Get to know our Team:
The People Operations (Pops) team strives to revolutionize human resources the same way that Grab has revolutionized transportation. We serve to find, grow and keep the remarkable assemblage of talent who are our Grabbers.
Get to know the Role:
This role covers full spectrum of HR and manages the day-to-day People Operations function in Vietnam. Primary scope spans across the Employee Life Cycle, ie on boarding, employee relations, compensation & benefit, retention, performance management, learning & development, and exits. Though not directly responsible for talent acquisition, you are expected to collaborate with talent acquisition team to ensure the best talent is identified and retained to meet the business requirements. This role is a member of the Vietnam leadership team. This function supports various Grab entities in Vietnam.
The day-to-day activities:
Workforce Planning
- Work with business leaders to develop and align Workforce Plan to the organisation’s current and future strategy and business objectives.
- Design the workforce planning approach and methodology, taking into consideration the size and skills of the workforce, financial budget, and the nature and complexity of the organization.
- Collaborate with business leaders to review current and future talent supply and demand in terms of manpower and bench strength of capabilities.
- Advise business leaders on strategic resourcing options and approaches to address manpower shortfalls or surpluses
Organisation Culture
- Shape organization culture by partnering with leaders to translate insights from people dashboards into plans that will generate positive morale. Work closely with employees to improve work relationships, build morale, increase productivity and retention
Change Management
- Help people understand why change is important and serve as a change agent for the department.
- Help set the direction of change, and identify outcomes & steps for initiating change.
- Apply flexibility to shift project goals and initiatives to align with business needs.
- Manage tension between the need for change (flexibility, adaptability) and stability (standardization)
Talent Management and Retention
- Deploy onboarding & assimilation programs and obtain necessary work visas for diverse workforce
- Develop and execute talent management framework and processes to identify, develop and retain talent to meet present and future needs. Recommend and deploy assessment tools to identify high-performing individuals.
Staff Engagement
- Craft and deploy the country engagement strategy in partnership with Region Engagement lead.
- Coach and guide more junior members of the team in terms of execution of engagement portfolio
Learning and Development
- Influence learning needs analysis process in order to determine gaps, key developmental areas and liaise with People Ops Learning Team and business to deliver appropriate interventions
Performance Management
- Engage with leaders to seek clarity on business strategy and co-develop organisational key performance indicators that are aligned to business strategy and objectives for senior leaders.
- Provide support to leaders to cascade and communicate their key performance indicators to employees and develop performance goals that are aligned to current and future needs of Grab.
- Able to effectively facilitate calibration of ratings to ensure there is a uniform standard for performance across the organization.
- Coach managers on how to structure performance improvement plans and then have effective conversations around improvement areas with employees. Support managers on handling grievances that arises as a result of performance assessment outcomes of employees
Deliver effective and efficient People Services
- Build relationships with managers at all levels and ensure responsive People services are provided
- Deliver efficient and effective on boarding experience for new hires
- Manage the payroll and benefits administration to ensure accurate payroll and timely payment
- Manage salary review and bonus review and payout cycles with the Regional Rewards team
- Employee Data Management - including and not limited to perform Workday Business Processes & coach employees on using new systems. Understand, use and master use of People Ops systems in order to maintain employee data accuracy
Policies and Procedures
- Maintain the employee handbook through regular reviews and update where necessary, especially where there are legislation changes
- Update and prepare Region People Operations and Country management team on key people related legislation changes
- Regular review to simplify processes and communicate changes in a timely and transparent manner to stakeholders
Employee Relations & Labour law compliance
- Serve as the HR subject matter expert to managers, and ensure that HR practices comply with government laws.
- Oversee risk management issues (e.g., safety, health, legal issues, etc.) by assessing compliance risks and advise on labour policies, employment legislation and their applications to senior leaders to facilitate their understanding of compliance requirements.
- Partner with executive leaders to get input on HR decisions, investigate workplace violations and handle grievance, and actively educate employees and managers on how to stay within legal guidelines regarding on-the-job behavior.
- Manage employee exit processes, including conducting exit interviews, and individual communications (voluntary separation) to evoke positive pride of association with the organisation upon employee exits, and demonstrate situational awareness in managing individual and group communications regarding employee exits.
Manage and coach people and team
- Coach, mentor and manage a small team of dedicated HR professionals
- Influence and relate to others by awareness of how they come across to others, and acting with appropriate balance of confidence and humility
- Develop others by - Assessing team members and provide timely and consistent feedback regarding technical proficiency and effectiveness - Identify work goals and create individual development plans - Encourage team to share skills and abilities within work group to facilitate completion of challenging tasks - Drive results by holding team members accountable for performance standards and expectations and taking action with team member not meeting standards
The must haves:
- A comprehensive and proven HR experience in fast paced, collaborative working environment
- At least 10 years of experience
- Solid knowledge of employment law in Vietnam
- Technologically savvy with SaaS (Software as a Service) business applications
- Minimum Bachelor Degree
Strong interpersonal skills and ability to communicate and team effectively at all levels
Ability to analyze complex problems, interpret operational needs, and develop integrated, creative solutions
Results oriented and ‘hands on’
- Highly organized, able to work independently and lead a team
- Business Acumen
- Able to thrive in a VUCA (Volatile, Uncertain, Complex and Ambiguous) environment
- Able to manage own resilience and innovate to manage ambiguity and change
- Self motivated, self confident, stress resistant
- Able to work under pressure
- Good English communication skills
