HR Executive

Job Description

1. Recruitment and Talent Acquisition

- Receive recruitment requests from Departments/HRM

- Post recruitment, screen applications and coordinate with the Head of the Department to interview and select suitable candidates

- Update and manage candidate data, send interview invitations and interview results to candidates

- Collect necessary documents for the step of verifying qualified candidate information

- Draft job invitation letters and submit to HRM for approval

- Support HRM in planning and annual recruitment budget for approval by the Board of Directors

- Build relationships with candidates and employer branding

- Support HRM in building and updating job descriptions for the company's recruitment positions

- Propose appropriate recruitment channels and trends

2. Process for new employees

- Send job offer letters to candidates and required documents from the company. Collect all these documents to store in the employee's file according to regulations.

- Prepare assets, tools, and necessary documents for new employees to receive the job. Handover, sign and receive on the first day of work and store this file according to regulations

- Notify the direct manager of the new employee about the plan to welcome the employee, monitor the job training process from the direct manager, arrange the integration training schedule of HRM and the Department of Labor and Invalids

- Send a letter of introduction to the new employee to the entire company, add new people to related work groups

- Introduce the new employee to the entire company, guide the use of common areas and facilities of the company

- Update new employee information into the (soft) employee data file

- Monitor and support new employees promptly during the probationary period, make appropriate and timely suggestions

- Monitor probationary evaluation, send emails and forms to new employees and direct managers for evaluation, receive results and proceed to the next step

- Draft labor contracts, declare & report increases in social insurance, and health care insurance, register tax codes, reduce personal income tax (if any) for new employees

3. Training, Development, and Safety

- Implement safety management and environmental health standards

- Implement training programs for employees according to assigned plans/requirements

- Implement consensus documents, and training commitments according to Company policies

- Monitor and summarize training results, prepare assessment reports on training results, survey and record employee satisfaction

- Support HRM in planning and budget for employee training during the year

4. Performance Management and Development

- Coordinate with HODs and HRM to organize employee performance appraisal program as planned

- Propose plan employee development based on appraisal results update

- Update job descriptions and requirements after performance

- Implement/monitor productivity enhancement changes as required by HRM

5. Staff engagement

- Organize regular activities for employees weekly (happy hour), monthly (happy birthday), and yearly (team building)

- Propose new and exciting activity programs and develop employee engagement through pre-planned themed activities

Job Requirement

-         Education: a bachelor’s degree in Human Resource, Business Administration (BA), Law or related.

-         Experience: A minimum of 2 years of experience in HR functions is essential prefer on recruitment, performance management, training or staff engagement.

-         Analytical Skills: Superior analytical abilities are crucial for developing statutory returns and ensuring compliance with labor laws. This includes interpreting data, conducting trend analysis, and making data-driven decisions.

-         Hiring Process: Experience and understanding of the entire hiring process, including sourcing, candidate assessment, interviewing techniques, and selection criteria.

-         Excellent communication and presentation skills, with proficiency in Vietnamese and English, verbally and in writing to to effectively interact with employees, external stakeholders, and present HR policies, procedures, and reports.

-         Software Proficiency: Proficiency in using HR management software and tools such as MS Office (Word, Excel, PowerPoint) and Google Docs for documentation, reporting, data analysis, and presentation purposes.