Human Resource Admin Manager

I. PRIMARY RESPONSIBILITIES:
1. Recruitment for Manager, Senior Level
· Responsible for maintaining partnerships with outsourcing agencies as well as researching, establishing, and maintaining the pipeline for all internal sourcing channels
· Establish recruitment strategies and implementation plans that meet the demands for recruitment for all geographies
· Establish growth targets in terms of recruitment projections
· Research Employee Pass requirements
· Create and implement retention plans that cater to each specific market
· Track and monitor candidates' progress as they advance through the recruitment and deployment process
2. Employee Engagements:
· Maintain the relationship between the management and staff: build up and maintain the communication channels between the management and employees.
· Identify training needs, prepare and present training, and coordinate ongoing training efforts with the HR Learning and Development area
· Conduct workplace inquiries and prepare summary/findings of fact reports and recommendations
· Facilitate conflict resolution between parties and make recommendations to resolve issues by using judgment consistent and compliant with standards, practices, policies, procedures and laws
· Maintain and organize all confidential employee databases, files, and paperwork
3. Compensation & Benefits
· Design and implement compensation and benefit programs and processes to meet the needs of the organization that aligns with company strategy
· Evaluates competitor compensation and benefits packages
· Works closely with management in solving compensation and benefit issues; Provides feedback on how existing programs are working
· Responsible for the creation and upkeep of all desk top procedures and controls in Benefits and Compensation
· Follow up pay roll system, labor contract management, and provide support to superior on salary review, bonus scheme
· Manage and control benefit implementation
4. Compliance (of company HR Policies)
· Ensure internal HR procedural and policy compliance with all partners including Learning Centre Support.
· Maintain all HR files for inspection by auditors
· Ensure company policies are line with government laws and regulations
· Carry out: compliance work, tax and compliance matters, visa/work permit/resident card
5. Performance Measurement & Successor Planning:
· Create and implement performance appraisal initiatives that will
· Increase employees' accountability of their on-the-job performance
· Create and utilize objective tools for measuring employees' performance and success
· Provide a direct line of sight for employees to the strategic goals of the organization
· Improve success rates for reaching overall organizational goal
· Build a pipeline of successor planning in each Department.
II. SECONDARY RESPONSIBILITIES
1. Administration
· Supervising the day-to-day operations of the administrative department and staff members.
· Hiring, training, and evaluating employees and taking corrective action when necessary.
· Developing, reviewing, and improving administrative systems, policies, and procedures.
· Ensuring the office is stocked with necessary supplies and that all equipment is working and properly maintained.
· Working with the accounting and management teams to set budgets, monitor spending,
· Planning, scheduling, and promoting office events, including meetings, conferences, interviews, orientations, and training sessions.
· Collecting, organizing, and storing information using computers and filing systems.
· Overseeing special projects and tracking progress towards company goals.
· Building and expanding on skills by engaging in educational opportunities.
· Update/ Fill all missing SOP or policies, procedure for the administrative management
2. Special Events and Projects
a. Organize holiday camps and specialized courses
b. Ad-hoc special project requirements for Vietnam as directed by Management