Vietnam HR Lead
2 months ago
Overview:
Build & execute HR strategy to deliver Business results for VNMU Foods through:
- Sustainable talent and organization development
- Creating a Values based, growth oriented and inclusive work culture
- Development, adaptation, standardization and implementation of Human Resources initiatives, processes and tools to meet local business needs
- Act as strategic business partner to GM and ExCom & other key stakeholders who provides technical expertise and advice on identifying and solving HR related issues.
- Build the HR team and capability to ensure consistent delivery of above
**Responsibilities**:
Formulate HR Strategy:
- Participate in business strategy definition and implementation for a sustainable and profitable overall business result and establish HR as a strategic constituent of the overall business process.
- Play a key role in supporting the delivery of AOP metrics (volume, net revenue, market share, profit, cash flow, organization health, I&D metrics, turn/churn, employee productivity, HSE etc) by ensuring that all HR interventions have a holistic organizational impact linked to business strategy.
- Develop, align and implement winning people strategies and plans to drive short and long term growth through talent acquisition, development & organization capability building - people planning, strategic staffing, on-boarding, retention, learning & development, performance management, reward & recognition, compensation & benefits, health & wellness, employee communication etc.
- Develop, implement and sustain employee relations strategies and programs that will ensure business continuity
Drive Change as a Change Champion:
- Drive change successfully to build and create a high energy, high engagement, fighting spirit, and driving result organization.
- Create and build a unique culture for the organization in order to attract and retain talents.
Strategic Planning:
- Consul & support LT in designing capable organization structure & planning sufficient manpower to deliver their business strategies & objectives in short/ medium/ & long-term:
- Reskilling and upskilling: identify training needs and assist the Talent Management, together with partnered functions in aligning training programs with business objectives.
- Strategic workforce planning: ensure the company’s workforce has the right size, shape, cost, and agility for the future.
- Succession planning: select and develop key talent to ensure there are talents to fill in critical roles.
Coaching & consulting Management Team on HR matters:
- Have a clear understanding of the way current and future challenges affect the people at the organization;
- Provide effective advice and coaching to key stakeholders & empower leadership to handle any people matters in the organization;
- Conduct weekly or bi-weekly meetings with business leaders and provide HR advice where necessary;
- Be up-to-date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance;
- Provide guidance on the creation and implementation of HR processes and policies.
Building a competitive organization:
- Helps the organization win clients and acquire and retain the best talent; help the company stay on top of the market place;
- Conduct day-to-day performance management guidance to line managers (for example mentoring, career planning, coaching, etc.);
- Help line managers deal with organizational, people, and change-related issues;
- Optimize organizational design to increase productivity and improve performance of the business;
- Collaborate with other HR team members on implementing innovative, diverse, & inclusive recruitment strategies;
- Develop or assist in developing a future-proof compensation and benefits strategy;
- Implement reward and recognition interventions to increase bottom-line results and employee engagement.
Be a company culture and employee experience champion:
- Build and maintain a strong organizational culture, as well as continuously improving the employee experience through the core responsibilities:
- Provide advice and suggestions for culture-related initiatives, such as cultural transformation, OHS improvement, etc.;
- Implement HRM interventions on employee wellness, diversity and inclusion, or talent management;
- Working together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted turnover.
Build HR as an excellent & trustworthy Partner to business stakeholders:
- Find a personal and professional way to approach the partnered functions and become their trustworthy & strategic HR Business Partner.
- Bring HR values to support business & organization.
Play the role modelas the compliance protector in the organization:
- Ensure all Company’s policies and processes related to human resources are strictly complied with PepsiCo compl
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