HR Manager

Location: 15 Tran Cao Van District 1

OBJECTIVES | MỤC TIÊU

 Provides professional contribution in planning, implementation, and coordination for a
specific set of assigned projects and initiatives for the division & organization,
 Evaluates projects for conformance to the overall goals and objectives of the division &
organization,
 Develops and implements operational support programs, as applicable to the overall
objectives of the division & organization.
 In conjunction with COO and BU Leaders to build the best working environment for Vietnam

COMMUNICATION | GIAO TIẾP VỚI

Internal / Nội bộ
 Heads of Department and Business Unit leaders
 COO and Board
=> Purpose / Mục đích
 Research, analyze, UNDERSTAND the business needs and consult about people strategy,
HR service & products.
 Coordinate to implement assigned projects.
External / Bên ngoài
 Consulting companies/Suppliers (System, HR service & products…).
 Labour Department
=> Purpose / Mục đích
 Co-ordinate to implement assigned projects.
 Get updated information/regulations about employment to ensure compliance if necessary.

KEY RESPONSIBILITIES
Human Resources Management & System Management
1. Planning & Analysis:
 Analyzes, evaluates and consults departments, BU on monthly/quarterly/annual manpower
plan. To create align strongly to understand the requirements for each BU
 Co-ordinates with departments, BUs to build/forecast monthly/quarterly/annual manpower
cost.
 Analyzes and recommends solutions related to workforce quality to achieve departments’
and BUs’ business goals and strategies.
  Coordinates and supports departments, BU to develop an overall annual people agenda and
regularly evaluates and reviews to meet business goals and strategies. To provide monthly,
quarterly and yearly reports on progress
2. Organizational Structure & Talent Acquisition:
 Completes the entire Job Description, Job Grades and Job Titles for all Division and BUs’
positions in line with the culture of our group
 Evaluates, advises and proposes the most optimal organizational structure, regulations and
operations… to meet divisions’ and BUs’ goals and strategies.
 Coordinates and develops policies and processes for Talent Acquisition.
 Develops and coordinates with stakeholders to implement employer branding activities and
build talent pipeline for the Company.
3. Policy & Process Development/Improvement:
 Designs, updates, informs, conducts training sessions, and supervises the implementation all
HR related policies, processes (basing on full employee life cycle) to ensure compliance and
effectiveness.
 Analyzes & reviews periodically the implementation of HR processes, policies, and
regulations.
 Annual review of external best practices and continuously refine Human Resource policy &
process practices.
4. Human Resources Management System:
 Co-ordinates with vendors and internal project team members to ensure HRMS
implementation & completion plan.
 Actively proposes solutions or findings to improve project timeline or quality.
 Prepares weekly project reports and co-ordinates/reminds project team members/vendors
about their tasks if necessary.
 Conducts research and analysis of organizational trends regarding to HR reports and metrics
and update on HRMS.
Organizational Development
5. Performance Management:
 Lead and Train in company Objective and key Results for
 Consult to create standards for competency assessment for recruitment, development and
promotions of employees.
 Implements the competency framework system within the Company and trains managers to
carry out competency assessment, determine employee development needs and provide
support.
  Build and develop performance management system, frameworks, policy and process.
 Design, implement and monitor performance management program & process to enable
employees and teams understanding of the goals of the Company & BUs to identify how
individual and team outputs contribute to the achievement of the Company and BUs’
objectives.
 Continually improves processes to develop performance management systems.
6. Talent Management:
 Works collaboratively with project team to build and execute talent strategies that meet
ongoing and future business needs.
 Supports the planning, implementation, and maintenance of Talent Management,
Succession Planning, and High Potential Programs.
 Establishes and maintains metrics for talent programs to measure results and build
accountability. Collects, analyzes and evaluates data.
 Provides support for developing, facilitating, and enhancing talent management
presentations, templates, and materials for projects and programs.
 Co-ordinates with project team to propose a competitive scheme for these target talents for
long term commitment.
7. Learning & Development:
 Conducts learning needs assessment on an ongoing basis to determine the skills and
knowledge necessary to support strategic objectives.
 Designs and implements effective Learning Roadmap & Career Development Roadmap to
solve organizational needs.
 Creates effective learning & development policy & campaigns to engage learners and build a
culture of learning.
 Co-ordinate with vendors to build, test, implement and manage E-Learning system to track
development, monitor key metrics, and provide learning insights.
8. HR Communication, Organizational Culture and Employee Experience:
 Proposes and implements HR communication, organizational culture and employee
experience programs.
 Tracks & analyzes and proposes solutions for communication, culture & employee
experience improvements.
Others
9. Performs miscellaneous job-related duties as assigned.

REQUIREMENTS / YÊU CẦU

Education/ Trình độ học vấn
  University Degree.
 BA in Human Resources Management, Law or Business Administration is preferred.
Experience/ Kinh nghiệm
 At least 5 years of human resources management experience.
 Be involved with the research, analytic, design and implementation of HR projects such as
HRMS, Performance Management, Total Rewards, Talent Management, Employee
Experience…
 Working experience for education industry or consulting company is preferred.
Knowledge/ Kiến thức
 Business acumen about consulting and education. In-depth knowledge of full-cycle HR
operations and administration. Familiar with local HRMS.
 Good knowledge of HR strategic planning and practices.
 Thorough knowledge of employment- related laws and regulations.
Technical skills/ Kỹ năng chuyên môn
 HR analytical Skills.
 Budgeting & Headcount Planning Skills.
 Performance Management Skills.
 Interview & Selection Skills.
 Learning & Development Skills.
 Talent Management Skills.
 Project Management Skills.
 Policy & Process Development Skills.
Soft skills/ Kỹ năng mềm
 Communication & Presentation Skills.
 Negotiation & Persuasion Skills.
 Problem Solving Skills. Consulting Skills. Collaboration Skills.
 Change Management Skills.
Abilities & Attributes/ Khả năng & Thuộc tính
 Proficiency with Microsoft Office applications.
 Fluency English speaking & writing.
 Ability to work under pressure.
 Integrity
 Customer Driven Mindset.
 Quest for Excellence, Ability to build Trust & Respect.
 Enterprising ability
 Quick Learning ability & Adaptability.
