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Organization Development Manager

  • Ho Chi Minh (District 1)
  • Manager
  • Competitive
  • Human Resources
  • Operations
  • 31/10/2017

Job Description

1.PURPOSE OF THE JOB
Lead, develop and implement creative and innovative organization and people development initiatives together with the design, development,
update and monitoring of Talent Acquisition, Talent Management & Development, Employee Engagement, Diversity & Inclusion activities in order to ensure that business objectives are met and that talent is developed in a planned and efficient manner and ready to take higher level positions at all levels of the VPM Branch organization.  

ACCOUNTABILITY 1
Strategy : work closely with Manager HR Vietnam and Director MOD Asia to develop the organization/people development and talent acquisition strategies and frameworks in line with VPM Branch business requirements and HR strategies to attract, retain and motivate employees.  Conduct fit/gap analysis, propose creative solutions and develop an on going 3 year plan and vision to meet business development objectives. As a subject matter expert, keep up-to-date with external organizational development trends and act as a strategic business partner and consultant for line management in order to advise them on the optimal development of people and organization design to support current and future business requirements. Manage and facilitate the Talent Review process and  implement action plans in order to ensure that present and future business needs are effectively addressed through resourcing and developmental strategies. Monitor the implementation of Talent Management by line management in order to ensure correct and timely follow up, report periodically on the status and advise and coach line management when necessary.  Consult with and support line management, advise them on people development plans, and in defining competences and other development initiatives. Design and monitor career ladders for all functions and robust  accelerated development plans for high potential and emerging talent.

ACCOUNTABILITY 2
Drive the development, adaptation and implementation of the Managing and Appraising Performance (MAP) process in order to ensure that the programme is properly adapted to local requirements and business needs, and conducted in accordance with PMI standards. Develop and supervise the implementation of measurement and evaluation systems in order to assess the effectiveness and impact of all MOD products and services, and initiate appropriate improvement actions when necessary. Organize and implement the VPM Branch MAP calibration meetings to ensure that the entire VPM Branch organization is in line with the recommended rating distribution by grade and function.  Advise and coach line management on performance management initiatives, including poor performance measures. Develop and update the organization’s training framework targeting all employees in order to ensure employee development is in line with VPM Branch’s overall business requirements and objectives. This includes
building the Employee Development (ED) Training Offer, ED Training Plan, ED Training Calendar and an effective communication package, as well as
managing vendors for effective programme execution. In addition, plan and implement trainings of Lominger to both HR professionals and line managers in order to ensure the Lominger competency model is fully utilized in areas of hiring, assessment and development of VPM Branch employees.

ACCOUNTABILITY 3
Provide support the VPM Branch Management Team in diagnosing organizational issues/situations, including the Employee Opinion Survey, identifying and designing projected solutions and supporting their implementation in VPM Branch. In those cases when there are no existing solutions, collaborate with Regional MOD in the design/development and implementation of customized projects/solutions. Support the HR Director and line management in the implementation and design of policies and guidelines for talent acquisition, including Employer Branding, Resourcing, Development and Assessment Centers and Hiring & Integration Strategies together with the management of trainee and other development programmes.
- As a subject matter expert, ensure external benchmarks and best practices are provided to the organization in all areas of Talent Acquisition and Development and in alignment with the Asia region, PMI and the HR Long Range Plan.
- Analyze local needs, and plan and implement talent acquisition initiatives such as web-based recruitment, management trainee programs, internship programs, campus recruitment and Development and Assessment Centers, based on PMI principles and best practices in other affiliates.
- Implement PMI’s employer branding strategy.  Provide feedback and input to Asia Regional MOD and PMI MOD Talent Acquisition on the design and evolution of PMI employer branding related materials and tools. Design and propose specific solutions for VPM Branch.
- Advise, consult and support Manager HR Vietnam in all  Strategic Talent Acquisition related plans.

ACCOUNTABILITY 4
Effective budget management:  plan, monitor and manage the budget for talent acquisition training and other employee development initiatives. Provide input to PM’s Principles and Practices.  Support the implementation of policies and guidelines for talent acquisition and organization and people development. Work closely with Regional and affiliate management and participate in the design and implementation of regional and PMI project teams in the area of Management and Organization Development, including Organization Design and make proposals and recommendations to support the move to the Commercial Organization.

ACCOUNTABILITY 5
Drive development, adaptation and implementation of the Managing and Appraising Performance (MAP) system in order to ensure that the programme is properly adapted to the local requirements and business needs, and conducted in accordance with PM standards

ACCOUNTABILITY 6
Customize or develop and maintain functional HR presentations and documents to support HR initiatives/activities covering recruitment, boarding and integrating, Employee Opinion Survey, HR Com&Ben proposals, HR internal/external communication, etc., in compliance with Branch applicable principles and practices and communicate to different stakeholders

Job Requirement

6 - 8 years of working experience in HR Department
Experience in HR project management is a plus
Qualification in Business administration or HR management 
Coaching and Consulting skill
Verbal communication skill
Research and analytical skill

 

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