Nguyen Le HANG, MBA (English name: Jennifer) Building learning capabilities for today’s business enterprises. I had more than 14 years of experience in Strategic Human Resources Management (HRM) field, whieh focus on driving enterprise-wide result across multiple geographies. 1 am a collaborative and result-oriented professional with strong influencing capabilities to enable business integration. PROFESSIONAL SKILLSET } Leaming & Development, Educational Course Design, Concept Management; 4 Cross Functional Team Leadership, Leadership Influencing: & Executive Leadership Development, Succession Planning: 4 Staff’ Labor Market, Development of Future Organizational Core Skill-set Requirement; 4 Talent Pipeline Strategy, Recruiting/Hiring/Integration, University and Corporate Partnerships; 4 Strategic Planning, Team Resource Coordination, Resource Allocation, Budgeting Management; ob Project Management: 4 Transition Change Management, Human and Financial Resource Allocation and Management; & FPT Leadership Institute, Business Acumen Learning & Development, Knowledge Management. PROFESSIONAL EXPERIENCE EDUCATION GROUP (2,000 employees) Sept 2018 ~ Present Chief Human Resource Officer Direct the human resource department to effectively plan, develop and implement a fully imegrated human resource strategy to achieve profit, guest satisfaction and employee engagement goals by working with managers to staff their departments, maximize employee engagement, and teamwork. Be responsible for ‘managing a smooth HR operation in the organization while developing new HR practices in talent eycle is also a focus. Strategic roles: ¥ Working closely with BOD, HOD to understand business situation, oversee Company's work environment and HR system to design HR strategy and Action plan in order to build up the manpower resources serving company’s business objective Review, revise and newly develop policies and programs for HR management and development system where necessary. Y Coordinate with HOD to work out the manpower for each department, fulfill vacancies within targeted timeline and create succession plan, career path for each individual, build up trainee scheme for long- term strategy. Update legal changes and ensure the compliance of HR activities with Company’s regulations and Government's legislation.Y Liaise with external organizations, local authorities and suppliers in related HR issues, promote company’s brand name as employer of choice. Y Acting as the trusted communication channel between employee and employer to deliver the right message timely and to balance the interest of two parties and create the open and transparent work environment. Y Conduct Competitor mapping for hunting qualified candidates and designed the competitive compensation and benefit scheme to retain talent. Y Coordinate and support HODs in designing and reviewing BSC, KPI for employees. ‘Acting as a business HR partner in providing consultancy to BOM in business aspects Y Design and control HR budget regarding all HR related activities for recruitment expense, training cost, salary, allowance, incentive, bonus and other benefits, company’s events. < Operation responsibilities: ¥ Cooperate with managers in monthly set up and review KPI of employees. ¥ Support BOM for quarterly review BSC of departments/divisions. Y Leading annwal performance appraisal program, cooperate with managers to decide the career path of employees, making proposal for salary adjustment and bonus. Y Manage the C&B team in accordance with company regulation and Law. TEK EXPERTS GLOBAL (6,000 employees) Regional Head of Human Resource for Asia Sept 2017 - Sept 2018 To be in charge of driving culture change, employee engagement, performance management, organizational transformation as well as processes and employee best-practice in Asia ¥ Collaborates with senior leadership to understand the organizations goals and strategy related to staffing, recruiting, and retention. ¥ Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organizations human resource compliance and strategy needs. ¥ Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management: productivity, recognition, and morale: occupational health and safety: and training and development, Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management. Y Monitors and ensures the organizations compliance with federal, state, and local employment laws and regulations, and recommended best practices: reviews and modifies policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management Develops and implements departmental budget. Facilitates professional development, training, and certification activities for regional HR team. Performs other duties as required. KAS VINGROUP (48,000 employees) Head of Human Resources ~ ECommerce Mar 2017 - Sept 2017Direct the human resource department to effectively plan, develop and implement a fully integrated human resource strategy 10 achieve profit, guest satisfaction and employee engagement goals by working with managers to staff their departments, maximize employee engagement, and teamwork. Be responsible for managing a smooth HR operation in the organization while developing new HR practices in talent evele is also a focus. Formulate and implement HR policies and procedures in alignment with guidelines. Help drive HR initiatives including performance management, recruitment processes, people management. Responsible for staff training and succession management. Analyse trends and be proactive developing solutions and programs to resolve these. Manages and resolves employee relations issues Plan, deliver, and monitor effectiveness of training programs and follow-up to ensure workforce development objectives are met v v KKK FPT CORPORATION (30,000 employees) Head of Human Resource - FPT Information System Mar 2015 - Mar 2017 Responsible for providing strategic direction and overall managememt of Human Resources function, including compensation & benefits, recruitment, training, organizational development, performance ‘management and succession planing functions for FPT Information System (FIS) ¥ Strategic Business Partner: Partner with Board of Management (BOM) to assess organization strategies & interventions needed to support overall business goals. Play the role of coach/consultant on organizational matters. ¥ Change Agent: Supports Leadership team and BOM in leading both change and transition management to ensure that the organization clearly understands the intent of the change, builds the necessary skills & capabilities and adopts new behaviors’ culture needed to deliver the business goals. Adapts the organization systems with any changes to the business situation, ¥ Humen Capital Development: Understands and creates the employee value proposition for the distributors that will drive engagement, motivation to deliver optimum performance for the business. Balances both business & organizational needs to deliver optimum solution ¥ Human Resources Operation: Ensures all people related systems are operational and executed with excellence ranging from recruiting, training & development, rewards & recognition, career and tax, employee and labor relation/legal related matters. Head of Learning and Organizational Development ‘May 2011 ~ Mar 2015 cum Director of FPT Leadership Institute Oversaw ail aspects of budgeting, planning and implementation of strategic training and development opportunities for 2,000 leaders managing over 18,000 employees. Additionally, served as senior manager obtaining senior management buy-in and leading cross-functional teams to inplement and manage business change initiatives. Y Directed the strategic framework for training, performance management, talent planning and assessment for a company-wide Leadership Training Program.¥ Designed and launched a learning delivery plan that gauges effectiveness via talent review processes, executive coaching, change management, organizational design and team building. Y Conducted training needs assessment and root cause analysis to improve performance, collaborating with vendors to develop training, implement Learning Management System (LMS) and develop assessment tools, Y Maximized existing and future business capabilities through identification of short/long tem organizational gaps and partner with Human Resource Department to create a learning culture. ¥ Revamped specific programs and drove departmentally focused on engagement, ensuring alignment between competencies and leadership development strategies to achieve ROI and operational goals. ¥ Headed instructional development; repurposed, edited and expanded the company’s library of courses and optimized learning through multi-mode training, classroom instruction and action learning. ¥ Instituted a Leaming Management System to reduce training expanse and facilitation time and lay the foundation for the implementation of global on-line taining programs. ¥ Analyzed business requirements and best practices, engaged stakeholders in their role in curriculum development to integrate emphasis areas and relevant new material Y Spearheaded the conversion of courses from paper textbook to on-line training, ensured all curriculum design materials were consistent and instructionally sound and delivered against the skill building objectives. Measured training outcomes, conducted train the trainer and pilot exercise and reviewed the quality of new curriculum for modification and budget alignment. ¥ Developed a comprehensive strategy to manage program delivery and organizational adaption, talent development and leadership effectiveness to continuously improve/mitigate risk around training initiatives. ¥ Deployed a structured talent review process to drive succession planning, job rotations and stretch assignments for leadership retention and upward mobility. Achievement © Delivered successful the Leadership Training Program for executive levels with 100% stakeholder satisfaction, resulting in the inclusion of newly developed acumen curriculum into executive staff level training. © Achieved planning and execution with process improvement to incorporate intelligence objectives. ‘+ Successfully delivered organizational learning in the ability to spot, anticipate and capitalize on business opportunities that impact the top and bottom line. * Provided an opportunity and platform for executive staff to observe potential new management leaders in a structured experiential environment. Saved 30% on variable training budget. Recognized as the excellent team of the year 2011, 2013. Top 100 best employees of the year 2012 A member of FPT Human Resource Committee 6 years (in advisory role) ¥ Collaborated with Human Resource Leaders team to obtain and build out raw data, synthesize findings and work with leadership & management to determine future anticipated skills needs for staffing positions and their career road map.¥ Design and executed Transition Change Management strategy to ensure facilitation of expectation setting with communications and leadership reinforcement of desired behavior. ¥ Partnered with FPT University to develop multi-phased curriculum including online/offline methodologies and lead team of designer to build content. ¥ Working as visiting professor at universities. Head of Human Resources Department May 2010 -May 2011 (TienphongBank, a subsidiary of FT CORPORATION) Responsible for providing strategic direction and overall management of Human Resources function including compensation & benefits, recruitment, training, organizational development, performance management and succession planing functions for TienphongBank (TPB). ¥ Directed all HR activities including recruitment, selection, training, compensation & benefits, employee relation/events and Human Resources Information System (HRIS) ¥ Planned short and long term strategies to support organizational objectives as well as developing and managing Human Resource Development budget. ¥ Facilitating the development and implementation of staffing structures and change initiatives to ensure alignment with business models and organizational objectives, Y Liaising with the Board of Directors (BOD) and Human Resource Department (Head Quarter) to address planning and policy issues provide training and counsel the roles/responsibilities of volunteer leadership. ¥ Advised senior leadership on all aspects of human resources, including workforce assessment and talent planning in support of business objectives. ¥ Evaluating, developing and modifying HR policies, HR programs and benefits. ¥ Assessed human resource needs, recommending individual/organizational development action and implementing consistent HR standard. ¥ Designing and administering human resources and compensation programs as well as implementing benefits offerings and programs to improve employee morale and retention, ¥ Creating and supporting company-wide training and performance management initiatives ¥ Led training and development programs to nurture talent in line with goals/objectives and also support oversight of TPB’s training center. Developing employee orientation programs to increase policy, procedure and benefit awareness. ¥ Developed/Implemented HR policies and manages the recruitment process including sourcing, screening, selection and induction ¥ Fostered employee incentive programs which increased productivity and customer satisfaction as well as organized the company internship programs. Achievement ‘* Transformed Human Resources Management from an administrative role to a strategic partner. * Reduced tmover rate from former annual level of 20% to 7% base on skillful development/implementation of new comprehensive on-boarding process on policies/procedure, HR structure, employee benefits and performance management. * Pioneered Management-By-Objective (MBO) program to articulate bonus requirement Developed/delivered curriculum on MBO process to align employee and corporate objectives. Achieved 100% compliance.* Fully developed and managed creation of Learning Management Model to integrate into HRIS system. Talent Acquisition Manager Mar 2007 - May 2010 As Recruitment Manager, I was in charge of recruitment strategy and Talent Management model including budgeting, workforce planning (including of interviewing, selection, relocation, orientation) and participated in compensation design, launan resource policies and benefit modeling. ¥ Delivered multiple solution regarding Human Resource development challenges to Board of Management (BOM). Y Supervised recruiting and talent resource allocations for business development objectives. Y Planned, developed and managed recruiting and talent acquisition budget including relocation, conference, job fair, staffing vendor, outside recruiter.. Came in under budget year after year. ¥ Planned, developed and led re-branding effort for employment brand ¥ Designed and implemented a talent acquisition system that integrated business model with organizational development and business development. ¥ Responsible for direct recruiting, confidential and executive searches as well as managerial positions, ¥ Regularly consulted with business and functional leaders to define competencies for specitic roles. Y Partnered with all levels of management to develop and implement staffing plans, conduct interview, assist management with candidate selection and candidate sourcing. Y Spearheaded implementation of Virtual Edge applicant tracking system, integrating at with HRIS software. Y Working on Job Family architect team including re-writing job descriptions, creating appropriate job titles, defining compensation structure and setting up career path methodology. Y Created staffing pipeline by developing University/College relations program. ¥ Transformed a young recruitment staff into a dynamic team through various training methods incorporating industry knowledge and professional skills. Achievement ‘© Served as strategic consultant and HR Business Partner of FPT Corporation, ensured delivery of optimizing business results by developing and implementing key organizational development strategist, addressed workforce planning, change management and intemational employee relation issues. ‘+ Managed recruitment and talent acquisition team of 60+ increasing efficiency and saving hundred thousand USD of cost. © Decreased traditional search fees 50% by designing, implementing and managing a RPO (recruiting process outsourcing) to address burst capacity hiring needs to support corporate move. * Reduced time to hire from 90+ to 30+ days, which resulted in shortening overlapped training, by co-designing policy and leading implementation, © Successfully worked with all levels of the organization to optimize the external and intemal talent pool.© Focused on recruiting different types of positions and successfully hired 1500+ employees annually, Team Leader (Recruitment & HR Consultant) Jan 2006 - Mar 2007 GuideaVietnam Company (HR Consultancy Firm) ¥ Shortlisted and understood the clients and candidates needs and to ensure that their expectations are met, and prepare candidate report with comments to clients. Y Responsible for full cycle of recruitment search process, including advertising, screening, matching, placements and conducting reference check. Y Supervisory and provide guidance as a team lead to the team member for the full cycle of recruitment process. Y Performed interviews & selection process for potential job seekers and recommend potential candidates profiles to prospective companies. Y Executed the systems administration for job postings and resume searches of various online job portals. Public Relation Officer Aug 2004 - Jan 2006 Dream Viet Corporation, Hanoi, Vietnam ¥ Responded to requests for information from the media or designate another appropriate spokesperson or information source. ¥ Planned and directed development and communication of informational programs to maintain favorable public and stockholder perceptions of an organization's accomplishments and agenda. ¥ Established and maintained cooperative relationships with representatives of community, consumer, employee, and public interest groups. ¥ Arranged public appearances, lectures, contests, or exhibits for clients to increase product and service awareness and to promote goodwill. ¥ Studied the objectives, promotional policies and needs of organizations to develop public relations strategies that will influence public opinion or promote ideas, products and services. Y Consulted with advertising agencies or staff to arrange promotional campaigns in all types of media for produets, organizations, or individuals ¥ Provided guideline and advices to the client representatives with the effective communication with the public and with employees. ¥ Developed and maintained good relationship with client, sponsors, partner and media as well. EDUCATION International Master of Business Administration May 2010 Asian Institute of Technology (Thailand) Concentration in Human Resources Management (Scholarship) Bachelor of Business Administration Sept 2006 The University of Trade Union (Vietnam)Concentration in Insurance Management Bachelor of Chinese Language Jun 2005 University of Hanoi Foreign Language Concentration in Chinese Language