HR Business Partner ( 6-Month Contracts)

General description
Established in 2004 and licensed by the Vietnamese Government, Vietnam Australia International School (VAS) is a private school group with the national education system offering K-12 education programmes.
About this job
The HRBP acts as the HR partner and primary point of contact for assigned Campuses/Business Units, partnering with managers and employees to provide HR advice, guidance and support, and to address HR matters effectively and in a timely manner.
Scope of the role
KEY RESPONSIBILITIES
1. Act as the HR point of contact for the assigned Campus/Business Unit, connecting and coordinating with relevant functions to address HR matters.
2. Partner with the Campus/Business Unit and Planning team to develop and review headcount requirements; manage and review recruitment needs to ensure alignment with the approved headcount and budget.
3. Proactively provide support, guidance and HR advice to managers and employees on the application and implementation of Company policies, regulations and HR processes, ensuring compliance and timely resolution of issues.
4. Manage, implement and/or coordinate HR projects, plans and programs for the Campus/Business Unit; monitor progress, identify risks and recommend appropriate solutions.
5. Recommend and monitor the implementation of succession plans for key employees and critical positions to ensure talent readiness and workforce continuity.
6. Lead, implement and/or coordinate Trade Union activities and Company/Business Unit events, ensuring alignment with relevant policies, requirements, plans and timelines.
7. Prepare, consolidate and provide HR reports, data and information as assigned, ensuring accuracy and timeliness.
DETAIL:
1. Headcount Planning
- Discuss with Campus Managers to understand campus facility requirements based on annual student enrollment.
- Based on operational needs, annual student enrollment, facility requirements, current workforce, and the projected headcount from the Workforce Planning team, work with the Campus to propose headcount requirements for each academic year in line with the plan.
- Advise on the effective utilization of existing resources and ensure workforce deployment is aligned with the approved headcount.
- Review recruitment needs to ensure alignment with the approved headcount and budget.
2. Onboarding
- Introduce new employees/teachers to the relevant management teams at the Campus/Business Unit.
- Deliver and/or coordinate onboarding and orientation programs for new employees/teachers.
- Support new employees throughout the probation period and follow up on probation evaluations in accordance with Company policies and procedures.
3. Provide guidance, support and advice on HR policies, regulations, processes, benefits and other HR-related matters.
- Provide HR advice and support to managers and employees on HR-related requests and issues.
- Guide the Campus/Business Unit and employees in applying and following policies, regulations, processes and procedures.
- Provide advice, guidance and review on HR matters, including:
+ Annual leave, unpaid leave, sick leave and maternity leave;
+ Overtime review for Support Functions;
+ Probation agreements and employment contracts;
+ Employment-related changes during the employee lifecycle: Campus transfers position transfers,...
+ KPI setting, evaluation;
+ Ocial insurance and other statutory insurance matters; Workplace accidents
+ Visa/Work Permit/ isa and work permit matters;
+ Labour discipline
+ Employee resignation and related procedures;
+ Other HR-related matters.
- Review and coordinate with relevant functions to resolve HR cases in accordance with Company policies and applicable laws and regulations.
- Follow up on cases through resolution and ensure timely and appropriate communication to the Campus/Business Unit or employee.
4. Training
- Manage, deliver and/or coordinate training programs as assigned.
- Communicate, guide and support the Campus/Business Unit and employees in consistently applying HR-related Company policies, regulations, processes and procedures.
- Deliver and/or coordinate onboarding and orientation programs for new employees.
- Work with the Campus/Business Unit to identify training needs based on business requirements, KPI results and workforce development priorities, and recommend appropriate training programs.
- Coordinate with the Campus/Business Unit to identify and nominate employees for training programs as required.
- Monitor the progress, outcomes and effectiveness of assigned projects, programs and training activities; consolidate feedback and recommend improvements where appropriate.
- Proactively identify challenges, issues and risks during implementation; work with relevant HR functions and recommend appropriate solutions.
5. Succession Planning
- Identify hard-to-fill positions at the Campus. Assess and discuss with Campus management to identify high-potential employees/teachers and recommend candidates for the succession pool.
- Recommend and monitor succession plans for key employees and critical positions across Campus functions to ensure a capable and ready talent pipeline to support the Company's business objectives.
6. Employment Contract Renewal
- Monitor employees/teachers with upcoming employment contract expirations and the renewal schedule.
- Work with the Campus/Business Unit and relevant functions to assess continued employment needs and performance, and recommend appropriate contract renewal terms in accordance with Company policies and applicable regulations.
- Coordinate with the Campus/Business Unit and relevant stakeholders to complete employment contract renewal procedures accurately and within the required timelines.
7. Employee Relations
- Understand employee concerns, feedback and expectations at the Campus/Business Unit.
- Address employee questions, concerns and requests by providing appropriate HR advice and timely responses.
- Proactively identify issues that may impact employee relations, the work environment and employee engagement.
- Partner with managers and relevant functions to recommend and implement appropriate solutions.
- Follow up and coordinate the resolution of employee-related matters in a consistent and appropriate manner and in accordance with applicable policies and regulations.
- Escalate complex or high-risk employee relations matters to the appropriate level for further support and resolution.
8. Trade Union & Events
- Lead, implement and/or coordinate Trade Union activities at the Campus/Business Unit as assigned.
- Communicate and provide guidance on Trade Union policies, regulations and activities.
- Coordinate with the Campus/Business Unit and relevant stakeholders to plan and organize Company/Business Unit programs and events.
- Monitor the progress, preparation and outcomes of assigned programs and events.
- Consolidate feedback and recommend improvements to enhance the effectiveness of activities.
9. HR Reporting & Data
- Prepare, consolidate and provide HR reports as assigned and required.
- Maintain and update HR data for the Campus/Business Unit, including headcount, employee movements, length of service, turnover and other relevant HR information.
- Ensure the accuracy, completeness and timeliness of HR data and reports.
- Provide HR data and insights to support workforce analysis, planning and decision-making.
10. HR Compliance & Processes
- Perform HR activities in accordance with established Company policies, processes and guidelines.
- Ensure HR activities at the Campus/Business Unit are implemented consistently and in compliance with Company requirements and applicable laws and regulations.