HRBP Manager

Would you like to grow with one of the best leading insurance company in the world?
Would you like to develop yourself in a dynamic and open environment?
If YES, Prudential Assurance Vietnam is looking for you!

Prudential At a Glance
Being one of the leading life insurers, Prudential Vietnam is privileged to provide insurance services to millions of Vietnamese people. Prudential Vietnam has one of the largest market shares in the life insurance market with a wide range of products.

We are proud of being an Employer of Choice thanks to our great values and benefits given to our employees. Our reputation and success are built upon the talent and commitment of our people. We set the promise to our employees that we care and share in the open environment with the culture, vision and mission throughout four values: Pioneering, Thriving, Fulfilling

This role is critical in driving and accelerating PVN’s HR strategy across Departments and achieving HR functional excellence. As an HR generalist, the incumbent will assist the Head of HRBP and all relevant stakeholders in supporting the business requirements and delivering the HR agenda for the relevant functions through operational effectiveness and strategic partnership. The incumbent will manage and drive key function initiatives and HR related projects, leveraging the specialist skills available within the country HR, including organisational effectiveness, performance management, strategic resourcing, talent management and leadership development initiatives

Job Responsibilities: covering all HRBP responsibility from N-2 down
Culture and Organization:
• HR Lead for all restructures within their focused customers, utilizing the management of HR Policy in terms of people management (termination, compensation process etc.), ensuring that formal consultation processes take place with all affected staff and the trade union.
• HR lead on all compulsory redundancy processes, ensuring compliance with labor law and the HR policy, Internal rule and regulation, Termination process etc. where appropriate
• Reinforce Performance Culture Mindset from Managers to Staff level by coordinating with relevant Specialist team and TLT, Head of HRBP to train, educate their understanding, knowledge and apply the performance and compensation management effectively to retain High Performers.
• Support cultural changes across the team through a variety of different methods, including implementing action plans following the Staff Survey, enabling managers to more effectively line manage their staff, strongly encouraging managers to take greater responsibility for their staff.
• Provide advisory, solution to Partners on how to manage resources effectively and be on track with headcount, personnel cost budget
• Follow-up resources management of their partners and alarm senior level if it’s not well-managed.

Employee Management:
• Closely work relevant team members (HR Specialist and Head of HRBP) to ensure that all HR policies and procedures are regularly reviewed and continue to reflect both up-to-date employment law and best practice.
• Be responsible for running regular HR training sessions / workshops to provide line managers with the latest information on employment law changes, HR policies, Process and guidelines and how these will impact on their management responsibilities.
• Support employee engagement processes by supporting the Specialist team or Head of HRBP / CHRO at the Staff Forum (Town Hall meeting, Pru teambuilding, etc), Annual Staff Survey with its action plan
• Provide advisory on people management (Good and Poor Performers) through different process (PIP, Retention)

Remuneration Practice’s support
• Liaise with all Managers to ensure that all Job descriptions are updated and in line with Market’s practice
• Lead all training workshops regarding Total rewards after Rewards team training provided
• Together with Rewards Manager to follow salary structure in compensation decision, do job matching and job evaluation, benchmark with external and internal data to provide advice to their Partners.
• Be responsible to conduct Market intelligence Data Collection through hiring process and their own network.
• Together with Rewards team to build Recognition program.

Talent Management and Acquisition:
• Be responsible to identify, assess, develop and retain Talents in Talent management process by coordinating with Talent Management team
• Act as an ambassador in acquire external talents through different methods
Training and Development:
• Be responsible to analyse training needs analysis for your target customers, propose training and development plan to Specialist tem.
• Be responsible to assess their improvement after training and development activity

Partnership:
• Consult their partners on Human Resources issues.
• Act as employee champion and change agent.
• Assess and anticipate HR-related needs of their partners.
• Communicate needs proactively with HR COE's (Centers of Expertise) to develop integrated solutions. Partners across HR functions to deliver value added service to their partners.
• Participate in key meetings with their partners to bring HR expertise to business/operational discussions with linkage to HR.
• Be responsible staffing management (hiring for below Mancom level and making sure Mancom level up to be filled as per SLA)


***Key Accountabilities:
• Supporting the Head of HRBP / CHRO to achieve the HR & Development team’s strategic objectives, as set out in the HR Strategic Action Plan by acting as the HR lead on a range of different projects and responsibilities.
• Acting as Change Agent in managing Organizational Change where this relates to HR related activities e.g. restructure compulsory redundancies and voluntary severance schemes etc.
• Providing a high quality consultative service to Partners, which assist them in meeting their business objectives. Provide key support to HR COE’s (Center of Expertise) in various areas, as appropriate related to their scope of customers.
• Aligning HR strategy with the business objectives of their partners

1. Graduate in HR Management / Commercial / Economy / Others with minimum of 5-8 years relevant HR work experience and at least 2-3 years at a Management level.
2. Good sense of people, business acumen, networking, People management
3. Interpersonal skill, strategic communication (included Influencing) skills
4. High agility – mental, change, people
5. Logical and structured thinking.
6. Fluency in written and spoken English and Vietnamese

- 13th month salary & Competitive Bonus & 20 days of annual leave
- Financial Support, Health care and Well-being programs for all staff and their family
- Extensive training program

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