HR Director

a. Strategy and Plan Development:
· Sets standards for training within the operation and may manage the function for non-technical training. Coordinates the use of outside vendors. Takes the lead on managing and delivering Organizational Development and Management Development activities
o Map out training plans and schedules, design and develop training programs as per department’s training needs
o Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement
· Oversee the Performance Management activities of the operation to include communicating the program and ensuring the proper events take place on a timely basis. Closely connects the Performance Management process to the compensation system.
o Set up a practical and objective appraisal system which will encourage a performance- driven culture, retain high performing employees and identify training needs.
o With the help of HODs formulate and update job description with KPIs for each job position.
o Formulate competitive and sustainable remuneration strategy and pay model to support the yards business goals and plants for growth
o Organize cost-effective activities to enhance the employee cohesion and engagement.
b. Operational Management:
· Develop and communicate the HR philosophy for the operation and the resulting policies and procedures. Staff the HR function with qualified individuals and manage the Department budget to within annual allocations.
· Provide training to managers on effective HR process and ensure the process is followed. Deliver timely and accurate information to managers so that they can more effectively manage their HR responsibilities. Assist in managing Employee Relations situations to protect the Company and the individual employee.
· Compensation & Benefits
o Design and implement salary scheme, compensation and benefits policies for the Company
o Manage and monitor HR support and services through consistent implementation of all aspects of Compensation and Benefits programs in compliance with company’s policies and procedures as well as statutory requirements.
o Update on the applicable laws of Vietnam and policies in connection with the rules and regulations of the Company.
o Provide support to employees in various allowances & benefits - related topics and resolve any issues that may arise;
o Control the salary administrations properly, accurately & timely (incl. Personnel Income Tax, Social/ Medical/Unemployment insurance)
o Review on social & health insurance claim administration; PIT monthly and year-end finalization
o Manage and advise on medical & health benefits programs to ensure adherence to company policies, procedures & guidelines administered by the third party
o Connect directly with healthcare agencies to ensure employees’ benefits;
· Assists with staffing function and searches as requested. Manages the HRM system and reports status and plans on an annual basis
o Develop internal and external recruitment process from working with different departments to define the needs, work with hiring managers to create job descriptions if needed.
o Develop recruitment plan to ensure vacant positions are filled with right employee(s) and in timely manner.
o Lead the on-boarding of new hires; coordinate new hire orientation and manage key on-boarding paperwork.
o Build and manage talent pipelines through recruitment strategies and sourcing initiatives
o Perform skills evaluations, background checks, and employment verifications
c. People management:
· Leads and manages the country operation’s Staffing, Employee Relations, Compensation, Benefits and Annual Incentive Programs to support managers in the delivery of HR management.
· Ensures that programs meet their stated objectives and are in compliance with local regulations and AAA's Protocols.
Remains current on applicable regulatory and Company issues.