Đại Siêu Thị GO! (Big C Việt Nam) ★ 3.6

MISSION
 As Head of Learning and Organizational Development, the successful candidate will establish and develop a best practice Learning and Organizational Development function to deliver business strategy. This will include leading on the design and implementation of a learning and development strategy, commissioning and/or delivering internal learning events, carrying out learning needs and skills assessments, developing competency frameworks, embedding performance management, and introducing management and leadership development interventions and programs. The successful candidate will work in collaboration with colleagues across the Company.
 Building and managing the framework of Performance Management, Talent Management & Succession Planning, Career development plan and key talent/high-potential development to achieve business goals.
 Improving organizational effectiveness through the solution development and deployment to enhance the leadership, people capability productivity and drive a performance culture.
ACTIVITIES
• Developing a learning strategy that supports a high-performance culture for a diverse and talented workforce.
• Developing and maintaining proper communication such as bulletin boards and newsletters to ensure employees have knowledge of events and general information.
• Collaborating with leaders across the Company to provide excellent end-to-end client management, including consultation, assessment, design, implementation, and evaluation of solutions using proven organizational development methodologies.
• Leading, managing, and developing the Learning and Organizational Development Team
• Providing innovative and strategic leadership programs ensuring maximum organizational impact, as well as career growth and development for participants
• Creating and facilitating bespoke programs, mentoring, and coaching initiatives
• Ensuring all learning and development interventions align with core competencies identified in the Company’s academic, professional and research career frameworks.
• Supporting the Company’s Performance Review Scheme, including the analysis of learning needs identified through the scheme.
• Sourcing, evaluating, and managing external providers.
• Managing resources, budgets.
• Talent Development & Succession Plan Management:
 Process management, resource development planning, information provider and resource development process consultant.
 Directly support the talent development & leadership development programs.
 Manage the development plan and support the overall development of the learning process of the staff.
 Manage database of talent management.
• Culture building:
 Develop programs to build a strong diverse, equitable and inclusive culture that fosters a sense of belonging and demonstrates our organizational values.
 Develop, implement, and manage plans and programs to promote culture and support employees in their development and career progression.
 Contribute to the development of a collaborative high performing organizational culture by building employee and organizational capability.
• Employee Engagement:
 Develop comprehensive and sustainable employee engagement strategy.
 Manage programs that create and sustain a positive workplace environment. Monitor all programs and processes to support a positive influence on organizational performance and employee engagement results.
 Provide regular status reports regarding environmental and cultural initiatives to supervisor and division leadership.
• Internal Communication:
 Develop and implement internal communications program that maximizes employee experience, increases levels of employee engagement, appropriate for business needs and consistent with Group's communications strategy.
 Work in partnership with Marketing team on effective internal communications in support of organizational development.
 Ensure the employee awareness about corporate culture, messages, and actions through diversified channels.