HR Manager - Business Partner - Manufacturing (Bac Ninh Plant)
Mức lương: Thỏa thuận
Đã hết hạn nộp hồ sơ - 124 lượt xem
Ngày cập nhật: 13/12/2019
Thông Tin Tuyển Dụng
Mô tả công việc
1. Building Talent supply
- Assesses the current and future resource and talent levels, to determine short-medium term strengths, gaps and needs.
- Uses analytical and experiential data to have an understanding of individual talent’s performance and potential
- Drives headcount planning, org structure design/changes at location/functional level to continue improving productivity and efficiency
- Fulfills and ensures enough resources right time and right place.
- Analyses/diagnoses staffing report and TO report to generate insights and come up with solutions - in coordination with TA team
- Partners with TA team to ensure Talent mapping for better talent pool management
- Performs as representatives for EVP activities at function/location, including fresh talent program
2. Learning & Capability Development
- Performs training needs analysis/ profile in respective location/function to build up holistic capability building plan
- Provides insight on prioritization of learning and capability needs to improve performance
- Takes accountability for and ensures smooth delivery of PMP process (Objectives setting, Mid year/Year end review, and quality of calibration…)
- Ensures employee orientation/induction at location being delivered OTIF with high quality, in coordination with TD team
- Be facilitator in orientation and other training courses as nominated/aligned with TD team
- Takes accountability for fresh talent program rotation/development plan
- Leads Talent review & succession planning periodically to have timely and proper action, interventions to retain/develop/accelerate and manage talents. Supports managers in activating stretching but realistic career & development plans for all. Offers advice and challenge to the plans.
3. General administration & Total Rewards
- Manages the communication and implementation of performance and reward processes and policies
- Challenges Org Leaders to make appropriate recognition and reward decisions
- Diagnoses and addresses job level, performance and reward issues and opportunities and makes recommendations to business and HRLT for structural change or adjustments to market positioning.
4. Insights/strategy and solutions
- Builds a picture of what’s happening in the organization and externally in order to spot opportunities and patterns within organization and uses these to develop new actionable, insights. Shares and discusses with HR Director - BP.
- Works closely with expertise teams and external specialists to keep ahead of emerging trends, ideas and innovations. - Uses knowledge of emerging trends to build innovative HR solutions to respond to short term challenges and leads the HR advisors to create solutions that deliver value in line with the business and HR plans.
- Actively participates in meetings in order to report on HR priority progress and emerging business needs.
- Manages and evaluates the efficient delivery of HR programmes and projects within the organization
- Training and coaching managers in delivery and dealing with concerns raised by employees.
5. Organizational Development
Team and Individual Effectiveness
- Develops and applies tools to assess needs related to organization development, uses diverse interventions in a joined up programme to address these
- Influences and challenges managers re: how to improve performance based on analysis of data relating to culture, values, environment, team effectiveness and change readiness
- Develops a business case for these interventions, based on sound data and insight, including impact of plan and risk
- Continues the journey of embedding the organizational values and behaviours into the organization.
Organization Design
- Facilitates discussions with senior managers to identify Org Design issues that need resolving.
- Increases effectiveness and productivity with innovative organization design and analytics.
- Works with managers to test the robustness of detailed organization designs, and assess the impact on factors such as behaviour, attitudes, culture, systems and communication. Feed this insight to HR Leadership team.
- Assesses opportunities to outsource activity to reduce cost or increase quality of work.
- Communicates to line Managers the design principles for jobs (i.e. job scope, spheres of influence, accountabilities, and internal relationships.)
- Facilitates business team decisions on design principles & ensure understanding of the pros and cons of organization design options
6. Change Management
- Develops a change-ready culture by engaging stakeholders, communicating a powerful vision, working in a transparent manner and creating trust.
- Translates the OD strategy into achievable plans and priorities, identifying any risks to delivery and unintended consequences. Tests plan with team involved in supporting the change.
- Manages the implementation of simple organization development interventions and change acceleration programmes to create a
culture/environment that positively impacts performance.
- Leads and influences change: develops detailed project plans, risk management strategy, assess and review the impact of solutions, stays alert to changes in context and makes appropriate corrections to strategy and solutions.
- Oversees the analysis of data to measure progress against the planned business case for change. Uses this to influence discussion as to next steps with line managers and HR Leadership.
- Creates an organizational identity internally and externally through the use of technology and innovative communication tools.
7. Coaching
- Coaches to improve individual and team performance based on deep understanding of organizational development practices.
- Develops and implements OD communication plans and engages managers and other stakeholders.
- Demonstrates and role-models high standards of personal coaching and mentoring.
- Coaches managers to assess the capability, culture and environment of the team using appropriate behaviour, attitude and culture models to build appropriate interventions to improve performance.
- Works in partnership with leaders to provide challenge, legal guidance and advice in dealing with difficult people issues in a fair, straightforward manner and without delay.
- Assesses the current and future resource and talent levels, to determine short-medium term strengths, gaps and needs.
- Uses analytical and experiential data to have an understanding of individual talent’s performance and potential
- Drives headcount planning, org structure design/changes at location/functional level to continue improving productivity and efficiency
- Fulfills and ensures enough resources right time and right place.
- Analyses/diagnoses staffing report and TO report to generate insights and come up with solutions - in coordination with TA team
- Partners with TA team to ensure Talent mapping for better talent pool management
- Performs as representatives for EVP activities at function/location, including fresh talent program
2. Learning & Capability Development
- Performs training needs analysis/ profile in respective location/function to build up holistic capability building plan
- Provides insight on prioritization of learning and capability needs to improve performance
- Takes accountability for and ensures smooth delivery of PMP process (Objectives setting, Mid year/Year end review, and quality of calibration…)
- Ensures employee orientation/induction at location being delivered OTIF with high quality, in coordination with TD team
- Be facilitator in orientation and other training courses as nominated/aligned with TD team
- Takes accountability for fresh talent program rotation/development plan
- Leads Talent review & succession planning periodically to have timely and proper action, interventions to retain/develop/accelerate and manage talents. Supports managers in activating stretching but realistic career & development plans for all. Offers advice and challenge to the plans.
3. General administration & Total Rewards
- Manages the communication and implementation of performance and reward processes and policies
- Challenges Org Leaders to make appropriate recognition and reward decisions
- Diagnoses and addresses job level, performance and reward issues and opportunities and makes recommendations to business and HRLT for structural change or adjustments to market positioning.
4. Insights/strategy and solutions
- Builds a picture of what’s happening in the organization and externally in order to spot opportunities and patterns within organization and uses these to develop new actionable, insights. Shares and discusses with HR Director - BP.
- Works closely with expertise teams and external specialists to keep ahead of emerging trends, ideas and innovations. - Uses knowledge of emerging trends to build innovative HR solutions to respond to short term challenges and leads the HR advisors to create solutions that deliver value in line with the business and HR plans.
- Actively participates in meetings in order to report on HR priority progress and emerging business needs.
- Manages and evaluates the efficient delivery of HR programmes and projects within the organization
- Training and coaching managers in delivery and dealing with concerns raised by employees.
5. Organizational Development
Team and Individual Effectiveness
- Develops and applies tools to assess needs related to organization development, uses diverse interventions in a joined up programme to address these
- Influences and challenges managers re: how to improve performance based on analysis of data relating to culture, values, environment, team effectiveness and change readiness
- Develops a business case for these interventions, based on sound data and insight, including impact of plan and risk
- Continues the journey of embedding the organizational values and behaviours into the organization.
Organization Design
- Facilitates discussions with senior managers to identify Org Design issues that need resolving.
- Increases effectiveness and productivity with innovative organization design and analytics.
- Works with managers to test the robustness of detailed organization designs, and assess the impact on factors such as behaviour, attitudes, culture, systems and communication. Feed this insight to HR Leadership team.
- Assesses opportunities to outsource activity to reduce cost or increase quality of work.
- Communicates to line Managers the design principles for jobs (i.e. job scope, spheres of influence, accountabilities, and internal relationships.)
- Facilitates business team decisions on design principles & ensure understanding of the pros and cons of organization design options
6. Change Management
- Develops a change-ready culture by engaging stakeholders, communicating a powerful vision, working in a transparent manner and creating trust.
- Translates the OD strategy into achievable plans and priorities, identifying any risks to delivery and unintended consequences. Tests plan with team involved in supporting the change.
- Manages the implementation of simple organization development interventions and change acceleration programmes to create a
culture/environment that positively impacts performance.
- Leads and influences change: develops detailed project plans, risk management strategy, assess and review the impact of solutions, stays alert to changes in context and makes appropriate corrections to strategy and solutions.
- Oversees the analysis of data to measure progress against the planned business case for change. Uses this to influence discussion as to next steps with line managers and HR Leadership.
- Creates an organizational identity internally and externally through the use of technology and innovative communication tools.
7. Coaching
- Coaches to improve individual and team performance based on deep understanding of organizational development practices.
- Develops and implements OD communication plans and engages managers and other stakeholders.
- Demonstrates and role-models high standards of personal coaching and mentoring.
- Coaches managers to assess the capability, culture and environment of the team using appropriate behaviour, attitude and culture models to build appropriate interventions to improve performance.
- Works in partnership with leaders to provide challenge, legal guidance and advice in dealing with difficult people issues in a fair, straightforward manner and without delay.
Yêu cầu ứng viên
- University graduate
- Background in social sciences/ economics/ HR
- Minimum 5 years of experiences in HR management
- Good at business partnering mindset and communication skill
- People skills and strong interpersonal skills
- Sharp at business understanding and general knowledge in HR
- Self-driven, proactive, can-do spirit for improvement
- Communication skills
- Presentation skills
- Influencing skills
- English proficiency
- Basic MS appreciation
- Teamwork, self-driven, discipline
- Background in social sciences/ economics/ HR
- Minimum 5 years of experiences in HR management
- Good at business partnering mindset and communication skill
- People skills and strong interpersonal skills
- Sharp at business understanding and general knowledge in HR
- Self-driven, proactive, can-do spirit for improvement
- Communication skills
- Presentation skills
- Influencing skills
- English proficiency
- Basic MS appreciation
- Teamwork, self-driven, discipline
Quyền lợi được hưởng
- Lương tháng 13 & thưởng thành tích
- Bảo hiểm chăm sóc sức khỏe cho bản thân & người thân
- Bảo hiểm chăm sóc sức khỏe cho bản thân & người thân
Cách thức ứng tuyển
Hồ sơ theo yêu cầu của nhà tuyển dụng khi liên hệ trực tiếp
Giới thiệu về công ty
SUNTORY PEPSICO VIETNAM BEVERAGE
88 Dong Khoi, District 1, Ho Chi Minh
Người liên hệ: Pham Thi Qui Hien
88 Dong Khoi, District 1, Ho Chi Minh
Người liên hệ: Pham Thi Qui Hien
Suntory PepsiCo Vietnam Beverage Company (SPVB), is 100% owned by foreign capital, and is a strategic alliance between PepsiCo Inc. and Suntory Holdings Limited, which was officially formed in April 2013. Our headquarters is located on the 5th Floor, Sheraton Hotel, 88 Dong Khoi Street, District 1, Ho Chi Minh ...Chi tiết
Suntory PepsiCo Vietnam Beverage Company (SPVB), is 100% owned by foreign capital, and is a strategic alliance between PepsiCo Inc. and Suntory Holdings Limited, which was officially formed in April 2013. Our headquarters is located on the 5th Floor, Sheraton Hotel, 88 Dong Khoi Street, District 1, Ho Chi Minh City. The company's mission and vision are to continue to strengthen and maintain the leading position in the beverage industry while living with the company's values. In the future, we will continue to pursue sustainable development objectives, bring benefits to our employees and business partners, and contribute to the communities where we do business and operations. Our employees are at the heart of SPVB. Through the Company’s commitment to Talent Sustainability, we continue to sponsor so that every employee can Grow Fully – Live Truly at SPVB. Ẩn chi tiết
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SUNTORY PEPSICO VIETNAM BEVERAGE
Địa chỉ: 88 Dong Khoi, District 1, Ho Chi Minh
Quy mô: 1.000-4.999 nhân viên
Việc làm tương tự
HR Manager - Business Partner - Manufacturing (Bac Ninh Plant)
Mức lương: Thỏa thuận | Hạn nộp hồ sơ: Đã hết hạn nộp hồ sơ