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← Ngân Hàng TNHH Indovina – Hội Sở

Head of HR Policy and Network System Department - Head Office

Ngân Hàng TNHH Indovina – Hội Sở · Hồ Chí Minh
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Loại hình
Toàn thời gian
Hình thức
Tại văn phòng
Cấp bậc
Giám đốc
Ngành nghề
Nhân sự
Mức lương
Thương lượng
Địa điểm
Hồ Chí Minh, Hồ Chí Minh, Hồ Chí Minh

Tổng quan

  • Develop policy documents
  • Research, analyze, develop, promulgate and revise relevant policy documents over periods or as required
  • Plan personnel expense budgets for IVB whole system
  • Work with Government Agencies for relevant HR issues (if any)
  • Develop annual headcount and recruitment plan of IVB
  • Develop, control, update the regulations, procedures related to annual headcount and recruitment plan
  • Develop and work with HR Management and Development Department for setting recruitment budget
  • KPIs assignment and evaluation
  • Implement the KPIs for units and individuals: propose, assign, manage, supervise
  • Summarize, evaluate and submit for approval
  • Propose, give comments to improve the operating results
  • Model and Network
  • Model:
  • Network
  • Standardize Job Functions, Job Levels and Job Grades, Job Descriptions for all positions.
  • Design mechanisms for salary placement, salary increases, salary adjustments, appointments, promotions, transfers.
  • Pay for Position: Lead/participate in bank-wide Job Evaluation (JE) and 3P Pay Bands, perform market benchmarking, and conduct payroll cost impact analysis.
  • Pay for Person: Establish a standardized bank-wide Job Description repository and Competency Framework; drive job-matching and capability assessment mechanisms.
  • Pay for performance: Link and implement, supervise to fit with current KPIs evaluation method and propose adjustments if necessary.
  • Org & Process Optimization: Assist in refining the Target Operating Model (TOM) for HO centralized operations; help build cross-departmental matrices and Schedule of Authority (SOA) between HO and branches.
  • Transition Policies: Design smooth transition policies and performance-linked merit increase mechanisms for employees.
  • Facilitate decision-making workshops to build consensus between HO and Branch management on new organizational structure and 3P compensation schemes

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