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Hà Nội,
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1. Recruitment
- Facilitate the multi-year and annual workforce planning to understand current and future staffing needs in alignment with strategic directions and operating plans, then define appropriate recruitment, retention and downsizing strategies
- Facilitate the standard recruitment processes (including reviewing JDs/TOR, advertising vacancy, screening, shortlisting, interviewing, preparing written test, organizing fieldtrip, checking reference, and drafting job offer, preparing employment contracts) in an effective, timely, fair and transparent manner to select qualified candidate for the job
2. Employment
- Handle staff grievances & disciplinary action processes in consultation with the P&C Director and line manager following HR policy of WVV and WV principle on employee relation.
- Coordinate orientation process for new hires to equip them with knowledge & understanding on the WV’s organization & policy (using E-Orientation Manual)
- Facilitate separation process to ensure the compliance with WV’s Policies
- Monthly update all staff changes in the assigned zone to Social Insurance Partner (SI Hanoi) as well as Health Insurance Agency in an accurate and timely manner.
- Administer Insurance benefit/claims for staff in the assigned zone to be complied with Insurance package & regulations.
3. Performance Management
- Introduce, promote awareness for all the staff in the assigned zone about the performance management system to ensure performance management process (performance agreement, mid-year review and year-end review) of all the staff is conducted in a timely and professional manner.
- Provide ongoing coaching and support to manager and staff to identify specific learning/development needs so as staff’s development goals can be achievable.
- Review, consolidate and share staff’s learning/ development needs with L&D P&C Specialist in order to establish an aligned National Learning Events Calendar to support staff to achieve their goals in a most efficient and cost saving way.
4. Learning and Development
- Provide guidelines to managers to identify potential successor
- Facilitate the implementation of the potential successor management tools
- Provide input to succession plans and career development plans of the staff in the assigned zone, focusing on highly potential and committed staff.
5. Staff Care & Employment Engagement
- Facilitate staff engagement meeting and survey (Annual Our Voice Survey) to enhance the opened culture for the effectiveness of organization. and other appropriate events to ensure well-being of staff. Provide assistance in responding to staff engagement survey results
- Facilitate the implementation of staff care initiatives and policies in cooperation with P&C Specialist to ensure well-being of staff
- Ensure that the all the staffs enthusiasm and effort are recognize timely in appropriate events
- Make appropriate contribution to monthly P&C newsletter (update staff changes in the assigned zone, provide idea to P&C Specialist)
- Cooperate with zonal manager to ensure that all WVI ethos, core values are enhanced and implemented to all staff in the assigned zone.
6. P&C Information Management
- Maintain up-to-date personnel profiles for all staff under zone in charge
- Make sure all paper works are filed in its correct section and in a timely manner. Out of date and irrelevant document are sorted out and to be stored away properly so that they can be retrieved quickly
- Maintain & update employee data/changes on Our People in a timely & accurately manner to use for reporting & decision making
- Provide P&C monthly reports and updates in a timely & accurately manner
- Provide statistic of the assigned zone as required
Knowledge, Skills, Abilities:
(The following knowledge, skills, and abilities may be acquired through a combination of formal schooling, self-education, prior experience, or on-the-job training.)
- A bachelor degree in a relevant field,
- Degree in Human Resource Management.
- Ability to assess projected workforce needs and source, attract, screen, and select potential candidates in an effective and transparent manner.
- Ability to facilitate and maintain a healthy employee to employer relationship that is in compliance with local employment legislation.
- Ability to design, implement and evaluate staff development solutions that result in improved staff performance.
- Ability to design and implement employee engagement initiatives, including team building, staff care, health and well-being solutions and employee engagement survey.
- Ability to research, plan, implement and administer cash remuneration and health & welfare benefits in alignment with the total rewards philosophies.
- Ability to develop and support performance management processes and systems, materials and training, to enable high performance.
- Ability to design and implement succession planning/ talent management/ leadership development tools, processes and practices.
- Ability to administer People & Culture information systems, data reporting and analysis
- Ability to work alongside line managers and other stakeholders as a strategic business partner
- Willing to support the philosophy, purpose and values of WV in its work with the poor in Vietnam.
- A minimum of 5 year’s relevant working experience.
- Dynamic and professional working environment
- Competitive, attractive increasing salary and bonus which are adequate to ability, 13th salary, travel yearly
- All regimes according to Vietnam Labor Law and the company’s regulations
- Good opportunities for advancement and development of strong career
World Vision is a Christian relief and development organisation working to create lasting change in the lives of children, families and communities living in poverty. World Vision serves all people regardless of religion, race, ethnicity or gender. As a child-focused organization, WV’s work focuses on children, ensuring they are protected and their basic needs are met. WVV has a total income of more than USD20, 000,000 (FY15) with funding from 16 support countries in Europe, Asia, the Americas and Australia. Funding of WVV consists of sponsorship program funding (70%) and PNS/grants (30%). WVV employs about 370 staff, of which 99% are Vietnamese nationals.
In FY17, World Vision Vietnam is implementing 38 Area Development Programmes (ADPs) which operate in 5 zones: North (Hung Yen, Hoa Binh, Hai Phong and Dien Bien), Yen Bai – Tuyen Quang, Thanh Hoa, Central & Highland (Quang Tri, Quang Nam – Danang) and South (Quang Ngai, Binh Thuan, Ho Chi Minh, DakNong). WVV’s ADPs focus within one administrative district of a province which usually populated by ethnic minority people with very high rates of poverty. A uniqueness of WVV’s ADP approach and structure is that team members are based at district level where the ADP is located, which enables them to work closely with government partners and communities on a daily basis. Beside the ADPs, WVV is also implementing different Special and Grant Projects to meet the specific needs of vulnerable children in both ADP and non-ADP areas.
