Tam Son ★ 3.5

Mô tả Công việc

Must have: 1. Min 12 years of HR experience across various HR functions (Talent Acquisition, L&D, Talent Management, Total Rewards...). 2. Min 7 years of experience managing a sizeable HR team (> 10 members) as a HR Leader 3. MAs in HR Management / MBA / HR Professional Certificate (SHRM / CIPD / ATD). 4. Proven experience with a track record of implementing successful Talent Management / Organizational Development initiatives in a medium-sized company (> 500 Headcounts) 5. English fluent, min 6.5 IELTS Should have: 6. Proven track record of implementing successful people and culture strategies in fast-paced environments (retail / fashion / premium service industry). 7. Strong business acumen, strategic thinking, and a demonstrated ability to execute effective business and people strategies to success the business’s goals. 8. Self-motivated and driven, with the ability to work independently in a fast-paced, dynamic environment. 9. Excellent leadership, team management, communication, and interpersonal skills, with the ability to influence and collaborate effectively at all levels of the company. 10. A good match with Tam son’s 08 mindsets: Empathy, Creative thinking, Innovation, Solution-focused, Result-oriented, Purpose-driven, Ownership, Sustainable

Yêu Cầu Công Việc

1. HR Team Management • Coaching / Mentoring: to all HR team members, especially with Manager / Team Leader under to build a robust & credited HR team • Enhance HR’s Expertise Group-wide: Side-by-side with GHR to contribute initiative, time & effort as a HR pioneer to enhance the HR know-hows across the subsidiaries in Openasia Group 2. Talent Management • Strategic Workforce Planning: Collaborate with leadership to identify current and future talent needs, ensuring alignment with business goals. Plan for recruitment strategies that attract high-caliber candidates. • Talent Acquisition: Oversee end-to-end recruitment processes, ensuring efficient sourcing, selection, and onboarding of top talent. Develop strategies to attract candidates with a high level of brand alignment and customer service excellence. • Succession Planning: Identify high-potential employees and create a strong talent pipeline. Implement processes to ensure key positions are covered by internal talent wherever possible to minimize disruption in turnover events. • Retention Strategies: Design and implement initiatives that enhance employee retention, including recognition programs, competitive compensation structures, and clear career development pathways. 3. Talent Development • Learning & Development Programs: Create and promote personalized learning and development programs that help employees improve their skills, product knowledge, and leadership abilities. Incorporate both on-the-job training and structured learning initiatives. • Leadership Development: Develop leadership programs for managers and supervisors to improve their ability to lead, mentor, and engage their teams. Ensure consistent leadership development for those identified in succession plans. • Performance Management: Implement a robust performance management system, focusing on continuous feedback, performance reviews, and clear goal-setting to drive both individual and organizational growth. • Mentorship & Coaching: Foster a culture of mentoring by establishing mentorship programs that connect emerging talent with senior leaders. Encourage internal knowledge-sharing and coaching to build skills and relationships across the company. 4. Organizational Development • Organizational Culture & Engagement: Design strategies to build and sustain a positive, inclusive, and engaging company culture. Regularly assess employee engagement and use data-driven insights to continuously improve the workplace environment. • Change Management: Lead HR’s involvement in organizational change initiatives, ensuring smooth transitions during expansions, restructuring, or the implementation of new technologies. Develop change management strategies that minimize disruptions while promoting adaptability. • Diversity & Inclusion: Develop programs and initiatives to promote a diverse workforce that mirrors the customer base of the luxury retail sector. Ensure inclusive hiring practices and foster a culture of belonging. • Organizational Design & Workforce Optimization: Work closely with department heads to assess and redesign structures to optimize productivity, collaboration, and innovation. This may include redefining roles and responsibilities, flattening structures, or introducing new operating models. 5. Data-Driven HR Initiatives • HR Management System: Oversee the implementation and management of Human Resource Management Systems (HRMS) • HR Analytics: Utilize HR analytics to assess recruitment effectiveness, employee turnover, retention, and workforce productivity. Use this data to make informed decisions about talent and organizational strategies. • Employee Feedback Mechanisms: Implement regular employee surveys and feedback mechanisms to gauge job satisfaction, engagement levels, and areas for improvement. Act on feedback swiftly to enhance employee experience. 6. Total Rewards • Compensation Planning: Develop competitive compensation structures and oversee salary administration • Benefits Management: Design and manage employee benefits programs, including health insurance, retirement plans, and other perks 7. Employee Relations and Engagement • Employee Engagement: Develop and implement programs to enhance employee satisfaction and retention • Conflict Resolution: Address and resolve employee issues, conflicts, and grievances Legal & Compliance: Ensure all HR policies and practices are compliant with local labor laws and Group governance, especially considering the close interaction between Group HR and Tam son HR. Stay abreast of any legislative changes and adapt company policies accordingly.