HR Manager (Assistant Manager)

Organisation: Gulf VN
Supervisor’s Position: General Director
Unit: HR Department
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PURPOSE:
- Manage all HR activities of new projects to ensure its operations in smooth and being in line with Gulf’s Group direction and prevent the risks of HR issues/ problems such as grievance, manifestations, compliance, and others.
- Enhance Gulf VN capacity and contribute to Gulf VN business expansion by developing and leveraging the competencies of Gulf VN manpower resources throughout HR talent development and staff’s engagement and retention.
- Boost up and spread out Company brand reputation and its values to make Gulf becoming as Great Place to Work in VN market.

SCOPE:
- Fully manage whole scope of HR department in new designated projects.
- Liaise closely and be a trusted advisor with business leaders (Head of departments/ units) to ensure all HR objectives and its operations support and contribute into ultimate business goals.
- Be key window person to handle all of things which might get involved to external parties including but not limited to government officers, local authorities such as Tax, DOLISA, Insurance body and HR’s vendors, etc.
- Give consultancy to Admin activities.

***HR BUSINESS PARTNER TO DESIGNATED PROJECTS:
- PERCENT OF TIME SPENT: 60%
- FREQUENCY: Daily/Monthly/Yearly/Ad-hoc
(a) To manage recruitment process, staff retention and turnover rate monitoring. And advise line managers for staff promotion and Job rotation as appropriated.
(b) To establish, maintain, and review all procedures and work instructions which relevant HR.
(c) To support company to promote Company’s culture.
(d) To build up, implement and maintain C&B policies and ensure they are in line with Gulf Group policies.
(e) To be a company representative to coordinate with related Government Offices for any issue related to Human Resources e.g. Labor Issues, Workforces, Social Insurance, etc.
(f) To maintain and update staff information and database. And to provide information or report as required.
(g) To monitor and advise performance management process.
(h) To manage training and development programs for all staff.
(i) To manage staff’s conflict, complaint and grievance appropriately. And to support line managers to serve staff’s satisfaction in work place.
(j) To set up trade union committee and ensure its operation is in line with Vietnam law.
(k) To consult and support on establishment, maintaining, and reviewing all procedures and work instructions which relevant HR.

***TALENT DEVELOPMENT AND ENGAGEMENT
- PERCENT OF TIME SPENT: 40%
- FREQUENCY: Daily/Monthly/Yearly/Ad-hoc
(a) Build up talent development strategy to boost up Company capacity which is required to be in line with company strategy, its objectives and Gulf Group’s policy.
(b) Build up budget plan for talent development, retention, succession planning based on its strategy and objectives within short-term per year and long-term.
(c) Align with other teams such as admin to execute the talent development program based on Training-Need-Analysis (TNA) to sucession planning.
(d) Measure the effectiveness of training by Training Impact Analysis tool.
(e) Build up and implement the engagement activities by liasing and cooperating with Admin team per annual plan.
(f) Proceed the employee sastifaction in period.

***TEAM DEVELOPMENT AND OTHER TASKS
- PERCENT OF TIME SPENT: 10%
- FREQUENCY: Ad-hoc/Daily/Monthly
(a) Manage and develop HR operation team’s competencies by providing on-the-job training, internal and public training courses.
(b) Align with HR Head Office team to build up strong foundation to strengthen the HR framework of Company.
(c) Other tasks assigned by line managers.

Education:
- At least Bachelors’ degree in Human resource management, BA or relevant field; Master’s degree is preferable.

Knowledge:
- Strong technical expertise with full cycle of HR development from talent acquisition, talent development, total rewards, compliance, staff engagement and retention, etc.
- Understanding of organization design and development in energy segment or respective industry such as oil & gas, refinery, construction, etc.
- Market practice knowledge in HR field in general and particular in energy segment.
- Deep understanding in Labour law and others related to HR scope and its market practice.

Experience:
- At least 5 – 8 years of working experience at the same role or HR Business Partner (HRBP), preferable from MNCs background.
- Possess set-up experience in both of trading and manufacturing company from the beginning.

Language:
- English: Proficiency

Gender/Age:
- Gender: Open
- Age: prefer from 32 – 45

Specific Skills:
- Proficiency in MOS (Word, Excel, PowerPoint) and other relevant systems;
- Excellent communication and interpersonal skill;
- Strategic leader with strong leadership and management skill;
- Be a trusted advisor with growth mindset towards all level from staff to management;
- Be able to work under high pressure and the level of changing and manoeuvre from company;
- Professional looking with high sense of customer service mindset;
- Integrity, carefulness, transparency, discipline with high sense of confidentiality and responsibility;
- GULF: Goal-orientated – Unity – Learning - Flexibility