Yêu cầu công việc
- Bachelor’s degree in Human Resources, Business Administration or a related discipline; Master’s degree is an advantage.
- Minimum 10 years of progressive HR experience, including senior HR leadership experience.
- Proven experience leading HR functions across multiple countries, entities or business units.
- Strong experience in HR strategy, organizational development, talent management, C&B, performance management and HR governance.
- Experience working with senior management and/or Board-level stakeholders.
- Strong knowledge of employment practices and HR governance across different jurisdictions.
Công việc cụ thể là gì?
COMPANY OVERVIEW
CNGRA (Company) is an investor/developer funded by Climate Fund Managers (CFM) and Norfund. We intend to develop solar rooftop projects across Vietnam to contribute to a better environment for Vietnam.
POSITION SCOPE
The Head of People is responsible for leading and overseeing the Group People, Human Resources, Office Management and Administration functions across all countries and jurisdictions in which the Company operates or may operate from time to time. The role is responsible for establishing the Group’s people strategy, HR governance, policies, frameworks, standards and administrative principles, and ensuring their consistent application across the Group through the respective Country HR Managers, designated HR representatives and relevant local teams. The Head of People acts as the Group-level strategic partner to the Board, Management and country leadership, providing direction, oversight and guidance on key people, organizational and administrative matters, while enabling Country HR Managers and local teams to manage day-to-day HR and administrative operations within their respective countries.
JOB DESCRIPTION
1. Group People Strategy & Organizational Development
- Develop and implement the Group’s HR strategy in alignment with the Company’s business strategy, organizational priorities, values and growth plans.
- Develop and maintain the Group HR operating model, organizational structure and strategic workforce planning framework.
- Ensure alignment and consistency of HR strategies and organizational priorities across the Group’s operating countries and jurisdictions.
- Advise the Board, Management and country leadership on significant people, organizational and workforce matters.
- Lead Group-level organizational development, culture, employee engagement, diversity, inclusion and gender-related initiatives.
2. Group Talent & Leadership Strategy
- Oversee recruitment and selection for critical, senior management and Group-level positions.
- Develop Group-wide approaches to talent retention, career development and leadership capability.
- Monitor critical talent and succession risks across the Group and recommend appropriate actions to Management.
3. Group Compensation, Benefits & Performance Management
- Develop and oversee Group-wide compensation, benefits and performance management frameworks and policies.
- Establish principles and standards for salary structures, annual salary reviews, incentives, benefits and other reward programs.
- Ensure appropriate alignment of compensation and benefits practices across countries while allowing for local market conditions and regulatory requirements.
- Establish the Group performance management and KPI framework and oversee its implementation across the Group.
- Ensure that reward and performance practices support business objectives, employee retention and internal equity.
4. Group HR Governance, Employee Relations & Compliance
- Establish and maintain Group HR policies, procedures, standards and governance frameworks.
- Ensure consistent HR governance across the Group while maintaining compliance with applicable local employment laws and regulations.
- Establish and oversee the Group grievance and whistleblowing framework and related governance mechanisms.
- Act as the HR Committee primary person-in-charge, including preparing agendas and meeting materials, documenting decisions and following up on approved actions.
- Oversee Group-level labor, working-condition and relevant ESG/ESMS requirements in coordination with Country HR and ESG functions.
- Establish appropriate Group standards for employee data protection and HR information governance.
5. Group HR Planning, Budget & Reporting
- Establish the Group HR planning and budgeting framework and oversee country HR budgets and workforce costs.
- Lead Group workforce planning and monitor headcount against approved organizational plans and budgets.
- Consolidate and analyze Group HR metrics and provide strategic people insights to the Board and Management.
- Establish Group HR reporting standards and ensure timely and consistent reporting from Country HR Managers and/or designated HR representatives.
6. Group Office Management & Administration
- Establish and oversee the Group framework, policies and standards for office management, administration and workplace services.
- Provide strategic direction and oversight to country office and administration teams to ensure effective, consistent and cost-efficient administrative support across the Group.
- Establish Group standards for office facilities, workplace services, travel administration, office security, records management and other administrative matters, as applicable.
- Oversee Group-level office and administrative budgets, resource planning and cost management.
- Ensure appropriate administrative support for Group-level meetings, Board and Management activities, corporate events and other Group-wide initiatives.
7. Strategic Business Partnership
- Act as a trusted Group-level advisor to the CEO, Board, HR Committee, Management and country leadership on people and organizational matters.
- Provide people-related input into business planning, organizational restructuring, expansion, transformation and other strategic initiatives.
- Assess people and organizational implications of business decisions and provide recommendations to Management.
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