Nguyễn Thị Ngọc Mai

I. Human Resourse Business Partner:
- Developed and implemented HR strategies aligned with business objectives - Managed full HR functions, including recruitment, training & development, performance management, and employee relations
- Oversaw performance appraisal systems to drive employee productivity and engagement
- Maintained compensation, benefits, and HR policies in compliance with company standards
Identified training needs and implemented development programs to enhance workforce capabilities
- Fostered a positive working environment and organizational culture
- Provided HR insights and reports to BOD, supporting strategic decision- making
II. Talent Acquisition Supervisor:
- Led, coached, and motivated a team of recruiters to achieve hiring targets
- Managed end-to-end recruitment processes, ensuring timely and quality hiring
- Set KPIs and monitored team performance
Conducted regular team reviews and provided guidance to improve effectiveness
- Supported onboarding and team expansion initiatives
- Researched and applied innovative recruitment strategies.
III. Senior Talent Acquisition Specialist:
- Managed end-to-end recruitment process for high-volume positions within the hospitality and service industry.
- Collaborated with department heads to fulfill workforce planning and ensure timely hiring delivery.
- Built and maintained a strong candidate pipeline to improve time-to-hire and recruitment efficiency.
IV. Learning & Development Specialist:
- Developed and implemented learning and development programs to support employee growth and operational excellence.
- Partnered with department leaders to identify capability gaps and design targeted training solutions.
- Monitored training impact and optimized learning strategies to improve overall workforce performance.
V. Training Coordinator:
- Coordinated and organized training programs, including scheduling, materials preparation, and logistics support.
- Collaborated with department heads to identify training needs and ensure effective implementation of training plans.
- Monitored training effectiveness and maintained training records to support employee development and compliance.

I. Assistant Human Resource Manager:
1. Total headcounts: Managed full HR operations for a large-scale integrated hospitality complex with 1,200 employees, 1,500 rooms (villas & hotel) across 1,300 hectares
2. Strategic Contributions:
- Developed and executed human resources strategies aligned with business objectives, ensuring effective workforce planning and operational excellence across a large-scale organization.
- Directed end-to-end HR functions, including talent acquisition, onboarding, learning & development, performance management, employee relations, and compliance, ensuring consistent service standards.
- Strengthened organizational culture and employee engagement, driving improvements in retention, productivity, and overall workforce performance.
- Led strategic initiatives in talent acquisition, performance management, and employee engagement, supporting sustainable business growth.
- Designed and implemented a comprehensive training framework, enhancing employee competencies, service quality, and overall guest experience.
- Partnered with department heads to optimize organizational structure, manpower planning, and operational efficiency.
- Provided strategic HR advisory to senior leadership, supporting business expansion and organizational transformation.
- Leveraged HR data and insights to support decision-making and drive continuous improvement initiatives.
II. Assistant to BOD:
1. Strategic Contributions:
- Acted as a strategic liaison between senior leadership and departments, facilitating the implementation of organizational and training initiatives.
- Supported the development and rollout of training programs and organizational development initiatives, aligning employee capabilities with business goals.
- Identified training needs and competency gaps across departments, contributing to workforce development strategies.
- Assisted in standardizing processes and improving service quality through training and performance monitoring systems.
Contributed to enhancing organizational efficiency, employee performance, and service excellence through data-driven insights and coordination.
2. Key Responsibilities:
- Supported the Board of Directors in strategic planning, execution, and performance monitoring across departments.
- Coordinated cross-functional operations, ensuring alignment between business objectives, workforce capability, and service standards.
- Managed executive schedules, meetings, and corporate events, ensuring efficient communication and decision-making processes.
Prepared reports, presentations, and analytical insights to support senior management decision-making.
- Monitored departmental performance and project progress, ensuring timely execution of strategic initiatives.