HRBP Manager

Overview

HR Business Partner Manager plays an important role in communicating and guiding assigned business units and functional units to implement human resources initiatives and programs, while ensuring compliance with the company's business goals. Communicate effectively with management and employees on human resources issues; Support leadership in solving complex problems, talent management, conflict management, compensation policies and employee relations.

A. Performance:

1/ Consulting and support for Group functional, business units, and subsidiaries/ affiliates to ensure effective implementation of human resource initiatives

1.1. Work closely with the human resources department of the business units /subsidiary to provide consultancy and cascade standard implementation/updates of Group HR policies and procedures to BUs/Subsidiaries/JVs.

1.2. Monitor the implementation and communication of HR policy and process standards and key HR initiatives, acting as a key interaction between the Human Resource & Administration Division and functional units and Human Resources Departments of business units / subsidiaries / affiliates.

1.3. Analyze and present human resource policies to provide timely and reputable advice to management and employees.

1.4. Support company leaders, functional divisions and human resources departments of business units/ subsidiaries in personnel-related issues: recruitment, labor relations management, performance management, compensation and benefits, promotions, personnel transfers.

2/ Coordinate with departments within the Group's Human Resources Division to provide solutions for business unit(s), functional units and subsidiaries.

2.1 Coordinate with the Organizational Development department and HR COE to update and adjust the corporation's human resources policies, procedures, and standards.

2.2 Collaborate with departments within the Group Human Resources Administration (Talent Acquisition, Compensation and Benefits, Employee Performance Management) in planning and managing operating budgets, attracting and retaining talent, planning succession for Group Functional Units and other business units (assigned).

2.3 Coordinate with the C&B Department to resolve complex issues related to employee compensation in business units and functional units; Providing information for job evaluations to ensure internal fairness and competitiveness in the market;

2.4 Coordinate with the human resources department at business units/subsidiaries/affiliates to evaluate performance and evaluate annual salary increases for Director-level leaders.

3/ Analyze data and prepare reports

3.1. Responsible for collecting and analyzing data and reports related to human resources from the Human Resources department of business units / Subsidiaries / Affiliates and making reports, preparing presentation documents and brochures at the Group level.

3.2. Support the Group Human Resources Director to propose feasible solutions and identify aspects that need improvement for the group's human resources issues.

4/ Other tasks as assigned by Direct Manage

5/ Build a high-performing department

5.1. Motivate, improve employee engagement and ensure a positive working environment.

5.2. Provide training / communication / guidance on implementing processes, procedures, and human resource standards for functional units and human resources departments of business units / subsidiaries / member companies and ensuring compliance Competent in assigned functions.

Background / Experience

a) Graduated from university, preferably majoring in Human Resources Management/Business Administration.

b) Have 10 to 15 years of working experience in the field of human resources, including at least 3 to 5 years of management experience in compensation and benefits (C&B/ total rewards) or Human Resources Business Partner (HRBP). Having experience working in multinational corporations will be given priority.

c) Proficiency in English

Specific job skills

a) Have a deep understanding of the hierarchy of positions, positions, qualification requirements, salary practices and administrative procedures related to human resources processes in the company.

b) Strong knowledge of Human Resources principles including Labor Laws and compliance requirements.

c) Strong in analytical and problem-solving skills.

d) Plan strategic HR initiatives

e) Strong in people management, policy development and reporting

f) Have excellent people management skills

g) Have the ability to build relationships and make connections strong connections with employees within the company and relevant stakeholders

h) Strong in improving and monitoring employee productivity

i) Have a proven foundation and knowledge of principles and methods HR practices include employment laws and compliance requirements

Competencies

a) Labor relations

b) Building employee relations

c) Human resources partners

d) Change management improvements

e) Ability to develop others

f) Influence and ability to inspire

g) Leadership skills

h) Excellent interaction and communication skills

i) Drive/lead employees to live with company core values

Mindsets & behaviors

a) A strategic planner

b) Takes Initiative

c) Builds relations

d) Optimistic

e) Integrity, Professional and Ownership (Core values)

Interface

a) Direct managers, specialized departments of the Group's Human Resources Division

b) Human Resources departments of business units/subsidiaries/member companies

c) Directors of functional units, directors business unit directors (BU heads)

d) Member companies / joint venture companies / subsidiaries

Key decision rights

Support the Group CPO in considering proposals related to human resources issues: performance management; contract termination; salary negotiation; Bonus proposal; promote; change job position; budget…

Deliverables

a) Corporate HR reports

b) Recommendations to improve HR performance and processes

c) Resolve issues related to employee relations to improve performance and talent retention rates.