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Commercial HRBP Superintendent

Insee Vietnam · Hồ Chí Minh
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Loại hình
Toàn thời gian
Hình thức
Tại văn phòng
Cấp bậc
Nhân viên
Ngành nghề
Nhân sự
Mức lương
Thương lượng
Địa điểm
Hồ Chí Minh, Hồ Chí Minh, Hồ Chí Minh

Tổng quan

  • Serve as a strategic HR consultant to Commercial management, supporting business objectives through HR initiatives. Act as employee champion and change agent.
  • OPERATIONS
  • Partner with line managers and the recruitment team to post jobs, arrange interviews and offer candidates for junior-to-mid roles.
  • Join interviews and consult line managers to select the right people for the right positions.
  • Support line managers in building onboarding programs.
  • Resolve people issues across retention, development, attraction and other HR matters.
  • Drive a high-performance culture through the performance management process.
  • Assess and discuss talents with line managers.
  • Manage KPI setting and appraisal; execute performance rating calibration when needed.
  • Advise line managers on IDP build-up and implementation.
  • Execute disciplinary meetings as assigned by the HRBP Manager.
  • Analyze job profiles and advise on career development, remuneration and key positions.
  • Act as HR contact point for employees and line managers; drive HR communication channels.
  • LEARNING & DEVELOPMENT
  • Analyze training needs for the Commercial department and submit for review.
  • Consolidate the department training plan.
  • Organize budgeted training programs/events with internal or external trainers.
  • Track and follow up on IDP and KPI.
  • RECRUITMENT
  • Own recruitment, job offers and onboarding for junior-to-mid roles.
  • YOUNG TALENT (GDP & JET)
  • Manage the young talent road map to keep progress on track and stakeholders accountable.
  • Act as bridge between line managers to ensure programs are well supported and managed.
  • ENGAGEMENT
  • Implement engagement activities as planned.
  • Build the process to maintain and measure engagement, including annual EES and focus groups.
  • DATA & EMPLOYMENT MANAGEMENT
  • Manage HR data accuracy (attendance, OT, personal data) for payroll and reporting.
  • Manage the full employee lifecycle from joining to exit (probation evaluation, contract, L&D, performance management, exit interview).
  • Prepare internal and external reports on commercial employees.
  • TEAM MANAGEMENT
  • Lead at least 1 HRBP Executive, including hiring, training, coaching and mentoring.
  • Inspire and motivate the team toward common goals.
  • OTHERS
  • Participate in other HR activities or projects as and when required.

Quyền lợi

Đào tạo

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