Assistant Manager - Organizational Development

1. Human capital development (40%)
− Design training and development programs based on both the organization's and the individual's needs (TNA conduct, Training plan/budget annually & budget control);
− Evaluate training activities, monitor and access training effectiveness and make training reports, follow up all assignments and improvement projects as application after training;
− Provide employees on the company’s regulations and policies (orientation training, Re-orientation) and follow through the on-boarding process;
− Maintain an updated training record system fully for all employees;
− Coordinate and ensure the CDPs for functional departments are implemented effectively;
− Develop and monitor the IDPs for critical positions. (succession planning);
− Implement and coordinate on staff coaching/ training/ counseling/ jobs rotations;
− Build and maintain the Jobs descriptions for all positions; Jobs profiles for critical positions;
− Coordinate and update the department structure/ Organization chart.

2. Performance Improvement (25%)
− Initiate changes for improvements, organize and coordinate with relevant in improvement projects and suggest motivation program and methods to good contributors;
− Involve as member in innovation projects that raise performance, make the improvements or change the way people works and behave (5S, wastes elimination, cost saving, …);
− Identify, suggest and implement the approved HR improvement solutions;
− Initiate, organize and monitor the gain-sharing programs to ensure the fair reward to employee to enhance employee’s ownership and engagement.
− Assist in HR management system (Balance Scorecard) to ensure the department objectives and Individual KPIs aligned with company strategies; coordinate with all departments’ SC reviews.

3. Employees Engagement & Communication (internal media) (20%)
− Actively initiate and organize various employee engagement ideas, programs, activities to create healthy experiences for employees, enhance harmonious working environment;
− Organizing the internal seminars to share the knowledge, update information;
− Optimize communication channels effectively weekly, monthly, quarterly and annually, including of weekly articles/news, newsletter, forum, workshops & staff and HR events.

4. Staffing & Recruitment (15%)
− Update related HR SOPs on recruitment, training as ISO system, ensure compliance;
− Manage right CV pool for right position and right time;
− Pro-act networking channels (public center, schools, job-fairs) to enrich the talent databases.
− Guide/ counselor to department hiring to apply the Competencies matrix to recruitment;
− Maximizing internal recruiting channels with most efficient tools/sources.

1. Education/ Professional qualification required:
- University degree or above
- Fluency in English (speaking and writing)
- Good computer literacy, especially in presentation software (Ms Office, Excel, power-point, Visio)
- Good in people skills
2. Experience required:
- Five-year working experience in HR field, in which 3 years in human resource development or similar position included recruitment, training & development).

3. Behavioral Competencies:
- Analytical Thinking
- Building Effective Team
- Self Development
- Deliver Results
- Decision Making (Timely)
- Managing and Measuring Work
- Management Ability

4. Technical skills/Functional competencies:
- Facilitation skills
- People management knowledge
- Employee relationship skills
- Problem solving skills
- Training & development system
- Staffing/Recruitment skills

- 13th bonus and performance bonus 2 times/year
- Health care (for employee and direct family member) and 24/24 insurance
- Many chances to study from Group and other factory to develop

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