Human Resource Manager

Overview:
The Human Resources Manager is involved in recruitment, training, career development, compensation and benefits, employee relations, labor relations, labor law, compliance, disciplinary and grievance issues, termination, etc. The most important role is to ensure that the company's culture and values are widely spread throughout the company and help employees reach their full potential.
System development:
- Advise the Board of Directors on the governance model and organizational structure according to the development orientation of the Group;
- Research current leading governance models and propose governance methods suitable for multi-sector development orientation;
- Coordinate with Divisions, Departments, and Units to perfect the common governance system;
Performance evaluation (KPIs):
- Advise the Board of Directors on the performance evaluation system (KPIs) suitable for each development stage of the Company.
- Develop, deploy, and implement the Department's planning goals
- Coordinate with departments to develop evaluation criteria for each position
Human resources (C&B):
- Develop salary regulations, salary scales, welfare regimes for employees, manage timekeeping and salary calculation for employees;
- Manage the implementation of procedures with state agencies including but not limited to: Insurance procedures, Tax, Report on labor usage, register collective labor agreements, labor regulations, etc. according to current law provisions;
- Control the implementation process of salary regulations, regimes for employees, etc.
- Periodically or suddenly report on fluctuations in the salary fund, etc. as required
- Control the development and drafting of decisions on appointment, dismissal, personnel transfer, salary and position adjustment, etc. as required by the Board of Directors
- Prepare documents and represent to work with state agencies when requested.
Recruitment and training:
- Establish a Recruitment Source system to ensure the supply of quality human resources in line with the Group's development requirements;
- Develop annual staffing, budget, human resources and recruitment plans;
- Develop and implement policies to attract talent and recruitment branding;
- Develop a suitable human resource assessment tool system; advise on improvement plans and enhance recruitment efficiency;
- Develop annual training plans and programs and employee development roadmap.
Labor relations:
- Advise the Board of Directors to develop welfare programs and policies in accordance with the Law and to meet the needs of Employees;
- Advise and handle cases of labor discipline violations, labor disputes, and labor conflicts within the Group;
- Propagate and disseminate labor laws, organize dialogues between Employees and Employers to ensure harmony.
Building corporate culture:
- Advise the Group's Board of Directors to develop programs to develop and maintain the company's core values, mission and vision to create a positive working environment;
- Ensure that cultural values are reflected in all company activities, from recruitment processes to compensation policies and performance evaluations;
- Create a friendly, cooperative working environment between departments, ensuring connection and cohesion within the company;
- Conduct team building activities, internal bonding events to promote collaboration and team spirit;
- Periodically survey employee satisfaction and engagement to measure the effectiveness of culture building programs
- Checking the operation and maintenance of hardware and software for the entire Company.
- Controlling the Email, Web systems and communication systems Hosting, Domain, ISP; Building standards for using hardware equipment for the entire company;
- Checking the construction of procedures/regulations on the use of Hardware/Software.
-Performing other tasks assigned by the direct Management Level