HR Team Management
Coaching / Mentoring: to all HR team members, especially with Manager / Team Leader under to build a robust & credited HR team
Enhance HR’s Expertise Group- wide: Side- by- side with GHR to contribute initiative, time & effort as a HR pioneer to enhance the HR know- hows across the subsidiaries in Openasia Group
Talent Management
Strategic Workforce Planning: Collaborate with leadership to identify current and future talent needs, ensuring alignment with business goals. Plan for recruitment strategies that attract high- caliber candidates.
Retention Strategies: Design and implement initiatives that enhance employee retention, including recognition programs, competitive compensation structures, and clear career development pathways.
Succession Planning: Identify high- potential employees and create a strong talent pipeline. Implement processes to ensure key positions are covered by internal talent wherever possible to minimize disruption in turnover events.
Talent Acquisition: Oversee end- to- end recruitment processes, ensuring efficient sourcing, selection, and onboarding of top talent. Develop strategies to attract candidates with a high level of brand alignment and customer service excellence.
Talent Development
Leadership Development: Develop leadership programs for managers and supervisors to improve their ability to lead, mentor, and engage their teams. Ensure consistent leadership development for those identified in succession plans.
Learning & Development Programs: Create and promote personalized learning and development programs that help employees improve their skills, product knowledge, and leadership abilities. Incorporate both on- the- job training and structured learning initiatives.
Mentorship & Coaching: Foster a culture of mentoring by establishing mentorship programs that connect emerging talent with senior leaders. Encourage internal knowledge- sharing and coaching to build skills and relationships across the company.
Performance Management: Implement a robust performance management system, focusing on continuous feedback, performance reviews, and clear goal- setting to drive both individual and organizational growth.
Organizational Development
Organizational Design & Workforce Optimization: Work closely with department heads to assess and redesign structures to optimize productivity, collaboration, and innovation. This may include redefining roles and responsibilities, flattening structures, or introducing new operating models.
Organizational Culture & Engagement: Design strategies to build and sustain a positive, inclusive, and engaging company culture. Regularly assess employee engagement and use data- driven insights to continuously improve the workplace environment.
Diversity & Inclusion: Develop programs and initiatives to promote a diverse workforce that mirrors the customer base of the luxury retail sector. Ensure inclusive hiring practices and foster a culture of belonging.
Change Management: Lead HR’s involvement in organizational change initiatives, ensuring smooth transitions during expansions, restructuring, or the implementation of new technologies. Develop change management strategies that minimize disruptions while promoting adaptability.
Data- Driven HR Initiatives
Employee Feedback Mechanisms: Implement regular employee surveys and feedback mechanisms to gauge job satisfaction, engagement levels, and areas for improvement. Act on feedback swiftly to enhance employee experience.
HR Analytics: Utilize HR analytics to assess recruitment effectiveness, employee turnover, retention, and workforce productivity. Use this data to make informed decisions about talent and organizational strategies.
HR Management System: Oversee the implementation and management of Human Resource Management Systems (HRMS)
Total Rewards
Benefits Management: Design and manage employee benefits programs, including health insurance, retirement plans, and other perks
Compensation Planning: Develop competitive compensation structures and oversee salary administration
Employee Relations and Engagement
Legal & Compliance: Ensure all HR policies and practices are compliant with local labor laws and Group governance, especially considering the close interaction between Group HR and Tam son HR. Stay abreast of any legislative changes and adapt company policies accordingly.
Conflict Resolution: Address and resolve employee issues, conflicts, and grievances
Employee Engagement: Develop and implement programs to enhance employee satisfaction and retention
