Type
Full-time
Work mode
On-site
Level
Manager
Industry
Human Resources
Salary
Thương lượng
Location
Hồ Chí Minh, Hồ Chí Minh, Hồ Chí Minh
Overview
- The HR/Admin manager is responsible for managing and developing the HR/Admin, team and for managing all HR activities in Vietnam. The HR manager also designs, implements and monitors local HR policies, procedures & tools and should follow the Global ones developed by the Group.
- With respect to the Manuchar Office (4 Companies in Vietnam), the responsibilities include:
- HR Administration: Ensuring timely, accurate and efficient personnel administration processes (including compensation & benefits, sickness/vacation administration, regulatory requirements, …)
- Organization & Job Design: Maintaining a clear, coherent and optimally dimensioned organization structure with well-defined job descriptions to ensure continuous clarity, effectiveness and efficiency throughout the company.
- Recruiting & Staffing: Manage the recruitment and onboarding of new employees and ensure optimal staffing of the Manuchar Vietnam operations. This also includes the management of all the processes for issuing Working Permit / Temporary Residence card for foreign citizens employees.
- Performance Management: Optimize a pragmatic performance management approach with standardized processes, documents, tools to ensure systematic monitoring, feedback and improvement actions on performance towards Manuchar Vietnam staff.
- Compensation policy: Ensuring a well-structured compensation policy to guide compensation setting and discussions.
- People Development: Manage a structured and pragmatic approach to stimulate, support and track the continuous further development of our employees (including training organization).
- Strategic Planning: Align HR initiatives and planning with the overall corporate strategy, including talent & succession planning, values & culture reinforcement, etc.
- HR communication: Provide timely and periodic communication on HR related matters to the Vietnam Board of Management, management and the whole organization in Vietnam.
- II. Key Performance Indicators
- HR Administration:
- Timely and correct payroll processing and payments (% errors, recalculations, delays)
- Completeness of contract database
- Efficiency (cost & time) of HR administration
- Organization & Job Design:
- Availability of a well-structured and up-to-date organization structure
- Clear and comprehensive job descriptions that are known and agreed upon by job owner
- Recruiting & Staffing:
- Time & cost to fill open positions with competent staff
- Employee retention rate (overall, per level, through trial period)
- Absence ratio
- Employee satisfaction (e.g. through surveys)
- Performance Management:
- Complete, timely and high-quality performance reviews (documents)
- Existence, tracking and reporting of Key Performance Indicators for every employee & team
Benefits
- Availability of a market-conform and fair compensation policy
- People Development
- Up to date overview of gaps between job and job-owner and related action plan
- Strategic Planning:
- Availability of succession plan for key functions and view on other LT requirements
- Evolution of total cost of HR versus turnover, contribution of the company
- HR communication
- Existence and quality of periodic and ad-hoc HR related communication
- Existence and quality of initiatives that stimulate our values, culture and team-spirit
- Degree of understanding corporate strategy, commitment and sense of belonging by people
- Efficiency (cost & time) of administrative task
Training
Summary of facts from the official posting. View original ↗
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