Human Resources Manager (Trưởng phòng Nhân sự)

Financial returns:
• Assist Director of HR in creation of and work within the established HR department budget and control expenses.
• Assist Director or HR in working with the management team in preparation and management of the Department’s budget and monitoring staffing to manage cost.
• Assist Director or HR in reviewing the resort benefits and compensation levels in comparison with service sector competitors and makes recommendations to ensure the resort remains competitive within the local employment market as appropriate.

People:
 STRATEGY PREPARATION AND IMPLEMENTATION:
• Based on meeting current and future marketplace, legislative, industry and business needs, create a strategy for development of people throughout the resort.
• Adopt new approaches to training and development to ensure the resort maintains and sustains a competitive advantage.
• Design a- comprehensive development plan and associated budget based on identified needs and planned activities.
• Design, develop and deliver (or manage the delivery of) appropriate development solutions to address identified needs. 
• Recommend cost effective solutions that contribute to improved business results.
• Source and manage external consultants in the provision of meeting specific training needs.
• Work with Director of Human Resources and management team to effectively facilitate development plans/secondments for people identified in Succession Planning reviews.
• Manage the design and development of Human Resource ‘product’ related training programmes (Performance Management, Remuneration Management, Interviewing skills etc) to assist Director of Human Resources Director in educating Managers.
• Ensure all programs are conducted at the highest standards and that trainers/facilitators are professional.

 RECRUITMENT SELECTION AND EMPLOYER BRANDING:
• Agree need for vacancy/resource.
• Identify potential resourcing solutions: External recruitment, Consultant or Internal Move.
• Responsible for recruitment approval process.
• Sourcing/campaigns.
• Interview.
• On boarding and follow through for manager’s levels.

 TRAINING MANAGEMENT FOR JOB PERFORMANCE AND DEVELOPMENT:
• Training plan for staff to ensure they perform well as resort requirement as well as serving their career development.
• Develop and implement the training program for newcomers to ensure their good integration into resort.
• Ensure monthly and yearly training program implemented as planned.
• When necessary and within resort financial budget, liaise with external training consultants to organize the most effective training courses.
• Ensure the training’s effectiveness and efficiency through training evaluation (both for trainers and trainees).
• Manage the Training budgets (in cooperation with Head of Department), and control costs against budget.
• Submit timely the Training Reports (Training Records, Training Budget, quarterly/annual Training Program, Training Program Evaluation, action plan to improve courses and delivery).
• Review/update relevant procedures (Training and Development) if necessary.

 PERFORMANCE MANAGEMENT:
• Closely work with Line Managers, Head of Departments and HR business partner team (HRBP) to ensure Performance Management circle (KPO, Mid-year review and yearend review) done properly and on time as per IHG standards
• Ensure employee’s evaluation recorded and computerized systematically.
• Support Director of HR on list of good performer through Mid-year review and Yearend review.

 CAREER PLANING AND DEVELOPMENT:
• Design, develop and facilitate practical programs and business ‘tools’ which will assist employees to manage their careers in order to realize their potential within the resort environment.
• In conjunction with Human Resources department, ensure there is a consistent application of Leadership competencies in all relevant HR practices (Performance Management, Personal Development Plan, Recruitment and Succession Planning).
• Closely work with Recruitment team on this Career plan whenever we launch the recruitment’s need.
• Manage all promotions up to manager level in consultation with the relevant HRBP to ensure reflection of competences and performance.
• Work with relevant HODs to ensure any salary revisions are aligned within new roles

 TALENT MANAGEMENT AND SUCCESSION PLAN:
• Assist HR Director in interviewing, selecting Talent profiles and design an effective development methods up to level N-3
• Assist HR Director to build up Succession Plan for Band 2 to Band 6.

 EMPLOYEE RELATIONS-WELFARE; STAFF ACTIVITES AND RECOGNITION PROGRAMS:
• Create programs foster a positive work environment for all employees. Support an annual team member satisfaction survey.
• Ensure the proper implementation of Employee Welfare, Staff Activities program and recognition the good performers to ensure a performance culture and work –life balance environment.
• Act as the first line of contact in Human Resources for any employee relations.
• Ensure that the HRBP is made aware of any sensitive employee relations issues that arise as appropriate.
• Support, develop and coach people managers to manage employee relations issues using University of Law policies, procedures and best practice, ideally resolving issues where possible informally.
• Build and maintain relationship with local Union representatives.
• Advise on occupational health issues, seeking specialist advice as appropriate

Required Skills –
• Communication skills are utilized a significant amount of time when interacting with others; demonstrated ability to interact with customers, employees and third parties that reflects highly on the resort, the brand and the Company.
• Good writing skills
• Proficient in the use of Microsoft Office
• Problem solving and organizational abilities

Qualifications –
– University graduate on Business Administration, Social Science and Humanity.

Experience –
• Mandatory: at least 5 years in HR professional areas and 3 years in leadership level for a worldwide company (esp for Organization, development).
• Beneficial: having experiences in recruitment and training function.