Job summary

Job Responsibilities

Management of the HR Team

• To create a strong and reputable HR team, all HR team members should receive coaching and mentoring, particularly from the manager or team leader.
• Expand HR's Knowledge Across the Board: As an HR pioneer, working side by side with GHR to provide initiative, time, and effort to improve HR expertise throughout the Group subsidiaries

Management of Talent

• Strategic Workforce Planning: Assist leadership in determining present and future personnel requirements while making sure they are in line with corporate objectives. Make plans for hiring tactics that will draw in top talent.
• Talent Acquisition: Manage the entire hiring process, making sure that top talent is sourced, chosen, and onboarded effectively. Create plans to draw in applicants who exhibit excellent customer service and a high degree of brand alignment.
• Establish a robust talent pipeline and identify high-potential personnel as part of succession planning. To reduce the disruption caused by turnover events, implement procedures that guarantee essential jobs are filled whenever possible by internal talent.
• Retention Strategies: Create and carry out programs that improve staff retention, such as incentive schemes, competitive pay plans, and well-defined career development routes.

Development of Talent

• Learning & Development Programs: Establish and support individualized learning and development initiatives that assist staff members in enhancing their leadership, product knowledge, and skill sets. Include both organized learning programs and on-the-job training.
• Leadership Development: Create leadership initiatives that help managers and supervisors become better leaders, mentors, and team players. Make sure those listed in succession plans receive ongoing leadership development.
• Performance Management: To promote both individual and organizational growth, put in place a strong performance management system that emphasizes ongoing feedback, performance reviews, and well-defined goal-setting.
• Coaching & Mentoring: Create mentorship programs that link senior leaders with up-and-coming talent to promote a mentoring culture. To develop abilities and connections throughout the organization, promote internal coaching and knowledge-sharing.

Organizational Development

• Organizational Culture & Engagement: Design strategies to build and sustain a positive, inclusive, and engaging company culture. Regularly assess employee engagement and use data-driven insights to continuously improve the workplace environment.
• Change Management: Lead HR’s involvement in organizational change initiatives, ensuring smooth transitions during expansions, restructuring, or the implementation of new technologies. Develop change management strategies that minimize disruptions while promoting adaptability.
• Diversity & Inclusion: Develop programs and initiatives to promote a diverse workforce that mirrors the customer base of the luxury retail sector. Ensure inclusive hiring practices and foster a culture of belonging.
• Organizational Design & Workforce Optimization: Work closely with department heads to assess and redesign structures to optimize productivity, collaboration, and innovation. This may include redefining roles and responsibilities, flattening structures, or introducing new operating models.

HR Initiatives Driven by Data

• Human Resource Management System: Supervise the deployment and administration of HRMS.
• HR Analytics: Make use of HR analytics to evaluate workforce productivity, employee retention, turnover, and recruitment effectiveness. Make well-informed judgments regarding organizational strategies and talent by using this data.
• Mechanisms for Employee Feedback: Use frequent employee surveys and feedback systems to determine levels of engagement, job satisfaction, and areas in need of development. Take prompt action to improve the employee experience.

Total Benefits

• Compensation Planning: Create competitive pay plans and manage the administration of salaries.
• Benefits Management: Create and oversee programs for employee benefits, such as retirement plans, health insurance, and other incentives.

Engagement and Employee Relations

• Employee Engagement: Create and carry out initiatives to improve staff retention and satisfaction.
• Conflict Resolution: Handle and settle disputes, complaints, and issues pertaining to employees.
• Legal & Compliance: Given the strong relationship between Group HR and the company's HR, make sure that all HR policies and procedures adhere to local labor laws and Group governance. Keep up with any changes to the law and modify corporate policy as necessary.

Experience requirements

• At least 12 years of HR experience in a variety of HR roles, including talent acquisition, learning and development, talent management, and total rewards.
• At least 7 years of experience as an HR manager or director overseeing a sizable HR staff (>5 individuals)
• Demonstrated expertise with a history of successfully implementing organizational development and talent management programs in a medium-sized business (> 500 headcounts)
• Fluent English, IELTS score of at least 6.5
• Demonstrated ability to successfully apply people and culture tactics in hectic settings (fashion, retail, and high-end services).
• Excellent business sense, strategic thinking, and a track record of successfully implementing people and business strategies to achieve the objectives of the company.
• Self-directed and driven, capable of working autonomously in a dynamic, fast-paced workplace.
• Outstanding interpersonal, communication, team management, and leadership abilities, with the capacity to influence and work together at all organizational levels.

Education requirements

• HR Management Master's degrees, MBAs, and HR Professional Certificates (SHRM, CIPD, and ATD)

Please click to APPLY BUTTON to apply directly to the position or contact our consultant for further support via hoa.pham@adecco.com or 0974363519

Contact Person

• Hoa Pham
• Adecco
• Tel.