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About KiotViet:

With more than 1.600 people in 63 provinces and cities across the country choosing KiotViet as a place to work, develop themselves, and invest in the future, a technology company like KiotViet boasts a source of stylish strength and richness and abundance from human values. And it is this source of strength that has formed a fair working environment, many opportunities and a dynamic life at KiotViet. KiotViet wishes to create a young and dynamic working environment towards a useful service for society. Always promoting young talents to create breakthroughs for products, reaching out to the world.

ROLE: The role will be expected to lead the HR biz partner in terms of driving people processes, fulfill sales workforce requirements (with a focus on off-roll hiring), development and retaining for 1000 + salesmen in 25 branches. Require work independently with advanced knowledge, tasks are assigned with limited or no explanation.

Key responsibilities:

- Develop and implement national Talent acquisition strategy that support the company's business objectives and foster a culture of high performance and engagement

- Oversee talent acquisition, employee development, succession planning, performance management, and retention initiatives across the organization

- Work closely with senior executives and HR partners to identify critical skills and competencies required for the organization's success and develop plans to address any gaps

- Monitor and evaluate the effectiveness of talent management programs and initiatives and make recommendations for continuous improvement

1. Recruitment (for biz teams)

- Responsible for all salesman recruitment activities, ensuring sufficient quantity and quality of North + Middle (including Hanoi) (~700 salesmans)

- Meet the recruitment needs of the entire national business sector.Manage all recruitment activities of all offices. Ensuring on-time recruitment of sales through multiple channels and using the cost of recruitment judiciously.

- Develop strategies to enhance recruitment branding; Plan and manage recruitment budget effectively. Coordinate with the communications department to deploy online and offline recruitment brand PR activities;

- Evaluate and edit recruitment processes, calibrating JDs, compensation benchmarking, on/offboarding interview matrix, and other key metrics of success.

2. Business partner:

- Possess deep business acumen; follow-up the biz’s challenges to help address the organization and talent needs.

- Partner with the Sales Director/ Managers to develop and implement effective policies and practices that will support the strategic growth of a business.

- Partner with the Learning & Development team, C&B team to work on value-added programs in areas of training, development, career mobility, and job performance.

3. Leadership & Strategic Management

- Manage a team of 15 members with 3~5 direct reporters, training, coaching to build an excellence talent acquisition team for recruitment plans.

Requirements:

- At least 5 year experiences on mass recruitment (Sales field)

- Deep understanding of the mass labor recruitment market, especially sales recruitment.

- Demonstrated experience having worked with over 500 salesmans.

- Overall experience of at least 3 years having worked in HRBP Management roles.

- Priority is given to candidates who have worked as a business development/ salesman in the fields of IT services, banking, education, and insurance.

- Strong communication skills, strategic thinking and planning, data-driven decision-making.

Benefits:

- Top salary range in the market (willing to negotiate)

- Compensation, a 13th month salary depending on employee’s performance

- Performance bonus (up to 2-month salary)

- Social – Health – Insurance paid fully. Healthcare: Annual health check-up, Premium Health Insurance (from level senior according to the company's regulations)

- Advantageous and yield benefits, other benefits such as holiday vacations, benefits for employee’s relatives

- Unlimited chance of being promoted based on employee’s performance