Job 2382 HR & Admin Manager

#2382 HR & Admin Manager

A network of over 30,000 employees, operating ports and terminals in over 26 countries in Asia, the Middle East, Africa, Europe, the Americas and Australasia.

Ba Ria - Vung Tau

Job Description:

Department/Section: HR.
Direct report: General Director.
Working place: Ba Ria – Vung Tau province.
Working time: From Monday to Friday, 8hrs a week!
Transportation: Company provides the shuttle bus from HCMC

Definition of Authority:

Have the right to perform and self-determinate the work. (I)
To perform but inform his/her managerial level and other interested parties. (II)
To consult with his/her managerial level or other interested parties before performing. (III)

Primary responsibility:

To lead and manage all aspects of HR – Admin function to assist in achieving business and growth goals for Company including (but not limited to) the following: HR strategy & policy, recruitment, and selection, compensation & benefits, Staff relations, training and development, performance management, organization culture, organization development, personnel administration, company administration.
Another importance of this role is facilitating the building of Staff capability and the implementation of cultural change initiatives consistent with the organization's objectives.

Workforce planning and recruitment:

Set up annual Headcount Budget and manage effectively HR cost. III
Establishes and disseminates the company’s rules and regulations for manpower planning and staffing. III
Formulates the recruitment plans based on the set annual Headcount Budget. I
Institutes effective techniques and processes to identify qualified candidates. I
Ensures the placement of successful candidates as the requisition. I
Making preliminary terms and conditions to employ new hires. III
Providing and facilitate the induction training courses for new hires to equip the proper integration in the job and working environment.I
Review, analyze statistical information and provide appropriate action plans e.g. New Hires, Turnover. I

Compensation and Benefits:

The key driver to set up & maintain salary structure, compensation & benefits (C&B) policies.
Participate in market total compensation survey to update the market trend (including general survey and specific survey), conduct necessary analysis to benefit proposals/ adjustments.
Ensure C&B policies are competitive, reasonable with the market and updated time to time basis.
Manage smoothly C&B operation including payroll, insurances, welfares, etc.
Offer Staff the equitable salary on the basis of the value of their job responsibilities and their contributions to the objectives of the Company.
Making the appropriate salary action is taken in relation to personnel activities such as hiring rate,
promotion and reclassification increases, general salary adjustment and other forms of salary movements
Closely keep in touch with the Group HR Team to conduct an annual TCR program for the managerial level.

Training and Development:

Conduct training needs analysis (TNA) for staff to identify the competency-gap vs the competency description to maximize the high performance of company business. II
Facilitating the company business & strategy into the training development program. II
Build up and delivery the training & development requirements/plans for all Staff in line with Company policy/objectives.I
Set the annual training budget and closely manage effectively training costs. III
Playing the role as the internal Trainer and enhance the effectiveness of an internal training program. II
Establishes the on-the-job methods of training, coaching, and development in accordance with the identified needs of Staff. II
Establishes and disseminates policy and procedures for training and development. III
Evaluates the results of a program to determine its effectiveness. II

Organization and Development:

Coordinate with the functional manager to set up the job description, job evaluation, job grade, organization structure and keep it updated time to time basis.
Ensure a succession plan is available and corresponding development plans in place for all identified succession plan positions.
Co-ordinate to build a sound, positive, professional organization culture/working environment and implement culture change initiatives consistent with the organization's direction (vision, mission, values, core working principles). Promote and communicate Company Core Values.

Industrial Relations:

Act as an official company speaker to staff and key consultants in staff grievances.
Ensure labor discipline and company regulations, code of conduct, labor law, legal requirements are effectively disseminated and complied with.
Monitor Trade Union relations and government relations, implement initiatives to ensure satisfaction among staff majority to retain talented staff and minimize staff turnover. I
Maintains continuous communication between Staff and Management focusing on issues or situations in the workplace that may arise conflict or problems.
Ensures that Staff concerns or problems are restrained or minimized and resolved expeditiously to the satisfaction of both parties.
Provide HR consultation and assistance to managers of all levels and Management.

Performance Management:

Design effective practice performance management for BU in line with Group PMS.
Coordinate the performance management and monitor the annual performance appraisal, ensure the appropriate training for application to Staff are conducted prior to implementation.
Implement initiatives to leverage a high performance within an organization
Ensure the system is updated time to time basis and in align with TCR, training and development, Organization development.

Company Administration:

Set up the relevant policies and procedures to manage the admin activities.
Conduct Admin tasks: canteen, landscape, office facilities, annual Health examination stationery, etc. IManage the admin cost-effectively, implement initiatives to save the admin cost to the company.
Build up company events program such as Family day, Outing workshop, Anniversary, etc.
Approval of all HR & admin related invoices as per the authorisation matrix.
Facilitate appropriate celebrations and recognition of events for the company.

HR Information System:

Formulate, review the organizational chart in accordance with the company’s structure change.
Formulate an effective method for acquiring information, such as the Staff’s status, conduct, development, work condition, and other personnel.
Provide YTD information and ensure that such records are up-to-date for immediate reference.
Support Managers in coordination of personnel movements, i.e. transfers, annual leave, promotions.
Making fully report to Management on time basis as required.

Qualification:

- Education: BA major in Human Resources Management or relevant field, a master qualification is preferable. Good knowledge of international HR Management and a good concept of business management.
- Experience: Minimum 08 years’ experience in the HR field mainly in an international company with a size of 500 to 1,000 headcounts (including at least 4 years as an HR Leadership role).

Key Leadership Competencies