I. Responsibilities & Expected Results:
The HR Executive is responsible for supporting the HR/Admin. Manager and Supervisor for all HR activities in Vietnam. The HR Executive also assist on the implementation and monitoring of local HR policies, procedures & tools.
With respect to the Manuchar Office (3 Companies in Vietnam), the responsibilities include (but not limited to):
1. HR Administration: Ensuring timely, accurate and efficient personnel administration processes (including compensation & benefits, sickness/vacation administration, regulatory requirements, ...)
2. Organization & Job Design: Maintaining a clear, coherent and optimally organization structure with well-defined job descriptions to ensure continuous clarity, effectiveness and efficiency throughout the company
3. Recruiting & Staffing: Support the recruitment process and the management of the onboarding of new employees of the Manuchar Vietnam operations. This also includes the support for the management of all the processes for issuing Working Permit / Temporary Residence card for foreign citizen employees.
4. Performance Management: Support the
HR Manager for optimizing a pragmatic performance management approach to ensure systematic monitoring, feedback and improvement actions on performance towards Manuchar Vietnam staff
5. People Development: Support the HR Management Team to stimulate, support and track the continuous further development of our employees (including training organization)
6. HR communication: Support the HR Management for providing timely and periodic communication on HR related matters to the Vietnam Board of Management and the whole organization in Vietnam.
II. Key Performance Indicators:
1. HR Administration, C&B:
- Timely and correct payroll processing and payments (% errors, recalculations, delays)
- Completeness of contract database
- Efficiency (cost & time) of HR administration
2. Recruiting & Staffing:
- Time & cost to fill open positions with competent staff
- Employee retention rate (overall, per level, through trial period)
- Employee satisfaction (e.g. through surveys)
3. HR communication:
- Existence and quality of periodic and ad-hoc HR related communication
- Existence and quality of initiatives that stimulate our values, culture and team-spirit
- Degree of understanding corporate strategy, commitment and sense of belonging by people .