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HR Manager (Đãi Ngộ Tốt)

Công ty CP Ði Chung
Ngày cập nhật: 27/09/2019

Thông Tin Tuyển Dụng

Phúc lợi

  • Máy tính xách tay
  • Bảo hiểm theo quy định
  • Du Lịch
  • Phụ cấp
  • Du lịch nước ngoài
  • Đồng phục
  • Thưởng
  • Chăm sóc sức khỏe
  • Đào tạo
  • Tăng lương
  • Công tác phí
  • Phụ cấp thâm niên
  • Chế độ nghỉ phép
  • Chế độ tập thể dục

Mô tả Công việc

1. Strategic Planning

· Work closely with CEO to understand clear people and culture strategies that support company vision to become leading high impact enterprise in Vietnam

· Supporting the strategic planning process by identifying short and long-term talent objectives and executing against goals

· Supporting leadership in forecasting the talent pipeline in line with business needs and strategy

· Working with the executive team to advise on organizational design, execution of restructure plans and provide change management consultancy

· Work with management teams to oversee workforce optimization programs to ensure innovation and standardization of best practices across all divisions.

· Define key metrics to provide managers a solid understanding of business performance. Establish reporting methods around key metrics related to Workforce Management.

· Facilitating a process that ensures that individual performance aligns to business performance; consistent and aligned individual target setting, monitoring and performance evaluation quarterly and annually

· Identifying and providing recommendations on changes to be made within the organization to improve culture and business operations

· Align Talent Acquisition Team, Talent Operation and Talent development team to create end-to-end employee experience from “hire to retire,” specifically, talent acquisition and workforce planning; onboarding; talent and performance management; individual, manager, and leadership development; organizational design and development; and ultimately transition to the alumni network.

· Reviewing and benchmarking against industry and markets to continuously sharpen company’s unique benefits and creative offerings , ensuring Dichung is able to remain competitive despite that company have some limit in financial compensation

· Leverages data and analytics to monitor and manage key People and Culture performance indicators and define strategies for improvement and management

2. Acquisition and Support

· Drives the initiatives to achieve the goal Dichung will become the first choice for social entrepreneurs who want to do something good for society through sustainable financial business

· Responsible for defining, maintaining, and promoting the company’s unique employer branding. Identifying what, exactly, about the company makes it attractive to candidates; highlighting key differentiators that set the company apart from competitors; developing and projecting the employee value proposition;

· Managing the talent acquisition and recruitment process from start to finish, working with recruiting agencies as needed

· Managing the onboarding process for new hires, working with leaders to identify specific needs tailored to each new employee's role

· Managing the performance review process, adapting timing as needed on an individual basis

· Select and training people assistant team/specialist that handle administration task for BOM/ department/ team so can focus on their main area

3. People Operations

· Manage the completion of employee-related legal documents such as employment agreements, and handbook updates

· Staying on top of changing laws, both local and national and managing internal communications to staff

· Assisting the leadership team with resourcing needs and vacation approvals as needed

· Overseeing all employee lifecycle processes from new hire to termination

· Supporting the Finance team with crossover items such as payroll updates, contract addendums, etc.

· Maintaining a knowledge of progressive people practices and key trends

· Leading on all compensation and benefit processes

· Conducting formal and informal employee surveys, understanding employee opinions, engagement drivers, and culture indicators and anticipating their needs and concerns

· Promoting feedback mechanisms for employees to influence the continuous improvement of People and Culture services and processes

· Managing people admin software and data and reporting as needed

4. People & Culture Development

· Creating learning and development programs, working with the executive team to plan for higher level organizational and leadership development offerings

· Managing the learning and development schedule and supporting business leaders in providing employees with development opportunities that enable them to meet current and future performance standards

· Coaching people managers to ensure employees are completing people processes correctly and on time, are receiving radical candor feedback and that documentation is occurring as needed

· Design, deliver, and lead manager development initiatives for managers at critical transition points in their careers (e.g., becoming a new manager, managing other managers).

· Build the capability of senior managers to drive a high performance, learning culture.

· Managing processes related to promotions and merit increases as well as role and management changes

· Designing, leading and/or administering Talent Management initiatives (e.g. high potential identification, succession planning, talent pools, talent movement, talent reviews, assessment and selection, leadership or executive development, etc.).

· Identify development needs, evaluate talent, recommend actions, and facilitate implementation career path programs to employees at all levels.

· Design and implement innovative Workforce planning initiatives that utilize different source of talents, not only local but also foreigner, not only fulltime but also collaborator, volunteer, freelancer.

· Design a performance management system that support un-traditional labor contract like working remotely, flexible working hours, result or project based contract

· Designing, leading, coordinating and/or administering Organizational Development initiatives (e.g. change management, organizational assessment, organizational design, leadership off sites, team development, employee engagement survey, etc.).

· Promotes strategies and implements projects focused on creating a positive employee experience.

· Define tactics that positively impact organizational culture and help correct derailing behaviors’ or practices

· Lead or participate in relevant culture development projects that contributes to building employer of choice, especially with generation Z which have different character with previous generation

Yêu Cầu Công Việc

·         Passion with Dichung’s mission and understanding the company’s hybrid technology / operations nature.

·         A minimum of 2 years experiences in similar role. Previously worked at the management team level in a startup and handled growth, change management and setting up new processes from scratch is preferable.

·         Demonstrated competence in core HR functional areas including: policy development, training, employee relations, management coaching, employee coaching, workforce planning, organizational development, organizational design, succession planning,

·         An ability to think strategically; work with concepts, contribute to strategy and translate business strategy into practical people solutions

·         Comfort with a non-traditional and innovative human resources culture.

·         An ability to make quick decisions and initiate action in a fast-paced technology environment

·         Strong entrepreneurial thinking, planning and organizational skills

·         Strong relationship building skills and emotional intelligence to build rapport and trust and work effectively with different types of people at all levels

·         A desire to network internally across the group and to build visibility externally

·         Strong persuasive and influencing skills to provide consultancy and solutions to different levels of stakeholders

·         Strong presenting and communication skills

·         An ability to write and articulate complex information into simple, easy to understand language for employees and stakeholders

·         An ability to apply generalist expertise to everyday work, employee relations, people strategy, talent solutions and workforce planning

·         Solid analytical skills to interpret people data to drive talent decisions

·         A desire to constantly learn and research the latest techniques or changes

·         A focus on delivering results and meeting expectations

·         An ability to adapt and respond to change, to challenge the status quo and be a change agent/leader

·         A capacity to cope with challenges, pressures and setbacks

·         Interest in working as part of a small and growing company, with awareness about the opportunities and challenges that come with a highly adaptive environment.

 

Thông tin khác

  • Bằng cấp: Đại học
  • Độ tuổi: 30 - 40
  • Hình thức: Nhân viên chính thức

Giới thiệu về công ty

Công ty CP Ði Chung

www.dichung.vnQui mô công ty: 60
Chúng tôi là Đi Chung:  - Đi Chung khởi đầu là một nền tảng công nghệ kết nối những cá nhân có cùng nhu cầu di chuyển với nhau hoặc với các đơn vị...Chi tiết

HR Manager (Đãi Ngộ Tốt)

Công ty CP Ði Chung

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