I Can Read 4.2 ★

I. PRIMARY RESPONSIBILITIES:
1. Recruitment for Manager, Senior Level
• Responsible for maintaining partnerships with outsourcing agencies as well as researching, establishing, and maintaining the pipeline for all internal sourcing channels
• Establish recruitment strategies and implementation plans that meet the demands for recruitment for all geographies
• Establish growth targets in terms of recruitment projections
• Research Employee Pass requirements
• Create and implement retention plans that cater to each specific market
• Track and monitor candidates’ progress as they advance through the recruitment and deployment process
2. Employee Engagements:
• Maintain the relationship between the management and staff: build up and maintain the communication channels between the management and employees.
• Identify training needs, prepare and present training, and coordinate ongoing training efforts with the HR Learning and Development area
• Conduct workplace inquiries and prepare summary/findings of fact reports and recommendations
• Facilitate conflict resolution between parties and make recommendations to resolve issues by using judgment consistent and compliant with standards, practices, policies, procedures and laws
• Maintain and organize all confidential employee databases, files, and paperwork
3. Compensation & Benefits
• Design and implement compensation and benefit programs and processes to meet the needs of the organization that aligns with company strategy
• Evaluates competitor compensation and benefits container packages
• Works closely with management in solving compensation and benefit issues; Provides feedback on how existing programs are working
• Responsible for the creation and upkeep of all desk top procedures and controls in Benefits and Compensation
• Follow up pay roll system, labor contract management, and provide support to superior on salary review, bonus scheme
• Manage and control benefit implementation
4. Compliance (of company HR Policies)
• Ensure internal HR procedural and policy compliance with all partners including Learning Centre Support.
• Maintain all HR files for inspection by auditors
• Ensure company policies are line with government laws and regulations
• Carry out: compliance work, tax and compliance matters, visa/work permit/resident card
5. Performance Measurement & Successor Planning:
• Create and implement performance appraisal initiatives that will
• Increase employees’ accountability of their on-the-job performance
• Create and utilize objective tools for measuring employees’ performance and success
• Provide a direct line of sight for employees to the strategic goals of the organization
• Improve success rates for reaching overall organizational goal
• Build a pipeline of successor planning in each Department.

II. SECONDARY RESPONSIBILITIES
1. Administration
• Supervising the day-to-day operations of the administrative department and staff members.
• Hiring, training, and evaluating employees and taking corrective action when necessary.
• Developing, reviewing, and improving administrative systems, policies, and procedures.
• Ensuring the office is stocked with necessary supplies and that all equipment is working and properly maintained.
• Working with the accounting and management teams to set budgets, monitor spending,
• Planning, scheduling, and promoting office events, including meetings, conferences, interviews, orientations, and training sessions.
• Collecting, organizing, and storing information using computers and filing systems.
• Overseeing special projects and tracking progress towards company goals.
• Building and expanding on skills by engaging in educational opportunities.
• Update/ Fill all missing SOP or policies, procedure for the administrative management
2. Special Events and Projects
a. Organize holiday camps and specialized courses
b. Ad-hoc special project requirements for Vietnam as directed by Management