HRBP Manager (Main Office - HCM)

Training

• Conduct training need analysis, prepare annual training plan and provide qualified functional and competency training for store management team
• Participates in evaluation and monitoring of success of post training programs. Follow-up to ensure training objectives are met.

Talent Development

• Recognize store hi-po talents via internal promoted assessment, conduct internal assessment for Officer level up, develop talent pool for Main Office and advise Department Head on manpower arrangement for all levels.

Compensation & Benefits

• Cascade and consult stores on C&B related policies [monthly payroll, annual merit increase, 13th salary, personal income tax, C&B policies]; provide feedback of stores to C&B team.
• Provide inputs for C&B team to build up competitive remuneration structure.

Employee Relations

• Works with Department managers and employees to investigate and resolve employee relations issues.
• Build up and cascade all employee engagement programs [annual team building, core values, wellness, inspirational programs, convention, etc.]
• Provide consultancies and build up engagement activities for the whole company and MO stake holder, especially requirements by each Unit/ Department

Internal Event

• Organize the entire program of internal events for the company
• Conduct survey after event to evaluate the effectiveness

Administration

• Administers HR related working procedures and ensure these procedures are executed well at office
• Works with managers and employees to investigate and resolve employee relations issues.
• Cascades all employee engagement programs [value, wellness, inspirational programs]
• Consults leader of the Main Office strategic human resources matters
• Conducts HRBP annual planning and monitoring office‘ manpower budgets

KPIs:

• Annual Training Needs Analysis of the Main Office are met
• C & B and Employee relations are achieved with the standard of Jollibee Viet Nam on C & B and ER criteria in Employee Engagement Survey
• Disciplinary actions are resolved thoroughly [if have any]; ER programs are implemented as planning
• Staff’s functional and competency capabilities are met with the job requirements