Key Responsibilities and Functional Areas
Compensation & Benefits (C&B) Administration
• Mandatory Insurance: Manage the procedures, declarations, and reconciliation for Social, Health, and Unemployment Insurance (SHUI) and Personal Income Tax (PIT) for all employees, ensuring strict compliance with Vietnamese law.
• Benefits Administration: Handle the administration of company benefits (e.g., private healthcare, annual check- ups, special allowances) and serve as the main point of contact for all employee C&B inquiries.
• Payroll Input Management: Prepare and audit monthly data inputs (time attendance, leave, overtime, allowances, changes, etc.) to ensure timely and accurate payroll processing, coordinating closely with the Finance department.
• Labor Contracts: Draft, issue, track renewal of, and manage labor contracts and related annexes, ensuring documentation is compliant and up to date.
Talent Acquisition (TA) for Mass Recruitment
• Sourcing & Screening: Support the mass recruitment needs of field force and operational teams by posting job ads, actively sourcing candidates, and conducting initial resume screening and phone interviews.
• Coordination: Manage interview scheduling and logistics for high- volume roles, ensuring positive and efficient candidate experience.
• Onboarding: Conduct and continuously improve the new hire orientation and documentation process to ensure rapid and compliant integration into the company.
Employee Engagement (EE), Employer Branding (EB), & Internal Communications (IC)
• Employee Engagement: Plan, coordinate, and execute internal events, team- building activities, recognition programs, and employee welfare initiatives to foster a positive and energetic workplace culture.
• Employer Branding & IC: Collaborate with Marketing to create compelling content (photos, testimonials, culture stories) for the career page and social media channels to enhance the company&039;s reputation as a great place to work.
• Internal Communication: Serve as a reliable channel for communicating company policies, updates, and HR news clearly and consistently to all employees.
• Engagement Measurement: Execute and analyze the results of annual/pulse employee surveys (e.g., eNPS), propose actionable insights, and assist managers in developing follow- up action plans.
Learning & Development (L&D) Coordination
• Record Keeping: Track employee participation in training programs, maintain L&D records, and collect post- training feedback to evaluate effectiveness.
• Needs Analysis Support: Assist in identifying training needs across departments by collecting feedback and analyzing performance gaps.
• Program Coordination: Organize, schedule, and coordinate internal training sessions (e.g., soft skills, compliance, new manager training) and manage external vendor relationships.
Performance Management (PM) Support
• Documentation: Maintain all performance- related records and assist managers in providing constructive feedback and managing underperformance through consistent processes.
• PM Cycle Administration: Manage the administrative logistics of the performance review cycles (annual, semi- annual, ad- hoc), ensuring timelines are met and documentation is complete.
• Goal Setting Support: Assist managers and employees with goal setting (KPIs/Objectives) and quarterly check- ins to ensure alignment with organizational objectives.
Employee Relations (ER) & Compliance
• First Point of Contact: Serve as the primary contact for employee questions, concerns, grievances, and conflicts, maintaining strict confidentiality and impartiality.
• Policy Enforcement: Ensure consistent interpretation and enforcement of all HR policies, procedures, and the employee handbook.
• Conflict Resolution: Mediate employee- manager and employee- employee conflicts, advising managers on disciplinary actions and best practices in accordance with company policy and labor law.
• Exit Management: Conduct exit interviews, analyze feedback trends, and manage the offboarding process, including final settlement procedures.
Required Qualifications & Skills
• Soft Skills: High level of integrity and ability to handle confidential information, excellent organizational and problem- solving skills, and strong interpersonal communication.
• Experience: 3+ years of experience as an HR Generalist or in an equivalent multi- functional HR role, ideally within a high- growth, fast- paced environment with mass staffing requirements.
• Technical Skills: Proficiency in MS Office (especially Excel for C&B calculations/data) and hands- on experience with an HR Information System (HRIS).
• Language: Fluency in Vietnamese and English (both written and verbal) is required.
• Legal Knowledge: Strong, proven knowledge of Vietnamese Labor Law and local HR statutory requirements (SHUI, PIT).
• Education: Bachelor’s degree in human resources management, Business Administration, or a related field.
Benefits:
• A purpose- driven, values- driven workplace
• Competitive salary and performance- based bonus, profit share
• 100% salary during probation, annual salary review
• Training & leadership development
• Health insurance package
• Strong career progression
• Transparent performance evaluation
