Responsibilities: 

Planning and Organization:

• Develop and advise the Board of Directors on human resource development plans aligned with the company’s short-term and long-term strategies
• Formulate recruitment, training, development, compensation, and other HR activity plans.
• Organize, delegate, and supervise the work of the HR department staff.

Recruitment and Talent Acquisition:

• Manage the end-to-end recruitment process, including planning, job posting, CV screening, interviewing, salary negotiation, and signing employment contracts.
• Develop effective recruitment channels to attract high-quality candidates.
• Build and maintain the company’s employer branding.

Training and Development:

• Assess and evaluate company-wide training needs.
• Design training programs and plans (orientation, technical, and soft skills) tailored to different levels and departments.
• Organize, monitor, and evaluate the effectiveness of training programs.
• Develop career development roadmaps for key employees.

Policies, Compensation, and Benefits

• Develop, review, and improve HR-related policies, regulations, and procedures (salary, bonuses, allowances, welfare, etc.).
• Manage a fair, competitive compensation and benefits system to motivate employees.
• Ensure full compliance with social insurance, health insurance, unemployment insurance, and other benefits in line with legal requirements and company policies.
• Supervise attendance, payroll, and employee record management.
• Keep policies updated in accordance with new labor laws, social insurance regulations, and personal income tax requirements.

Employee Relations and Corporate Culture

• Ensure all HR activities comply with current labor laws.
• Provide consultation and handle labor relations issues, disciplinary actions, and dispute resolution (if any) in accordance with the law.
• Design and implement internal engagement activities to foster a positive corporate culture.
• Ensure a safe, supportive, and respectful working environment where contributions are recognized.
  Administration
• Oversee office administration, asset management, and equipment usage to support company operations effectively.
• Manage and distribute office supplies, uniforms, and work equipment.

Reporting

• Prepare and analyze regular and ad-hoc HR reports for the Board of Directors, including but not limited to: Recruitment, Employee Turnover, Training, Compensation & Benefits, Productivity, and other labor market insights.
• Provide recommendations and solutions based on report analysis to optimize human resource management effectiveness. 

Requirements: 

• Total HR Experience Minimum 7-9 years of progressive, full-scope experience in Human Resources.
• Management Experience Minimum 1-2 years of direct experience managing and supervising HR staff (e.g., HR Specialists, Coordinators, or a small HR team).
• Functional Depth Proven, hands-on experience in the 5 core areas outlined: Strategic HR, Talent Acquisition, C&B/Policy, Training/Development, and Employee Relations.
• Education Bachelor’s degree in Human Resources, Business Administration, or a related field. A Master’s degree or relevant professional certification (e.g., PHR, SPHR, SHRM-CP/SCP) is highly preferred.