About Nam Long Investment Corporation (NLG):
Nam Long Investment Corporation (NLG) is a leading real estate development company in Vietnam, recognized for its innovative and sustainable township projects. With a robust portfolio that includes large- scale residential and commercial projects, NLG is dedicated to delivering high- quality developments that meet the evolving needs of the market.
Position Overview:
Cooperate with Group CPO in designing, implementing and evaluating of human resource strategies, programs, policies, regulations and processes to ensure appropriate salary and bonus payments, and facilitate the professional development, continuous learning, and employee engagement and develop successor leadership/management team.
Act as the HR Excellence Center to assist HR specialist teams in implementation; and act as a Change Agent to ensure collaboration between business units and HR Excellence Center.
Key Responsibilities:
Design organization and HR frameworks, systems, and policies
Develop and monitor the execution results of HR policies, manuals, processes, procedures, job descriptions, job grading, salary scales, remuneration strategy, talent development, performance management tool, succession planning, etc.
Keep abreast of organizational development, change initiatives, and transformation projects to provide timely supports and advises in organization design to achieve long- term business strategies.
Provide proposals for roadmaps to change and develop organizational structure of departments and business units during the transition phase from the old structure to the new structure and look for continuous improvement opportunities.
Drive the implementation of organization and HR plans
Connect and lead the design of appropriate planning processes, approaches and practices to bring about the necessary changes.
Apply HR best practices, employ the systematic approach and ensure actual activities are delivered in line with the set policies, processes, regulations, ...
Coordinate with unit heads to ensure the overall of organizational changes and development progresses during the transition phase from the old structure to the new structure of the business units in line with the Group’s directions and look for continuous improvement opportunities.
Deploy and promote the digitalization process in HR management (HR software)
Propose new designs or change organizational structure to leverage talents and provide development opportunities to key leaders and managers in the organization.
Develop policies/procedures to support the HR functions.
Review issues and improvement opportunities, and provide recommendations to unit heads to improve employees’ performance.
HR Budget and proposals.
Participate in development and support of human resource budget management and labor costs.
Handle requests, research recommendations, implement proposals and present reports as requested by the Board and HR Committee BOD. (HR related issues)
Manage stakeholders, partners related to professional fields
Act as a partner when working with Unit heads, associates, HR team members to effectively implement human capital management modules related to talents, including aligning Organizational Development (OD) processes with other key HR activities such as talent acquisition and compensation.
Work closely with business leaders (divisions, department, BUs...) to analyze the need of business and operation management, connect and support units to deploy specialized functions in accordance with the designed organizational structure.
Act as HR Excellence Center, work with HRBP, HR Directors/Managers in Group and subsidiaries to develop work plans to assess / evaluate strategies and insights which could enhance the efforts of process improvement, organizational change, and functional strategy.
Develop a high- performing organization.
Maintain and enhance the organizational development (OD) function within the organization, including coaching, team development or performance, and workforce planning.
Build, develop, train, and assign personnel under the organizational development (OD) function to ensure efficient allocation of human resource.
Motivate, encourage employee engagement, and ensure a positive working environment.
Deliver training of processes, procedures, work standards/instructions to subordinates, and ensure the compliance in the assigned functions.
