JOB SUMMARY:
This position plays a critical role in designing, implementing, and managing compensation and benefits programs to ensure fairness, competitiveness and alignment with business objectives, robust performance management systems, and ensuring strict compliance with all labor laws and internal policies. This role supports the HR Director in optimizing HR processes to attract, motivate, and retain talent, ultimately contributing to the overall business success of East West Industries Vietnam.
KEY ACCOUNTABILITIES:
Compensation & Benefits (C&B) Management:
Design & Management: Assist in designing, developing, and managing competitive compensation structures, including salary scales, grading systems, and incentive schemes (bonuses, allowances) for all employee levels.
Budgeting: Support the HR Director in C&B budget planning and provide regular reports on C&B costs, trends, and effectiveness.
Benefits: Oversee the administration of employee benefits programs (e.g., social insurance, health insurance, etc.) and manage vendor relationships.
Payroll: Collaborate closely with the Payroll team to ensure accurate, timely, and compliant payroll processing, including validation of data inputs from C&B and timekeeping systems.
Market Analysis: Conduct regular market surveys and benchmarking to ensure the company&039;s C&B programs remain competitive and align with industry best practices (e.g., Mercer surveys, local market data).
Performance Management System:
Performance Review Cycle: Manage the annual and mid- year performance review cycles, ensuring timely completion and proper documentation. Analyze performance data to identify trends, high- performers, and development needs.
Training & Guidance: Provide training, guidance to managers and employees on performance management, tools, processes to foster a high performance culture.
System Development & Implementation: Support the design, implementation, and continuous improvement of the company’s performance management framework, including goal setting (e.g., OKRs, KPIs), performance appraisal processes, and feedback mechanisms.
Link to Rewards: Ensure the performance management system is effectively linked to compensation decisions, promotions, and talent development initiatives.
HR Compliance, Policy & Risk Management:
Risk Management: Identify potential compliance risks within HR operations and propose mitigation strategies.
Legal Compliance: Ensure the company&039;s HR practices, policies, and procedures are in full compliance with current labor laws, regulations, and government decrees in Vietnam (e.g., Labor Code, Social Insurance Law, PIT Law).
Audit: Participate in internal and external HR audits.
Internal Policies & Procedures: Assist in developing, reviewing, and updating internal HR policies, procedures, and employee handbooks to reflect legal requirements and company best practices.
HR Information System:
Oversee the day- to- day operation, ensuring data accuracy, confidentiality, and process efficiency.
Supervise the maintenance of HRIS, and personnel files to ensure compliance with legal and audit requirements.
Be responsible for designing and implementation of HRIS modules related to C&B, employee records, and performance management, ensure the system run smoothly.
HR Strategy Execution:
Support the execution of HR strategies related to rewards, compliance, and performance management in alignment with the company’s long- term business goals and workforce needs.
Data Analytics & Reporting:
Develop, maintain HR dashboards and reports related to C&B, compliance metrics, and performance outcomes to support operational oversight and decision- making.
Track, analyze, and report the impact of key HR programs (e.g., bonus plans, performance cycles, retention initiatives), providing recommendations for continuous improvement and future investments.
Prepare and submit required labor reports to government agencies in a timely and accurate manner.
Contribute to building people analytics capabilities by collecting, organizing, and interpreting HR data (e.g., turnover, compensation, performance trends) to support business insights.
Participate in workforce and headcount planning processes by providing data inputs and scenario modeling in coordination with department heads.
General HR Support & Projects:
Collaborate with other HR functions to ensure integrated HR solutions.
Support HR projects and initiatives as assigned by the HR Director.
Provide advice and support to management team and employees on related queries.
