HR Team Lead - L&D & People Development

Mức độ phù hợp và xếp hạng của bạn so với ứng viên khác như thế nào?
1. LEARNING & DEVELOPMENT (MAIN ROLE)
- Develop and implement practical Learning & Development (L&D) programs aligned with business and people development needs.
- Conduct Training Needs Analysis (TNA) to identify capability gaps and development priorities.
- Develop annual and role-based training plans and coordinate their implementation.
- Support the development of competency frameworks, career paths, and individual development plans for key roles.
- Develop and coordinate onboarding, professional skills, and leadership development programs.
- Track and evaluate training effectiveness and continuously improve L&D initiatives.
- Support managers in identifying employee development needs and building development plans.
- Promote a culture of continuous learning, ownership, and personal development.
2. PERFORMANCE MANAGEMENT - KPI & OKR
- Support the development and improvement of the Company's KPI, OKR, and performance management framework.
- Work with department heads and managers to develop and cascade KPIs and OKRs for teams and individuals.
- Develop performance evaluation guidelines, templates, and processes.
- Coordinate periodic performance review cycles and support managers throughout the process.
- Analyze performance results and identify areas for improvement and employee development.
- Connect performance management with L&D, career development, talent development, and rewards.
3. HR POLICIES, PROCESSES & SYSTEMS
- Develop and continuously improve HR policies, procedures, regulations, and processes.
- Standardize HR processes to improve consistency and employee experience.
- Develop and maintain HR frameworks related to job descriptions, organizational structure, competency, career development, and employee lifecycle.
- Support the development and improvement of compensation & benefits policies.
- Coordinate with relevant teams on C&B, payroll, social insurance, and labor compliance.
- Identify gaps in existing HR processes and propose practical improvements.
4. TALENT ACQUISITION & EMPLOYER BRANDING
- Support recruitment activities and processes according to the Company's hiring needs.
- Develop and improve candidate assessment criteria and interview processes.
- Work with Hiring Managers to recruit suitable candidates and ensure a positive candidate experience.
- Contribute to Employer Branding initiatives through company culture, employee stories, internal activities, and recruitment content.
5. CORPORATE CULTURE & EMPLOYEE EXPERIENCE
- Support initiatives to strengthen the Company's culture, values, and ways of working.
- Develop employee engagement and internal communication activities.
- Contribute to creating an open, collaborative, proactive, performance-oriented, and learning-focused workplace.
- Collect employee feedback and identify opportunities to improve employee experience.
6. HR PROJECTS & ORGANIZATIONAL DEVELOPMENT
- Work with managers and the Leadership Team on selected HR and organizational development projects.
- Identify people-related issues and propose practical solutions.
- Support the implementation of HR initiatives that improve organizational effectiveness and employee development.
- Stay updated on modern HR, L&D, performance management, and people development practices and recommend relevant approaches for the Company.