HR Manager

Responsibilities and Duties:
1. HR Strategy, Workforce Planning, and Budgeting (10%)
• Develop and execute HR strategies aligned with PAV objectives.
• Engage in workforce planning and budgeting activities to optimize human capital utilization.
• Prepare HR reports to provide insights into key performance indicators and strategic initiatives.
2. HRBP lead & execution and Employee Relation (40%)
• Act as a trusted advisor to business leaders, providing guidance on HR matters and employee-related issues.
• Provide guidance on handling difficult employee situations, such as performance issues or interpersonal conflicts.
• Stay up to date with labour laws and regulations to ensure that HR practices remain compliant and ethical.
• Participate in workforce planning and budgeting activities to optimize human capital utilization.
• Design, analyse, and administer the company's performance evaluation program for effectiveness and equity. Oversee and manage a performance appraisal system that drives high performance.
• Advise management on resolving operation matters to nurture a positive work environment.
• Prepare HR reports to provide insights into key performance indicators and strategic initiatives.
• Facilitate communication between management and employees, addressing demands
and grievances. Represent the organization in personnel-related hearings and
investigations.
• Design, implement, and update HR policies and Standard Operating Procedures (SOPs).
• Recommend, develop, and consult on company policies, procedures, and programs in compliance with Vietnamese regulations.
• Support regular government visits and provide requested reports
3. Talent Acquisition, Talent pool and development (30%):
• Formulate strategic talent acquisition plans to meet organizational needs.
• Provide advice on job descriptions, role profiles, and competitive offer packages based
on market practice and job evaluation.
• Manage end-to-end recruitment processes, including job posting, tracking, interview
coordination, and resolution of roadblocks,
• Build up the sources of candidates through a variety of standard and creative avenues including relevant networks, online and internal databases, employee referrals, and
passive candidates through networking and research.
• Onboarding Training and Personnel Support, more focused on the senior job positions included but not limited to, support and the supervise the candidates during the probation evaluation process to ensure candidate's & new joiners' experience; guide and supervise the track on new employee's Visa, Work Permit, Temporary Resident Card process for all team members, oversee employee onboarding process and provide guidance.
• Provide the employee branding planning and activities to make sure the best attractiveness to the targeting PAV's labour force.
• Collaborate across departments and align with Company's strategy to develop annual training plan.
• Define talent list and succession plan based on performance appraisal system.
• Assess training needs, implement training programs, and review new employee orientation.
4. Corporate Culture and HR team development (20%)
• Collaborate with managers to create and implement strategies that enhance employee engagement, satisfaction, and retention.
• Execute company events such as Trade Union and other corporate culture events;
• Lead and develop the HR team in PAV; support HR team in PAT and CSI
• Collaboration with HRD to promote the Group's HR best practice as the NPX Group
• Other tasks as assigned by the Line Manager/HR Director and the Company