Added 18 days ago

Quality Assurance Senior Manager

LocationHanoi

Job typePermanent

SalaryNegotiable

CategoryTechnical / Manufacturing

Experience10 Years

IndustryTextiles / Garment


Job Responsibilities

1. QA System

QA System: develop and implement the QA system in accordance with the Group’s standards to ensure the quality of raw materials and finished garments. Implement Group-wide initiatives to enhance the QA system.

Customer Requirements: regularly communicate with CSP, and meet with customers directly if possible, to further understand customer’s requirements and preferences as inputs to improve the QA system.

Auditing: personally audit and hold immediate team accountable for following the standard procedures set in the Group QA system.


Training: collaborate with CSP to provide training on customers’ quality standards to QA/QC teams and all relevant functions such as Operations, AAMT, etc. Hold regular examinations to assess understanding.

Customer Quality Inspection: hold Immediate Employees (IEs) accountable for organizing and overseeing customer final inspections, and be personally involved if needed.

Metal-free System: hold IEs accountable for auditing compliance to the metal-free inspection system and needlecontrol system.

Collaboration with Customer: collaborate with customers and provide suggestions/advice to continuously improve quality though the quality assurance process.


2. Quality Garments

Pre-production Preparation: participate in preproduction meetings as needed to understand customer requirements for upcoming styles and highlight potential quality problems.

Quality Reports: regularly review internal and customer quality reports, and identify quality trends and improvement opportunities.

Problem Resolution: collaborate with other functions (e.g. Operations, CS, and GT) to identify root causes to quality issues and provide support in developing solutions.


3. Quality Mindset

Quality Mindset Measurement: define and communicate the concept of quality mindset and establish measurements for assessing quality mindset.

Quality Mindset Program: create and lead Factory-wide quality mindset programs (i.e. 5S, quality competitions, etc.) and track performance against defined metrics.


4. ISO Certification (applicable to Factories with ISO certification)

ISO Quality System: coordinate with external ISO practitioners to conduct regular audits of the Factory’s SOPs to ensure Factory’s operational processes remain ISO qualified, and ensure corrective action is taken where needed.

Internal Audit Capability: have external ISO practitioners train internal auditors to be able to conduct internal audits and take corrective action to maintain the certification.

Performance Review: hold a monthly meeting with the ISO-designated Factory management team on the status of Factory performance against annual ISO KPIs.

Training: hold the internal ISO auditors accountable for providing necessary training to newcomers on ISO system.


5. Laboratory Support

Quality Testing and Inspection: hold IEs accountable for providing laboratory testing and fabric inspection support to the Factory to ensure the quality of raw materials and finished garments.

Fabric Problem Solving: hold IEs accountable for providing technical troubleshooting and chemistry-based solutions to issues with raw materials and the production process as appropriate.


6. QC Inspector Engagement*

Operator Expectations: identify key expectations of QC Inspectors for their jobs.

Effective Working Relationships: work to meet the key expectations of QC Inspectors where appropriate, and build and maintain effective and respectful working relationships to drive high QC Inspector engagement.

*Definition of engagement: having captured the QC Inspectors’ “heart and mind” so that the QC Inspectors consistently speak positively of the QA team, have a clear desire to work and/or be associated with the QA team, and exert extra effort to contribute in some way to the QA team’s success.


7. Managerial Leadership of Immediate Team

Business Context: communicate the ‘bigger picture’ context in which IEs need to plan and execute work (e.g. world, country, industry, Group, customer and inter-departmental considerations).

Collaborative Teamwork: establish process for meeting regularly and holding IEs accountable for effective and collaborative teamwork at their level.

IE Performance Management*: agree on SMART goals and assignments with each IE and provide continuous managerial guidance and feedback. Provide support for enhancing performance in the current role, conduct midyear progress reviews and determine year-end performance appraisal ratings.

IE Development*: assess the strengths and development needs of each IE and coach him/her in developing their FSKs and MLCs in line with the Role Profile of his/her current job.

Recognition and Reward: provide differential recognition and recommendations for reward incentives for IEs (pay, promotion, development opportunities).

De-selection: recommend re-assignment or termination of IEs where appropriate, supported by a fair ‘due process’ and structured performance improvement program.

Appeals Process: provide an appeals process for employees one level down (EoDs) who have a grievance with his/her Immediate Manager (IM).

Note: manager accountable for: 1) coaching IEs to improve their performance and their abilities in their current job, 2) assessing future potential of employees one-level down (EoDs reporting to the manager’s IEs) and mentoring EoDs in terms of their career development for future roles, 3) identifying and developing successors for his/her IEs where relevant.


8. Future Talent Pool

Talent Pool Analysis: assess the future potential of Employees-one-Down (EoDs) in terms of future manpower requirements.

Mentoring and Career Development*: establish mentoring relationship and career development programs with individual EoDs based on future manpower requirements, assessment of individual potential and individual interests.

IE Successor Development*: identify and have ready for promotion minimum two potential successors for each IE where relevant and within agreed timeframe.

*Note: manager accountable for: 1) coaching IEs to improve their performance and their abilities in their current job, 2) assessing future potential of employees one-level down (EoDs reporting to the manager’s IEs) and mentoring EoDs in terms of their career development for future roles, 3) identifying and developing successors for his/her IEs where relevant.


9. Alignment with Company Core Values and Culture

Personal Alignment: understand and personally commit to the Group’s core values and culture.

‘Walk the Talk’: lead by example and behave consistently with the Group’s core values and culture.

Reinforcement and Support: communicate and visibly use the Group’s core values as guidelines for daily decision making. Support Group initiatives to reinforce core values and culture.

Coaching: coach IEs to behave consistently with the Group’s core values and culture.


10. Personal Effectiveness

Assessment: take accountability for self-assessment of how to improve own personal effectiveness in the current role.

Feedback: ask for feedback regarding personal effectiveness from relevant parties.

Development Plan: pro-actively discuss ways for improving personal effectiveness with own IM. Seek opportunities for learning and growth. Participate fully in development opportunities provided by the Group and consciously apply the learning from the development programs.


Note 1: incumbent is also accountable for other tasks assigned by Immediate Manager, for specific purposes

(e.g. employee development). Immediate Manager accountable for explaining outcomes and target durations for such

assignments.

Note 2: incumbent may not be assigned all Accountability Areas or tasks in the Role Profile. It is at the discretion of

the Immediate Manager to provide specific direction and priorities for each IE (e.g. ramp up new employees),

supported by clear explanations and timeframes.

Experience requirements

  • At least 10 years of experience in quality assurance.

Education requirements

  • Bachelor’s degree desirable, Engineering or Manufacturing background;
  • Strong sense of urgency and ownership;
  • Self-motivated and able to work under pressure in a dynamic business environment;
  • Good negotiation skills and strong interpersonal and communication skills with professional spirit.


If you are ready to join this exciting opportunity, please contact Mrs. Chi Bui at +84 904 281 679  or chi.bui@adecco.com for immediate consideration.

Contact Person

  •   Chi Bui
  •  Adecco