Kiểm tra với người bán Việc làm Hồ Chí Minh tuyển gấp [TAM SƠN] HCM - Deputy HR Manager (HRM) Thành Phố Hồ Chí Minh

Mô tả công việc Tam Son International Co. Ltd. is a member of the Openasia Group, a multi-industry investment group established in 1994 in Vietnam. Tam Son was initially founded in 2005 with a mission to bring global luxury fashion brands to Vietnam. Since then, we have expanded our portfolio beyond fashion and into various luxury fields including watches, jewelry and audio-visual technology brands including Patek Philippe, Hermès, Vacheron Constantin, Piaget, Chopard, Bottega Veneta, Saint Laurent, Hugo Boss, Kenzo, Bang & Olufsen. Tam Son currently operates a network of 30 stores in both Hanoi and Ho Chi Minh City. The company plays an important role in the development of Openasia Group. Tam Son is proud with the very attractive benefits for Employee in the Retail market Deputy HR Manager takes the role in support HR Manager to implement all the aspects of HR Department HR Strategy: - Ensure the ongoing implementation, awareness and enforcement of the Human Resources policies - Partner with leadership team on all aspects organizational effectiveness including staffing and recruitment, on-boarding, performance management, compensation management, training and development, coaching and employee relations. - Provide input in defining a vision of the desired culture and work environment and provides advice and direction on how to make the vision a reality; helps the management team develop a roadmap for change and assists other managers in implementing and managing changes within the s/ clinics. - Ensure fair and consistent application of HR policies and procedures, in line with corporate governance practices and local legal compliance. - Lead the implementation of HR programs/initiatives; Recruitment: - Ensure that the attract, retain and develop top talent, focusing on leadership development, succession planning and the cultivation of a best-in-class leadership team - Ensure the compliance of recruitment policy in the . - Review the recommendations and compiling a manpower plan for a financial year. - Diagnose talent management needs of the and to partner with business leaders to design and implement policies, programs and practices to enable the to achieve business goals and objectives; Staff Job Description development - Lead the implementation of job description procedure, work instructions and staff’s competencies in collaboration with relevant heads of department. Compensation and Benefit: - Coordinate the staff performance review & appraisal programs - Supervise the monthly payroll process, ensuring compliance with social insurance, health insurance, staff compensation and PIT calculation and the cost vs the budget. - Ensure the implementation of all staff benefit policies already budgeted - Carry out annual salary survey to ensure salaries, rewards and benefits remain competitive in the labour market in line with Company overall strategy. - Ensure the ongoing implementation and compliance of C&B policy of the Company. - Ensure the proper communication to staff about the benefits policies Training: - Implement orientation policy and procedure for new staff and refresh current staff. - Implement company training policy and procedure, staff’s career development policy. - Establish the training budget based on the TNA according to the Performance Appraisal- Analyse, collaborate with relevant departments, training needs and future development of staff Performance assessment - Lead the setting up the staff competencies appraisal with KPIs - Facilitate and administer performance management program to ensure superior performance across the . Staff Relation: - Lead, motivate and develop HR team and manage the operations of HR function - Keep an intermediate role between Head of department and staff - Handle employee grievance and labour relations and try to settle conflicts amicably - Develop and deploy employee relations programs to foster harmonious and supportive working environment, identify climate/cultural issues based on analysis of employee relations and turnover data. To develop and implement appropriate actions plan to address issues identified; - Processes disciplinary actions through the policy implemented in each subsidiary Quyền lợi được hưởng Laptop Chế độ bảo hiểm Du Lịch Phụ cấp Chế độ thưởng Chăm sóc sức khỏe Đào tạo Tăng lương Công tác phí Phụ cấp thâm niên Nghỉ phép năm Yêu cầu kỹ năng 1. Knowledge & Qualificaion Experience in Manager Level of HR Management from 5 years at minimum B.A in HR, Law or equivalent university. English communication skills, spoken and written 2. Skill/ Kỹ năng Excellent interpersonal, communication and teamwork skills/ Kỹ năng giao tiếp và làm việc nhóm xuất sắc Leadership, management skills/ Kỹ năng lãnh đạo, quản lý Excellent prioritization skill and ability to coordinate a variety of work activities/ Kỹ năng ưu tiên và khả năng điều phối nhiều hoạt động công việc xuất sắc Good budgeting skills/ Kỹ năng lập ngân sách tốt Good problem solving and negotiation skills/ Kỹ năng giải quyết vấn đề và đàm phán Excellent organizational skills/ Kỹ năng tổ chức xuất sắc Interpersonal Skills/ Kỹ năng giao tiếp Attention to details./ Chú ý đến chi tiết Excellence word, excel, ppt... skills/ Kỹ năng vi tính văn phòng tốt Excellence presentation skill/ Kỹ năng thuyết trình xuất sắc

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