Recruitment (50%)

• Strategic Workforce Planning: Partner with department heads to understand staffing needs, develop comprehensive job descriptions, and proactively plan recruitment strategies to meet current and future workforce demands.
• Full-Cycle Recruitment: Manage the entire recruitment process from initial candidate sourcing through various channels (e.g., online job boards, professional networks, social media, referrals, career fairs) to offer negotiation and pre-boarding activities.
• Interview Process & Candidate Experience: Schedule and facilitate interview processes, ensuring a seamless and positive experience for both candidates and hiring managers. Provide timely feedback to candidates.
• Onboarding Collaboration: Work closely with other HR members and relevant departments to ensure a smooth transition for new hires from offer acceptance through their initial onboarding phase.
• Recruitment Analytics & Reporting: Track key recruitment metrics, analyze data to identify trends, and generate reports to inform strategic decision-making and optimize recruitment efficiency.

Training (20%)

• Training Needs Analysis: Collaborate with department heads to identify skill gaps and training needs, aligning learning initiatives with business objectives and employee development plans/succession plans.
• Program Design & Delivery: Design, develop, and deliver engaging and effective training programs for new hires (orientation, foundational skills) and existing employees (upskilling, reskilling, leadership development).
• Cross-Functional Training Coordination: Partner with departments such as HSE and Quality to ensure essential compliance and specialized training is delivered effectively to new and existing employees.
• Training Effectiveness & Evaluation: Implement robust methods for evaluating training effectiveness, including surveys, assessments, and feedback mechanisms. Analyze results to continually improve and refine training content and delivery methods.
• Learning & Development Administration: Maintain accurate training records and documentation for auditing purposes. Generate comprehensive reports on L&D activities across all factory locations (Almond, Venice, and Pistachio), highlighting key achievements and areas for development.

Employee Relations (15%)

• Disciplinary & Grievance Handling: Support the management of disciplinary actions and grievance procedures, ensuring due process and accurate documentation.
• Conflict of Interest Management: Act as the key contact for recording, monitoring, and managing conflicts of interest at AVP factories (e.g., family relationships, fraud reports) within the workplace, ensuring compliance with company policies and maintaining objectivity.
• IR Policy Implementation: Serve as the primary point of contact for implementing the Industrial Relations (IR) policies, ensuring a fair and non-discriminatory work environment.
• Policy Interpretation & Guidance: Provide clear interpretation of HR policies and procedures to employees and managers, ensuring consistent application and compliance with labor laws.
• Periodic dialogue at the workplace: Organize quarterly dialogue at the workplace (Communication Meet) sessions to foster open communication, to address concerns/workplace conflicts in a fair and timely manner before issues escalate, thus proactively preventing conflicts and building a collaborative environment.

Internal Events & Employee Engagement (5%)

• Collaborate with the GA Team to plan and execute internal events such as EOM, Monthly Birthday, Christmas day, Tet, Year-End Party, Annual Badminton Tournament, CSR activities, workshops etc... to foster a positive workplace culture.
• Collect employee feedback to gauge engagement initiative success and suggest enhancements.

Administrative Support & Other HR Projects (10%)

• Verify the legal documents of all employees, including identification, education certificates, health certificates, and curriculum vitae to prevent any instances of forged documents or incorrect age declarations, ensuring strict alignment with the Vietnam Labor Law and Company Regulations. Maintain personnel records and HR-related documentation with confidentiality and accuracy.
• Guarantee the prompt and precise input of new employee data into the HR system, facilitating efficient HR operations while upholding data integrity and compliance standards.
• Act as an English translator when required, facilitating effective communication between the Management Team and non-English speaking colleagues.
• Assist the HR Manager in various HR projects, initiatives, and activities such as Maternal Care, Nutrition education Program, performance management, policy implementation contributing to the overall development of the HR function.
• Other job tasks within HR & Admin Department assigned by Superior

Authority:

1.     Operational Independence: The ability to independently plan, execute, and monitor assigned recruitment and training tasks and projects, ensuring compliance with established company regulations, policies, and procedures.

2.     Recommendation & Improvement: Empowered to identify opportunities, propose, and recommend innovative solutions, process improvements, and best practices within recruitment and training functions to their superior for consideration and implementation. This includes suggesting new tools, methodologies, and training programs.

3.     Candidate & Program Management: Authority to screen, interview, and short-list candidates for various roles, and to develop and deliver training programs, making real-time adjustments based on feedback and effectiveness assessments.

4.     Information Access & Coordination: Entitled to request necessary information from department managers and employees pertinent to recruitment needs or training requirements, and to coordinate with internal stakeholders (e.g., HSE, Quality, department heads) to facilitate relevant training and recruitment activities

• Education: Bachelor's degree in Human Resources, Business Administration, Social Sciences, English Language, or a related field is preferred. We also welcome candidates with relevant professional certifications and demonstrated experience.
• Experience: A minimum of 4 years of progressive experience in Human Resources, with a strong focus on recruitment and training, is required.
• Key Behavioral/ Leadership Competencies: Strong problem-solving skills and a proactive attitude towards learning and development.
• Key Technical Competencies: Have knowledge of HR principles, practices, and employment laws and regulations.
• Key Soft Skills: English skills: Business English fluency