Talent Acquisition and C&p Business Partner Manager

7 months ago


Ho Chi Minh City, Vietnam STADA Arzneimittel AG Full time

At STADA we pursue our purpose “Caring for people‘s health as a trusted partner” worldwide. Originally founded by pharmacists, we are a leading manufacturer of high-quality pharmaceuticals. More than 12,300 employees around the globe live our values Integrity, Entrepreneurship, Agility and One STADA to achieve ambitious goals and shape the successful future of STADA.**PYMEPHARCO** is an affiliate of STADA and proud to be the leading pharmaceutical manufacturer in technology in Vietnam when owning three modern production systems meeting EU-GMP standards, including: Betalactam antibiotic production system in tablet form; Betalactam powder injection production system; and Stada Vietnam Pharmaceutical Factory for a non-Betalactam tablet with a capacity of 4 billion tablets / year, fully capable of participating in the global supply chain and meeting the demand for high quality drugs with reasonable price.**Talent Acquisition and C&P Business Partner Manager**
- HCMC | Viet Nam (VN) | Full-time | Fix-term**Report to**:Head of Culture & People**

**Job Purpose or Summary**:

- Work as the key communication and coordination point for all HR tasks and SOPs, and deliver high-quality stakeholder management for in-charge divisions in all HR issues from a short-term to long-term perspective.**Main Responsibilities**
- **Business Partner Support and Relationship**
- Understand the business practices, policies, roles and responsibilities, and people to ensure the rest of C&P team (Talent Acquisition, Total Rewards, Talent Management, General Admin) is connected and informed
- Understand the business practices, policies, roles and responsibilities, partner closely with Head of Department to ensure C&P goals and objectives are clear and consistent with business objectives; drive the creation and execution of established C&P objectives each year with clear standards for timely and high quality deliverables
- Identify and forecast changes in the unit's people to provide appropriate solutions to improve the unit's operational efficiency, while attracting, developing and retaining talents.
- Understand the talent needs of the unit, predict the capacity and business development trends to provide new knowledge and skills training programs for employees to meet new business requirements.
- Ensure effectively 2-way communication between business units at the Division / Company level and the C&P Division in exchanging, consulting and supporting human resource issues.
- **Organizational Design**
- Provide organizational design support and guidance; partner with leaders to assess organizational strengths and opportunities and develop appropriate action plans, rearranging resources effectively to achieve strategic goals.
- Drive the annual Talent Planning Process for all levels in responsible functions, including succession plans, development plans and potential career paths for key positions and high potential employees. Oversee senior management succession and leadership planning and development to prepare the organization for transformation.
- **Performance Management**
- Based on guideline/ framework from Talent Management, coordinate with HoD of the employee's performance assessment unit to develop a training plan in accordance with the personal career development roadmap according to the standard training framework.
- Partner with HoD to execute salary increase process on time and on budget; partner to outline and quantify requests for additional funding as required in collaboration with Total Rewards team
- **Employee Relations**
- Organize and implement the work of disciplining and rewarding for employees.
- Collaborate with Compliance and Legal and to address sensitive issues. Guide and support management team in conflict / conflict situations in industrial relations.
- Predict and identify risks related to personnel fluctuations and human factors in business activities; consulting and coordinating in the implementation of risk prevention and control measures.
- Partner with the leadership team to create a motivating, supportive and productive work environment for all levels
- **Change Management**
- Accompany the HoD in effectively managing the change from organizational structure, business model to coordination mechanism, process, authority.
- Communicating, guiding the implementation of personnel policies, ensuring timely accurate updating of personnel information from the unit.
- Collect feedback and suggestions from the service provider, personnel policy, as a basis for improving the efficiency and quality of the regulations, processes and instructions of the C&P department. Encourage behaviors and capacities consistent with organizational culture and professional and advanced human resource management methods.
- Training, fostering leadership skills, human management of managers through personnel activities at the respective departments
- **People Management**
- Based on guideline/ framework from Talent Management



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