Job Purpose

Plan and develop strategies for organization and human resources to optimize human capital in alignment with the company’s growth, ensuring compliance with company regulations and legal requirements. The Chief Officer must adhere to the working principles: manage, direct, and supervise 75% - specialized tasks 25%, without intervening in employees' specialized tasks to provide them opportunities to develop and improve their work.

 

Job Responsibilities

1. Human Resource Management (30%)

1.1 Recruitment:

• Develop and update the recruitment process and budget on a quarterly/annual basis for CEO approval.
• Review and approve quarterly/annual recruitment plans based on the company’s overall plan.
• Review and decide on the annual communication, promotion, and employer branding plan to increase recognition and competitiveness in the labor market.
• Direct, issue, and guide the implementation of the quarterly/annual recruitment process for related units to comply with.
• Supervise and inspect the collaboration with functional departments to develop job descriptions and competency standards suitable for roles to determine recruitment standards.
• Review and approve recruitment tools to ensure accurate and scientific evaluation of candidates.
• Review recruitment proposals for CEO approval to timely supplement staff for units.
• Evaluate the success rate of recruitment and the quality of interviewers to propose measures to improve recruitment quality and efficiency.

1.2 Labor Relations:

• Review the job evaluation and termination process for CEO approval.
• Supervise the proper execution of termination procedures to ensure mutual benefits and legal compliance.
• Supervise and evaluate the disciplinary process to ensure fairness.
• Supervise the performance evaluation of employees at the end of their probationary period to decide on contract renewal or termination.
• Review and approve/decide on the implementation of legal adjustments related to labor relations.
• Monitor and ensure compliance with labor-related regulations and legal adjustments.
• Track and analyze turnover rates and reasons for leaving to propose suitable management solutions.

1.3 Reporting:

• Review and approve monthly, quarterly, and annual reports to ensure timely and comprehensive information submission.
• Supervise and review departmental reports to avoid omissions.
• Monitor the update of report files and data for quick extraction when needed.

2. Training Functions (20%)

• Review and propose training policies and processes for CEO approval.
• Review and approve quarterly/annual training plans and budgets for new and existing employees for CEO approval.
• Supervise and inspect the implementation of orientation programs for new employees, training needs analysis, sourcing internal or external trainers, and execution of training programs to ensure quality and effectiveness.
• Evaluate post-training quality to ensure the investment's effectiveness.
• Compare actual training implementation against approved plans to make necessary adjustments.
• Supervise and evaluate training costs against the approved budget to ensure no budget overruns.
• Review and approve adjustments to training policies, processes, and procedures based on feedback from trainees, managers, and instructors.

3. Corporate Culture and Internal Communication (20%)

• Review processes to diversify internal communication channels for CEO approval.
• Review annual plans for organizing activities, events, and budgets for the internal communication department for CEO approval.
• Direct, issue, and guide the implementation of internal communication processes for related units to comply with.
• Supervise the collaboration with related units to develop and implement cultural and sports activities, online-offline events, and internal customer service hotlines to establish the company’s core cultural values, fostering mutual understanding, and increasing pride and love for the company.
• Supervise the development of internal communication channels (e.g., fan pages, bulletin boards), engage with units about employee policies, develop internal survey tools to understand employee sentiments.
• Review and evaluate progress reports related to internal communication plans.
• Review and assess employee satisfaction rates concerning income, career advancement, training, etc., to propose measures to enhance employee happiness at VTR.
• Supervise the implementation of internal communication processes to ensure transparency and a healthy culture.
• Monitor and control actual internal communication expenses against the approved budget to make necessary adjustments.
• Supervise the reception and handling of feedback from units to propose appropriate improvements.

4. Compensation and Benefits (20%)

• Develop salary and bonus regulations for approval as a basis for salary payment, recruitment, and employee motivation.
• Develop welfare policies for approval as a basis for addressing employee benefits within management’s responsibilities and authority.
• Supervise the accurate and timely calculation and payment of salaries to ensure employee satisfaction.
• Supervise periodic job evaluations as a basis for salary increases, bonuses, and disciplinary actions according to regulations.
• Supervise the proper administration of sick leave and maternity benefits as per legal regulations.
• Supervise the reception and handling of employee feedback on salaries, bonuses, and benefits to propose appropriate adjustments.
• Monitor and control the annual salary and bonus fund against the plan to ensure budget compliance.
• Supervise the update of advanced salary, bonus, and benefit methods and labor law regulations to propose improvements to salary regulations.

5. Organizational Functions (10%)

• Develop, consolidate, and submit organizational structure, functions, and tasks of units for approval to improve operational efficiency.
• Propose and implement restructuring, establishment, dissolution, and streamlining plans to meet operational and development requirements.
• Supervise the procedures related to the establishment, merger, dissolution of departments, and ensure sufficient and timely procedures while coordinating with units to develop professional work processes.
• Supervise the reception and handling of feedback from units to propose appropriate improvements.
• Develop and submit for approval the regulation on planning, appointment, and rotation of staff to guide employees in career development and human resource growth.
• Develop and submit for approval job standards for each position and specific evaluation criteria to enhance the responsibility of managers within their authority.
• Supervise the assessment of human resource capacity for planning, appointment, transfer, rotation, and selection of suitable personnel.
• Implement staff transfers, appointments, dismissals, and layoffs according to the company's plan or direction, and unit proposals to maximize employee capacity within their management responsibilities.
• Supervise the implementation of planning and appointment procedures to ensure fairness and compliance with established principles.