1. Talent acquisition:Manage the Talent Acquisition team for the in-charge functions, starting from defining/updating the job description, managing recruitment progress, ensure right talents are available on time.Assesses the current and future resource and talent levels, to determine short-medium term strengths, gaps andneeds.Drives headcount planning, org structure design/changes atlocation/functional level to continue improving productivity and effi ciencyUpdate recruitment process to keep up with organizational changeBuild a candidate database to ensure resources are always available to meet the needs of the factory + Office + Site2. Talent Development:Design development program and follow up annual Careerpath process, facilitate people managers to ensure proper implementation upon the AA framework and process timeline.Design the talent strategy, participate in people planning process, support HR Director to defi ne the priorities with stakeholders, and follow up with people managers to deliver talent agenda in line with talent strategy and annual prioritiesBuild close rapport with hi-performers & hi-potential Manager employees to understand their insight, be a trust worthy partners to support them as neededCorporate with HR Director when justifying in all promotion cases of Manager level3. Employer BrandingCooperate closely with Branding Team to delivery Sourcing Plan/ Strategies.Develop campaigns to build brand affinity and advocacy amongst employees; help build brand ambassadors programme.Create, uncover and articulate personal and inspirational employee stories to support the employer brand.Build/Manage channels of Employer Brand/Sourcing suchas: Career Website, Facebook Career Page, Chatbot, LinkedIn Career, External Job Sites.

1. Recruitment Management • Develop a proper recruitment plan to attract and retain talents at optimum cost.• Be responsible for effective execution of recruitment plans to meet manpower needs in operations.• Be responsible for managing the Recruitment Team to provide successful and timely staff for all stores.• Keep abreast of compensation & benefits trends and movement in Vietnam to ensure continuous competitiveness in attracting and retaining manpower.• Plan recruitment budget and monitor approved budget vs actual.• Conduct human resources need analysis within each department based on the business needs, and design related recruiting plan.• Manage and coach the staff in the Recruitment Team to select and recruit all positions in the back office and stores.• Develop creative approaches to the recruitment process to increase talent sourcing including referral sourcing, internet sourcing, career fairs, and networking.2. Organization Development• Collaborate with HRD and Heads of Division/Department in organizing the structure, defining roles and responsibilities through consulting and updating the Organization Chart & job description (JD).3. Organization Chart• Regularly review and update the Organization Chart.• Design and develop an Organization Chart that serves the business in 3-5 years.4. Job Description• Regularly review and update all JDs to reflect Core Values and the Company’s Vision.• Review and design work delivery of each role in the organization.5. Employer Branding and Relationship Building: • Enhance the company's employer brand by• creating a positive candidate experience and fostering strong relationships with potential candidates.

1.Develop and Execute Recruiting Process and Plans -Ensure all vacancies are filled with the suitable candidates within the targeted time. -Act as a member of recruitment interview panel. -Obtain and assess reference checks of the candidates. -Maintain recruitment database of qualified or potential candidates for current and future needs. -Be responsible for press advertisement placement and able to recommend innovative and creative design in order to get best results. -Develop and improve the recruitment processes to be more innovative and cost effective. -Advise hiring managers on recruitment matters. -Control recruitment expenses within the budget. -Conduct exit interview and analyse the reasons of resignation. -Plan, prepare and hold job fair to attract candidates. -Participate in Branding activities. 2.Coordinate and Implement University Recruiting Initiatives -Coordinate with universities, events in relation to targeted hires. -Running Management Trainee program to attract the most potential candidates. 3.Rules and Regulations -Follow all working procedures, the company's policies, rules and regulations. -Check, monitor, remind and guide subordinates to follow the rules and regulations. 4.Other dutiesOther tasks or responsibilities as assigned by HR Deputy Manager - Manpower Planning.

A. Recruitment: 70% - Plan personnel recruitment & schedule the recruitment of personnel based on the plan to expand the network & business plan of the Bank. - Associate with Branches in the creation of candidates. - Support the units in the testing area (or test online). - Direct interview of candidates according to the recruitment process, suggesting comments on candidates & suitable salary to consider the recruitment process. - Regularly monitor the situation of personnel response to the units, recruit new staff. - Ensure all vacancies are filled with suitable candidates within the targeted time. - Report periodically to the leader of the performance department or to the work performed as requested. - Create and maintain relationships with universities to organize recruiting programs for the bank. - Participating in organizing many training projects for various positions at the bank helps to reduce the situation of employees resign, save money for banks. - Proactively identify trends or training needs for the department Knowledgeable and experienced in promoting and doing social media on Facebook, zalo, linkedln.... B. Mission: 30% - Developing and extending the brand of Sacombank Employer Branding: (A) To build and develop the relations of strategic cooperation with Corporate - University relationships: promoting the signing of acomprehensive partnership agreement and implementing of trainingprograms, vocational guidance for students at the school.(B) Exploit partnerships with Corporate-University relationship. - Constructing and developing the brand of Sacombank internally. - Implementing the HR newsletter periodically. - Running the projects and programs which aim at promoting anddeveloping the recruiting brand of Sacombank

- Planning recruitment, budget, training and human resource development on a yearly, quarterly and monthly basis.- Planning and providing human resources in a timely manner to serve the Company's business strategy.- Manage human resources, participate in interviews, evaluate candidates and assign and arrange suitable personnel- Plan to recruit, mobilize personnel weekly, monthly, quarterly and report the results of implementation for Some big project as: Fomosa, Noi Bai - Me Linh highway, Hansol, Nhon Trach Factory....- Publish vacant positions through internal/ external channels.- Identify recruitment needs.- Unified recruitment requirements for department with recruitment needs.- Do proposal for recruitment managers and HR department head approval.- Arrange and conduct interviews- Rating candidates- Agreement working conditions: Salary, Allowances positions and working conditions, allowances for overtime work allowance ...-Develop and improve policies, processes and regulations on salary, bonus, and performance evaluation criteria.- Interact and support other departments when they have requirements or difficulties in personnel matters- Advise and support the Board of Directors to solve problems in the field of human resources in the company.

Provide leadership, direction and management to the operations with the primary objective of achieving the highest customer satisfaction and meeting business line objectivesManage cost drivers and ensure alignment to budget & business expectations; drive operations KPIs aligned with global KPIsEnsure satisfaction of the company clients related to IAC service performance in the country – working with existing systems to monitor, measure, and improve issues related to client satisfactionEnsure that capability and capacity for IAC services in the country are established to meet sales and marketing plansDetermine training needs; organise training and competence development to ensure that back office team, execution teams are continually competent for service deliveryResponsible for urgent and significant event handling. Report office situation and insight through monthly reports to Regional Managers and propose or recommend any appropriate actionsEnsure that inspection reports are reviewed before issuing to client and support inspectors and involved parties regarding technical issues during inspection processWork with global counterparts in IAC-Operations management team on the development and implementation of IAC related services to meet client and market expectationsDevelop & implement lean initiatives to drive customer satisfaction & efficiency improvementsProvide leadership in implementation of QA & HSE initiativesEnsure the integrity and consistency of the delivery of IAC-OperationsSupport and actively share in any new business development projects related to IAC activities