HR Director - Giám Đốc Nhân Sự

- Advise and advise the Board of Directors on human resource strategy, personnel structure, human resource development policy in the medium and long term to ensure the implementation of the Group's development strategy
- Consulting, proposing, building/deploying systems to ensure the good performance of management functions, effective assessment of human resources and creating a professional/effective working environment.
- Planning the company's human resource strategy on the basis of the Company's business development trends, the core values to be built, and the development orientation of the enterprise;
- Prepare monthly/quarterly/annual recruitment plan to meet the short, medium and long-term human resource needs of the Group.
- Develop plans and implement policies to develop corporate culture; organization's training & resource development programs in line with new requirements.
- Implement and monitor the implementation of human resources policies (salaries, bonuses, benefits...). Solve problems related to relations, labor discipline, emulation and reward.
- Orienting and perfecting the management and control system of administrative documents: Rules, Regulations, Forms ... of the branch to ensure systematic and standard.
- Preside over & be responsible for organizing and coordinating the work to ensure that the organization of events: meetings, meetings, tours ... achieve the set goals.
- Propose solutions to ensure and maintain administrative and service functions: Office machinery and equipment system, security camera system, canteen, communication system.
- Represent / represent the Group & branch in receiving and handling administrative and legal work with internal employees in the branch and with other agencies and organizations.
- Building and controlling the Administrative-Human Resources budget of the Group
- Assesses talent risk for the site and determines strategies to address, develops bench strength for succession and identifies individual level development and/or experiential needs for potential successors.
- Consolidates outcomes of Talent Development Meetings for consideration in Talent Reviews and Succession Planning and facilitates site Talent Reviews and Succession Planning meetings.
- Support the Employee Engagement survey participation and follow up actions in assigned locations.
- Analyses Engagement Survey data for site, supports leadership in creating action plans and proactively champions and leads initiatives that enable engagement strategy
- Partners with hiring managers to define new employee onboarding needs (e.g. leadership development, skills training) and maintains site onboarding program.