1/ Strategic Partnership: implement appropriate HR strategies to meet the requirements and strategic objectives of Sales Department. - Design and develop right well-being and organization structure supporting growth - Design and establish staffing, selection and inclusion strategy anticipating changes in the business and market trends and targeting at fully staffed and right sizing organization - Act as strategic business partner to CEO and Executive Committee who provides technical expertise and advice on identifying and solving HR related issues. - Cost: deliver cost control to contribute towards P&L cost structure for the company (focus on headcount productivity, benchmarking with competitors, cost initiatives) - Guide business leaders through transformation efforts, and drive organization towards high performance and engagement by facilitating and influencing strategic and functional change2/ Boost employee retention and streamlined recruitment processes through strategic HR initiatives with company objectives - Define the Company’s brand image as an employer of choice and create appropriate employment strategies3/ Collaborate with Heads to identify talent gaps between the current state and future needs of the organization via business trend to improve periodically Competency framework, Talent retention and Succession planning in line with the company's mission and policy. 4/ Refer Talentnet-Mercer’s yearly salary survey to analyze C&B trends & attract and retain top talent. Collaborate with functions for annual performance management: set performance measures, yearly appraisal, sales target/KPI & incentive and yearly IDP5/ Foster a positive workplace culture and increased employee satisfaction via survey by 360 degree feedback; promote collaboration and creativity.Partner with and support Thailand HR Director APAC to execute consistent effectively the right People and Organizational solutions against SCG’s business strategy.

1/ Support CFO to review and re-set up all systems of HR: C&B, Recruitment & Training process - Monitor the C&B processing for all staffs and Outsourcing staffs - Proceed Mercer Talentnet’s yearly Salary Survey to consider & proposal of adjusted salary range, retention program in next year to keep up with the Offshore drilling market - Assist CFO in forming annually HR budget, C&B structure, bonus schemes, welfare and benefit policies, retention strategies, employee handbook and discipline policy compliance with Governmental Law - Do as partnership with Government and Support CFO working directly with Government’s auditors & KPMG’s yearly auditors - Analyze job profiles of Depts & Work with Line Manager to identify key critical positions and successors on Strategic people Retention program: succession & promotion plan, remuneration package - Support in expanding relationships with potential candidates and universities by providing interesting activities via Job Fairs, Seminars, scholarship, etc…at Polytechnic University of HCMC - Annual training plan and budget to make sure the Ex-Internal training cost is invested to real needs. - Support Sales team and RS team to implement some training courses for customers.2/ Employees Relations & Risk management - Provide guidance and ensure consistent policy and procedure application, including discipline, problem resolution, and on-boarding to maximize employee engagement. - Base on yearly satisfaction survey & company’s current finance situation to propose and organize events and engagement activities to motivate and connect employees3/ Performance Management - Ensure all IDPs and yearly performance discussions are on time with proper content. - Coordinate with Line Manager to review and evaluate all KPIs in Balance Scorecards through Online system, do the root cause analysis and actions when its fail the target.

1/ Set up Payroll & HR database software with NTT IT service company and linking with DDK Japan - Incharge of monthly payroll & yearly PIT finalization - Control HR database on software & Hardcopy documents as Government & Company’s ISO saving documents regulation - Ongoing maintain and review of HR administrative processes to maximize productivity and efficiency in HR Administration functions.2/ Set up ISO 9001:2008 system for HR Dept under guideline of Japanese QA Manager. - Coordinate with Depts to set up 5S process - In charge of mass recruitment programs - Support HRM to analyze yearly Workforce-turnover rate and look for solution to improve. - Newcomer Orientation training: policies, Fujikura Group’s code of conduct-core value-ethics-mission-vision, labor law, 5S, behavior competencies, safety contact… - Vocational training in house: coordinate with Factory Manager to process yearly together. - Assess training needs for group Middle Managers and Supervisors to make sure employee’s working skill or competency evaluated to adapt with job requirements3/ Coordinate with Depts & HRM to establish Trade Union - Suppport admin & Trade union to organize activities: Year-end Party, summer trip, yearly activities, Happy Tet, CSR at VSIP II. - Coordinate with Depts to organize Awards to push Working passion: Best worker of Year, Excellent Creative Idea Contest, Leadership development programs and Young talent programs 4/ Others: Support HRM to establish Internal Labor Regulation (ILR), Collective Labor Agreement (CLA) & to work with Government auditors