Director, HR Business Partner

**Job Purpose**

**Key Accountabilities (1)**

1. Role of “ Strategic Business partner”:

- Actively and flexibly use all resources to offer human resource solutions, positively contribute to the business performance of the unit.
- 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.
- Advise units in designing / modifying organizational structure, rearranging resources effectively to achieve strategic goals.

**2. Role of “ Trusted advisor”**:

- Representatives of the HR Division for a group of units and managing groups staff and / or having diversity and complexity in business / support / control activities..
- Representing the unit in matters of talent in the organization.
- Ensure effectively 2-way communication between business units at the Division / Company level and the HR Division in exchanging, consulting and supporting human resource issues.
- Implementing HR strategies, policies, programs and plans to increase the efficiency of individuals và organizations in accordance with the general direction and plans of the State Management Division.
- Guide the unit to take measures to improve the commitment and efficiency of employees to the Bank, promote business activities, build a strong and efficient financial culture to optimize resource efficiency.
- Identify, evaluate and nurture BUs talent, develop plans to develop and retain competent staff, develop a new generation of leadership for the unit
- Coordinate with the HR departments concerned to contribute ideas to build job description boards, position assessment tools, tools to build targets and evaluate work performance for employees and consultants, support for implementing agencies.
- Coordinate with the leaders 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.
- Organize and implement the work of disciplining and rewarding for employees.
- Guide and support unit leaders 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.

**Key Accountabilities (2)**

3. Role of “Change Agent”:

- Accompany the head of the unit in effectively managing the change from organizational structure, business model to coordination mechanism, process, authority / authorization
- 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 HR Division.
- 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 unit.

4. Role of “ Operations Manager”:

- Consult and accompany the unit in planning talent needs and managing human resources budget.
- Ensure the personnel activities of the business unit are in accordance with the Bank's regulations and the law, on time and with the quality of periodic work
- Provide personnel reports periodically or upon request. Analyze the indicators, make judgment and forecast on the data with suitable solutions
- Identify the unit's risks during operation, and coordinate with relevant units to come up with methods to measure and minimize risks.
- Ensure that the department's activities comply with the internal policies, regulations, procedures, guidelinesand service quality commitments (SLAs).
- Organize and coordinate the implementation of action programs applicable to 1 group of units (SnD, Support / Control Units, Business Units, Subsidiaries).
- Be the focal point to synthesize information and represent a group of units.

5. Other jobs:

- Perform other jobs directed by the functional director / director

**Key Accountabilities (3)**

**PEOPLE MANAGEMENT**
- Oversee human resources planning and execution (headcount & costs) of their function/ sub
- function
- Attract, onboard and retain the right talents for a high
- performing team
- Establish and communicate sub
- function/ function and individual KRAs/ KPIs, goals, action plan, expectations and results to reporting line
- Manage sub
- function/ function performance & provide feedback regularly (following the annual performance management cycle)
- Define team’s capability