement the engagement activities as planned
Build the process to maintain & measure the engagement activities
Work closely with line managers to resolve people issues in retention, development, attraction, and other HR matters.
Execute Disciplinary Meetings with related parties which is assigned by HRBP Manager
Analyze job profiles (G14 down) in the Department, with focus on key positions for proper consulting to line managers about career development, remuneration and others.

6. Hold other projects or other assignments as and when required by the manager

Participate other HR activities as rotation, housekeeping, ... or projects organizing & arrangements if any

REQUIREMENTS:

EDUCATIONAL QUALIFICATIONS:

BA degree of Human Resources Management, Business Administration or relevant degree
Proven verbal and written bilingual abilities (Vietnamese/English)
High degree of computer literacy as a user of Microsoft Office

RELEVANT EXPERIENCE

LEADERSHIP COMPETENCIES

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HRBP Executive

Executive-Sales