- Seeking for a Senior Management position where I can leverage my expertise and skills to provide HR Solutions in order to align with business goals and objectives.

- Results-driven HR Business Partner with 13 years of comprehensive experience in full spectrum of HR functions. Proven track record of partnering with business leaders to drive organizational effectiveness, employee engagement, and operational excellence. Strong expertise in Vietnamese labor law compliance and cross-cultural communication in both English and Vietnamese.

* 03/2022 - Present: HR Manager - Thai Tan Transport & Trading Co., Ltd.

- Sector: Import, export & distribution of brewing materials. Top 300 biggest companies in Vietnam (Top VNR300). Average revenue: 2,500 bil VND. Strategic clients: Habeco, Sabeco, Heineken, Carlsberg. International markets: Cambodia, Thailand, Laos.

1. HR Strategy & Business Partnership:

- Partner with senior leadership to identify HR Priorities and align HR Strategies with business goals, resulting in HR Strategy, Manpower Plan, Talent Mapping and Development.

- Produce monthly HR Reports and key metrics reviews to facilitate data-driven decision-making.

- Provide guidance and advisement to leadership on HR-related matters.

- Lead Change Management and HR Transformation initiatives to support business growth.

2. HR Operations:

* Talent acquisition:

- Craft Recruitment Strategies, leveraging Employer Branding & multiple sourcing channels to build robust talent pipelines.

- Optimize the end-to-end hiring process with focus on right Candidate Profiles and Onboarding Experience.

- Build HR Analytics and feedback systems to monitor hiring metrics and implement targeted improvements.

* C&B management & Total rewards:

- Project and control HR Budget in details, optimizing personnel costs.

- Design a Total Rewards Framework & Remuneration Policies to support business and HR objectives.

- Revamp HR Processes & Procedures to enhance operation effectiveness and mitigate risks.

- Oversee payroll processing, SHUI, PIT, HR Compliance, emphasizing on-time and accurate results.

- Implement a new HRIS that cuts payroll processing time by 30% and significantly improves data accuracy.

* Performance management:

- Design and implement Performance Management Framework (OKRs & KPIs).

- Advise leadership on clear evaluation criteria and performance metrics.

- Plan, organize, and manage periodic performance reviews.

* Talent development:

- Create a streamlined and company-specific Competency Framework.

- Formulate a Succession Plan integrated with IDPs.​

- Sketch comprehensive L&D Strategy & Programs, and track development progress to maintain sufficient talent pool.

* Employee relations & engagement:

- Design and roll out programs including Recognition Schemes and wellness initiatives that foster a positive work environment and reinforce the company culture.

- Handle employee grievances, disputes, rotations, disciplinary actions, terminations,... ensuring fair and timely resolutions.

- Foster open communication, 2-way feedback and engagement between employees and management.

3. Administration:

- Ensure smooth operations across all offices and branches.

- Optimize administrative costs by detailed forecasting, standardizing policies & procedures and managing vendor relationships.

4. Team management:

- Build a high-performing, cross-functional team and boost team capacity by continuous training, coaching, career mentoring, clear goal setting and ongoing feedback.

* 12/2018 - 01/2022: Senior HR Supervisor - Trung Nguyen Group Co.

- Sector: Coffee manufacturing & distribution (FMCG). The industry leader who dominates domestic market and drives significant export growth to more than 60 countries.

* HR business partnership:

- Advise HRM and leadership on providing strategies and solutions to all HR-related issues.

- Deliver training and instruction of HR policies and programs to ensure smooth and effective execution.

- Address and resolve employee concerns and conflicts.

- Build close relationships with key people and influencers.

* Talent acquisition:

- Prepare workforce plan and budget aligned with business strategies, and review regularly to optimize costs.

- Direct hiring process to meet 100% staffing needs timely.

- Enrich sourcing channels and invent hiring guidelines to create excellent candidate experience.

- Assist managers in the effective selection process and the development of their interviewing techniques.

* C&B management:

- Strategically plan and supervise C&B activities, prioritizing accuracy and punctuality.

- Modify workflows and procedures to reduce 75% of time spending on payroll and PIT finalization.

- Establish protocols for the storage of personnel and C&B records, prioritizing confidentiality, systematic organization, and ease of access.

* HR compliance:

- Guarantee compliance of HR practices with legal and regulatory requirements.

- Eliminate legal risks through an inclusive audit of SI records and working with the Government Agency to rectify errors.

* Administration:

- Develop, implement, and monitor administrative policies and procedures to improve efficiency.

- Coordinate facility maintenance, repairs, and renovations, ensuring a safe and functional work environment.

- Managing office supplies and inventory.

- Manage relationships with external suppliers, including contracts, price negotiations, and service level agreements.

- Organize business travel transportation and accommodations, and administer travel expense payments.

- Handle legal documents, licenses, permits, and maintain updated company registrations.

* 09/2012 - 10/2018: HR Assistant Manager - Sapon Group Company Ltd.

- Sector: Personal care & hygiene products manufacturing & distribution (Manufacturing, FMCG).

- Manage all HR activities, including Talent Acquisition, C&B, L&D, Talent Mapping, Corporate Culture and Change Management.

* C&B management:

- Supervise payroll, PIT, SHUI processing, assuring accuracy and efficiency.

- Engineer a Performance-based Pay (3P Salary) along with a reflective Performance Appraisal Policy.

* Organizational development:

- Counsel BOD and departmental heads to project Coporate Planning (BSC).

- Analyze staffing needs, conduct People Planning and Budgeting to support company objectives.

- Coordinate HR projects: Workflow & Job Redesign, Corporate Restructure, Leadership Level-up.

- Audit HR System to identify actionable improvement opportunities such as analyzing chain of values, creating robust workflows, departmental functions, JDs, and reporting system.

- Recommend a corporate structure in response to new business model.

* Corporate culture:

- Define and reinforce corporate vision, mission, and core values in tune with company’s competitive advantages.

- Promote a culture of learning, long term orientation and autonomy through Value Proposition and L&D Programs.

- Foster organizational changes through Stakeholder Conflict Analysis and Communication Plan.