Quản Lý Nhân Sự/ Human Resource Manager

Job Purpose
To support, develop and sustain the people and culture of Blue Dragon.
Job Context
Blue Dragon Children's Foundation is on a mission to end human trafficking. We believe that every
child deserves exceptional care and a chance to thrive. Blue Dragon kids are street kids, children with
disabilities, and young people who have been trafficked. After rescuing people from danger and
slavery, we reunite them with their family and provide all the services needed for recovery and growth
while advocating for improvements to policy and law.
The People and Culture department finds and recruits the best talents, cares for them, develops them
and supports them to achieve Blue Dragon's mission. The department is responsible for human
resource functions, learning and development, and for nurturing and developing Blue Dragon's culture
and leadership throughout the organisation.
Blue Dragon is a child-safe organisation, committed to the protection and exceptional care of children.
We require all staff and volunteers to agree to and abide by our Child Protection and Young Adult
Protection Code of Conduct. We offer equal employment opportunities to all qualified persons
without discrimination or harassment. We will make any necessary job accommodation for persons
with disabilities or special needs.
PRIMARY RESPONSIBILITIES
1. Acquisition and Staffing
● Proactive candidate scouting and sourcing for vacancy management, succession planning and
attraction (eg employee referral programs, University relations, online job boards, social media
channels).
● High quality recruitment of top candidates in a timely manner.
● Leading edge assessments and role profiles grounded in the Blue Dragon culture principles.
● Manage rapid and effective onboarding approaches (eg buddy system, 90-day and 180-day
programs).
2. Development and Retention
● Develop and manage learning, development and training programs and pathways that
enhance employee skills, career growth, and leadership development and are grounded in the
Blue Dragon culture principles.
● Execute succession planning strategies ensuring ready-now candidates identified for key
leadership roles and pools of external candidates for common roles.
● Oversee rotation programs.
● Design and execute mentoring and coaching strategies.
● Ensure Rewards and Recognition approaches are linked to shared goals and performance
management.
● Drive novel approaches for assessing employee engagement and sentiment, and subsequent
action planning.
3. Leadership and Culture
● Develop a performance management philosophy and approach ensuring pay is calculated
based on our guidelines with clear objectives and a sound process in place.
● Be the trusted advisor to the CEOs and Managers, holding all managers to Blue Dragon's
culture principles.
● Ensure strong programs in support of high performing team effectiveness and leadership
development based on the Blue Dragon leadership attributes.
● Develop and implement a strategy to develop culture consistently throughout the
organisation; and support Blue Dragon staff to understand and live the culture principles in
their work that promote morale while achieving the organisation's goals.
● Implement initiatives such as Employee Assistance Programs to create a work environment
that supports employees' physical and mental well-being.
● Oversee the workplace to ensure that all employees are provided with a healthy and conducive
work environment.
● Ensure diversity, equity, and inclusion policies that prevent discrimination and promote equal
opportunities for all employees are implemented.
● Help managers hold teams to account through appropriate approaches in line with Blue
Dragon's culture and work practices.
4. Practices and Systems
● Devise a workforce planning approach that anticipates HR supply and demand and ensures
workload and resources are managed appropriately.
● Upgrade and implement the HR systems to facilitate recruitment, learning, payroll, knowledge
management.
● Develop and execute HR activities that support the overall organization objectives.
● Evaluate company structure and design to achieve organization goals through workforce
planning and talent management approaches.
● Ensure that HR practices comply with labor laws and regulations. Manage HR-related risks and
legal matters to protect the organisation.
● Promote open and effective communication between employees and management.
● Review HR metrics and analytics to measure the effectiveness of HR programs and make
data-driven recommendations to improve HR processes.