HRBP Supervisor

Role of HRPB in Comercial & Functional HR Strategy
• Play in role of HRBP in Commercial
• Understand overall HR vision, strategy drivers, must-win battles, HR Agenda & activities, together with partnered business KPIs and how to drive concrete actions to support HRBP Manager and HR Team to achieve the aligned KPIs with excellent performance.
Change & Culture building
• Support HRBP Manager to organize all staff activities to deliver cultural building in your partnered Functions/ BU successfully.
• Support HRBP Manager to implement the change project and culture change in partner functions/ BU including budget planning, supplier sourcing, communication designs, etc. to lead the change successfully.
Recruitment
Performs and is involved in all recruiting processes ranging from:
• Understand manufacturing labor market for Non-Manager level, especially in construction and heavy industry to build a strong sourcing database for Non-Manager recruitment to enable provide right fit & qualified candidates to Line Manager within agreed time frame.
• Build strong rapport with all interviewed candidates during & after the interview. Show care to Non-Manager new hired and follow up their on-boarding program until end of probation.
Talent Development
• Able to identify hi-performers & hi-potential of Non-Manager level in assigned functions/ BU.
• Support HRBP Manager to consul and support Line Managers in designing development program and design career perspective to employee.
• Closely follow up the development plans for this group of people and their actual progress to take prompt action on their career development.
• Build close rapport with hi-performers & hi-potential Non-Manager employees to understand their insight, be a trust worthy partners to support them as needed.
Training & Development
• Support HRBP Manager in working with Line Manager in identifying Training Needs for Non-Manager level which can address the capability area of improvement in order to grow the organization to deliver business objectives.
• Follow up in their post training evaluation and development.
• Able to give input for HRBP Manager when justifying in all promotion cases of Non-Manager level

• Education: University degree. Having HR management degree is preferable.
• Work Experience: at least 3 years of experience in the same position or similar job with successful proven records.
 Possess sense of business acumen.
 Negotiation & Influencing skills.
 Possess High level of passion.
 Able to lead mini-Project Management in staff activities.
 Able to work with less supervisory and deliver expected outcome results.
 Think out of the box & creative is preferable.
 Professional grooming and appearance.
 Good at Vietnamese & English communication (speaking & writing).
 Presentation skill.
 Interviewing & selection skill.
 Performance Management.
 Talent identification & development at Non-management level.
 Basic C&B.
 Basic Labor Legal.
 Employee Relations.
 Administration Management.

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