Xi Măng INSEE ★ 4.0

1. HRBP

• Analyze business context and strategies to propose annually HR Capability Focus Strategies and ensure a smooth deployment in all initiatives;
• Join interview G15 up and consult Department Head/Line Manager to select the right people for the right position
• Timely approach HOD and LM for L&OD initiatives and feedback, including but not limit to Performance Management, Talent Development, Succession Planning, IDP, Training Effectiveness and other related matters;
• Ensure qualified services on Hiring-to-Resignation process, following strictly company regulations and current labor law related practices;
• Work closely with Department Head and line managers to resolve people issues in retention, development, attraction and other HR matters.
• Work with Department Head on Strategic people planning.
• Ensure processes of KPI setting and appraisal for in-charged Department
• Facilitate performance calibration if needed
• Execute Disciplinary process to make sure it is compliance
• Analyze job profiles in the Department, with focus on key positions for proper consulting to line managers about career development, remuneration and others.
• Guide and build the process to maintain & measure the engagement activities
• Support drving all communications from Company/Management/HR to employees; as well as act as the communication champion for all HR initiatives;
• Act as a contact point for both employees and line managers for HR related matters and coordinate further actions where appropriate

2. Direct company training & development activities to ensure employee has provided proper skills to adapt with business needs and core competencies

• Set-up & review company training plan accordance with training & development initiatives
• Ensure training need is appropriate identified based on job’s requirements
• Guide & work closely with relevant people to propose company training budget
• Monitor training plan implementation.
• Propose and implement new innitiatives to foster self-learning culture at company level

3. Lead leadership development programs and young talent programs at company level

• Review and develop leadership programs and young talent programs to meet with business’s requirements to strengthen leadership skills and talent pipeline for front management level
• Assess training needs for group Middle Managers and Supervisors to make sure employee’s working skill or competency evaluated to adapt with job requirements

4. Lead performance management system

• Review and improve performance management process, incl. KPI set up, performance calibration, performance dialogue and IDP implementation and tracking
• Plan & monitor performance management implementation at company level

5. Lead Succession Planning at company level

• Review succession planning process accordance with organization changes.
• Plan and work with Department Head & HRBP Manager to identify key critical positions and successors.
• Proceed needed tests and analyze data to address hi-potential
• Discuss with respective department head on the Hi-Po list and organize the meeting with Regional HR, CEO and Department Heads to calibrate the Hi-Po list

6. Hold other projects as and when required

• Take part in other HR activity or project organizing & arrangements, if any

1. Educational Qualifications:

• BA degree of Business Administration or relevant degree.
• Proven verbal and written bilingual abilities (Vietnamese/English) TOEIC 750.
• High degree of computer literacy as a user of Microsoft Office, and computerized planning tools
• Knowledge of all businesses (Manufacturing, Finance, S&M, HR, …)
• Knowledge of adult learning principles, instructional design methods

2. Relevant Experience:

• At least 8-year experience in HR of which 5-year experience at management level
• Preferably experience with a MNC.

3. Leadership Competencies

• Customer focus
• Collaboration & Influence
• Drive results
• Challenging convention
• Engages & Inspires
• Empowers & Nurtures
• Analysis and Problem Solving
• Adapt and Learn