Hồ sơ ứng viên

The HR Executive of Sedona Suite Hanoi’s responsibilities include:
• Human Resources activities:
- Set up the Working Rules and Regulations and help Trade Union establishing the Collective
Labour Accord.
- Be responsible for HR functions of the company such as: taking care of staff safety, performance
management, staff compensation and benefits, giving consultancy/decision on discipline cases,
handling staff disagreement, organizing staff activities.

- Deal with Vietnamese Authorities for employee’s interests, rights and procedures such as: Social
Insurance Co., Health Insurance Co., Labour, War Invalids and Social Affair Department and
Police.
- In charge of payroll and HR reports to headquarter in Singapore timely and accurately.
- Handle recruitment and selection by acting as proactive hunter for qualified candidates. Conduct
interview together with managers for hiring process and decision.
- Assist GM in conducting compensation and benefit analysis. Propose yearly salary review for GM
final decision.
- In charge of HR budgeting and headcount.
- Maintain employee records, files appropriately and handle others admin works
- Others if required / assigned by the General Manager.
• Training and Development:
Sedona Suites Hanoi aims to provide training and development opportunities for all employees to
impart skills and knowledge necessary to improve their job effectiveness and efficiency within the
property.
- Conduct 02-day training course named TIGER (Training in Guest/Employee Relation) to all staff,
helping them accomplish their own objectives which they established during the course, the
mission and goals of the organization.
- Provide support and coordinate with all heads of departments for the development of their staff
knowledge and skills such as:
+ Internal training: On-the-job training, TIGER, telephone skills …
+ External training: Customer Services Course, First aid training, Training For Result, Personnel
Management Course, English classes, Japanese class ...
- Support and consult Heads of Departments for the Annual Training Plan by Training Needs
Analysis.

The Senior HR Specialist of Motorola Vietnam Telecommunication’s responsibilities include:
• Compensation and benefit: Work together with Rewards and Business HR who are based in
regional in implementing and planning staff compensation and benefit. Provide sharing/update to
regional HR team on local market trend for proactive action and decision to cope with market
instability.
• Local HR representative: Provide local input and execute global and regional HR
strategies/projects in Vietnam. Present and communicate them to local team.
• Recruitment and Termination: Manage external headhunters and sources to find qualified
candidates for all business sectors' vacancies, conduct interview, work out the offer, negotiate
remuneration, do employment process and orientate new hires. In charge of the termination
procedure: final payment, handover and other related works as required by local authorities.
• Training and development: Analyze the training needs; coordinate with managers to make suitable
training plan based on employees’ performance, career development, business strategy then
working with Motorola University to organize appropriate training sessions to them. Follow up to
evaluate the impact of the skills application on the business result and employees’ performance.
• Reward and recognition: Work together with Rewards, Biz HRs and Managers to identify,
develop, recognize, reward and retain talents and key leaders in the most effective way.
• Connection: Be a bridge between management and employees to solve their issues, build effective
solution for them. Target to decrease employee issues, engage employee results in high
performance.
• Decision making: Make decisions on most of local HR issues. Contribute in management business
meetings to provide HR perspective on key organizational issues and business decisions.
• Operations: Revise and propose to the senior management the local policies, Rules and
Regulations. Self-manage all the local authority requirements (Social insurance, PIT, Security,
Employment report, Expatriates work permit) timely and legally. In charge of organizing social
activities for employees: Service awards, parties, team building, taking care of employees' personal
events and occasions as well as company activities. Keep employee profiles, admin of HR system
and websites. Supervise employees in Corp unit. Self-manage the working schedule how to make
the works run smoothly in both HN and HCM offices.

The Country HR Lead of Microsoft Vietnam will own building partnerships with the Microsoft Vietnam
management team and supporting them on the full spectrum of HR activities. Specifically, responsibilities
include:
.
EDUCATION AND TRAINING
PROFESSIONAL EXPERIENCE

• HR Business Partner and Strategy: Function as the point of contact of the HR function in country,
developing strong business relationships with the management team. Build management
capability to facilitate an open, inclusive, compliance, values-based environment which enables
effective employee advocacy. Analyse and present information to the management team that
enables strategy people plan based short-term and long-term business plan. Together with APAC
HR team to executive global HR strategy and projects in Vietnam.
• Talent Attraction, Development and retention: Closely working with regional HR team,
Leadership team to develop and retain key talents thru number of HR projects: High-Potential,
Key Talent projects, Succession Planning, Capstone, Horizon, National plan, Female leader
development, People manager community, Microsoft Academy for College Hires, etc…. Together
with Leadership team to build organization capability, Growth Mindset for business
transformation and long-term business growth.
• Recruitment: Develop and implement hiring plan for Vietnam according to expanding business
plan, talent pipelines and resources (including management of external vendors, interview, and
offer practices) with diversity focus, to be in charge of leader roles on-boarding.
• Performance and Development: Partner with General Director and Segment Leads on performance
management, including commitment setting, career development plan, performance improvement
plan and annual performance review.
• Compensation and Benefits: Understand local market conditions and provide
recommendations/input to annual salary and benefits planning process. Handle all benefits related
queries and issues.
• Training and Development: Analyze training needs of managers and employees, assist managers
to provide career development to employees, coordinate internal resources to provide relevant
training to all employees.
• Management Development: Build management capability through coaching managers and
identifying training opportunities to them together with APAC HR team.
• Being an employee advocate: Operate as a safe, objective employee resource and escalation path
for unresolved employee relations issues.
• Operations: Lead local HR team to completion of all administrative HR operations (payroll, new
employee setup, working permit for foreign employee, Redundance In Force, Nokia integration
and Separation, Working regulations, engagement with Vietnam Labour Dept, Trade Union, State
Bank, Social Insurance, etc…) Ensure compliance with all statutory requirements. Analyst &
revise workflows to increase efficiency and productivity.
• Designing and rolling out HR initiatives: Designing, delivering and improving core HR programs
and processes, integrating HR initiatives into the business. Acquiring sponsorship in the business
for HR initiatives in driving Diversity and Inclusion plan, MSPoll Action plan, Microsoft Academy
for College Hires, Workplace Enhancement project, Culture, building MS Brand in local market
to be one of the Best Place to Work in Vietnam.
• Employee safety and security: Being key member and HR representative in Crisis Management
Team of MSVN to make sure maintaining the support, safety and security to the employees,
business continuity, company reputation and social impact/contribution such as COVID-19
situation.