Senior People and Culture Officer (Human Resources)

1. Recruitment
• Facilitate the multi-year and annual workforce planning in alignment with strategic directions and business plans, and implement the multi-year plans.
• Facilitate the recruitment processes (including reviewing JDs/TOR; advertising vacancies on different channels including social media and professional networks; screening; shortlisting; interviewing using competency based behavioral and situational interviewing techniques, preparing written test and organizing fieldtrip with job shadowing assignments; checking references; proposing job offer and preparing employment contracts) in an effective, timely, fair and transparent manner to select qualified candidate for the job.
2. Employment and Employee Relations
• Coordinate onboarding/orientation process for new hires and ensure all the new hires have good understanding of and subscribe to WVV's ethos, core values; understand WV's approaches, policies, procedures, strategies and operations to perform their job.
• Facilitate separation process in compliance with WV's Policies, procedures and labor law.
• Facilitate staffing changes (promotion, new appointment, relocation, additional responsibility, secondment, etc.) in consultation with relevant line manager and technical staff.
• Update all staff changes in the assigned zone/s to relevant partners including Social Insurance Department, Personal Health and Accident Insurance Provider and Labor Management Agency in an accurate and timely manner.
• Administer Personal Income Tax, insurance claims and other benefits (absences, health check-up, etc.) for staff in the assigned zone/s in compliance with relevant laws, regulations and HR policies.
• Handle staff grievances and disciplinary action processes in consultation with the P&C Director and line managers following Vietnam Labor Law, HR policy of WVV and WV principles on Employee Relations.
3. Partnering for Performance (Performance Management)
• Provide ongoing support and coaching to line managers and individual staff in the implementation of the Partnering for Performance (WV's performance management approach and process). This is to ensure that the staff's performance and development goals are SMART, contributing to team objectives and WVV's Strategic Implementation Plans.
• Support the development of individual development plans in collaboration with line managers and employees.
• Equip line managers with relevant skills to inspire high performance, support career development and address poor performance in a timely and professional manners.
• Recognize staff for their additional efforts/contribution and outstanding performance in a timely and appropriate manner.
4. Staff Care and Employee Engagement
• In collaboration with line managers, create and maintain a conducive working environment where staff enjoy wellbeing as well as are highly motivated to make valuable contribution to the organization.
• Administer the staff engagement survey (Our Voice Survey) to get feedback from staff on the organizational and staff wellbeing.
• Coordinate spiritual nurture activities for Hanoi office as appropriate to the context of Vietnam.
• Support line managers in change communication, identification of Innovators and Early adaptors for change, and in motivating and implementing the change.
5. PnC Information Management
• Ensure all employee information and recruitment processes are recorded on Our People in a timely and accurate manner.
• Generate queries, analyses and use data on Our People to inform PnC related recommendations/ decisions.
• Record all employee information properly in hard and soft copies, including personal documents, contracts and appendices, policies sign-off, performance and training records, etc are filed properly.
• Prepare P&C reports, payroll and other updates in a timely and accurate manner.
• Provide statistics of the assigned zone as required.
6. Learning & Development / Succession Planning
• Assess and identify competency gaps against competency framework for key roles.
• Provide coaching/ support and tools to line managers to conduct talent review, identify second liners for key roles, develop/ update their talent profiles, conduct career conversations and facilitate their career development
• Support the PnC Director in developing and delivering learning and development activities that help close employees competency and skill gaps as identified in IDP and talent profiles.
• Use all available resources (in house trainers, WVI regional office's programs, WVI online learning, consultancy, etc.) using blended learning approach including Webinar, simulation, coaching, mentoring, etc. to support the development of leaders and potential successors.
• Track learning application and evaluate the effectiveness and impact of learning and development activities/ activities to justify the ROI.