HR Director

Job Description

ACG_1804_JOB

Our client is a multinational development and advocacy establishment who is searching for talent to join their organization :

I. PEOPLE & CULTURE STRATEGIC LEADERSHIP

Provide advice and support to the Leadership team on Human Resource Management and Organizational Development to promote transformational leadership and effective engagement.

Collaborate as a strategic business partner with Leadership at all levels to foster a culture aligned with organizational transformation goals.

Guide Leadership on all facets of Human Resource Management, Leadership & Development, and Organizational Development to create enabling environments and boost productivity.

Work with the Senior Leadership Team (SLT) to establish and manage performance accountability systems and HR balanced scorecards in consultation with key stakeholders.

Monitor and report People & Culture metrics related to talent acquisition, development, retention, performance, employee engagement, and leadership, ensuring high standards of organizational performance.

Ensure the continuous development of HR policies, procedures, and systems aligned with company standards and local legal requirements, minimizing related risks, in consultation with the National Director.

Facilitate recruitment of senior leadership by working closely with the National Director and Regional leaders.

Lead the formulation and execution of the People & Culture department’s strategy and annual business plan that align with country and regional priorities.

Provide leadership for communication and change management plans during organizational transitions.

II. TECHNICAL AND OPERATIONAL SUPPORT

Provide guidance and direction across all People & Culture areas such as Recruitment, Workforce Planning, Change Management, Organizational Development, Total Rewards, Employee Relations, Staff Care, Performance Management, Talent Development, Retention, and Succession Planning.

Ensure optimization of the HR system (Workday) to advance People & Culture practices.

Partner with the Senior Leadership Team to develop and nurture a strong talent pipeline for succession planning.

Promote continuous learning and improvements in People & Culture systems, tools, and practices to enhance organizational effectiveness.

Build and maintain external networks with international NGOs, partners, and People & Culture consulting groups for collaboration, benchmarking, and employer branding.

Develop a strategic workforce plan aligned with the company’s country strategy.

III. COMPANY MISSION, VISION, AND CORE VALUES

Coordinate onboarding materials to ensure they thoroughly communicate the company’s core values, ethos, and holistic ministry approach.

Support leaders in creating opportunities and environments for employee participation in initiatives focused on the company’s mission, vision, and values.

Facilitate structured dialogues among staff on the mission, vision, and values and their practical application.

Advise the National Director on transformational development aspects that require leadership to model and promote company values, mindsets, and behaviors.

Provide guidance on locally appropriate faith practices relevant to the company's work.

Assist People & Culture to integrate transformational development considerations into HR processes such as job descriptions, screening, hiring, onboarding, performance management, and training.

IV. TALENT MANAGEMENT AND CAPACITY BUILDING

Lead the assessment, development, and implementation of capacity building and learning plans based on People & Culture priorities and strategy.

Oversee capacity building initiatives aligned with regional and national frameworks and strategies.

Build the People & Culture team’s capacity, including structure, staffing, funding, and systems to deliver quality ministry.

Work with the Senior Leadership Team and stakeholders to perform talent gap analysis and provide directions to enhance the talent pipeline.

Design recruitment policies and processes that attract candidates with the right skills, mindsets, and behaviors.

Coordinate job rotations and relocations with line managers to support career growth and staff development.

Manage trainee programs to maintain a strong workforce capable of supporting organizational growth including remote areas.

Develop and implement succession, career development, and talent review plans focused on high-potential and committed employees.

Identify and systematically nurture potential successors for key and critical roles.

Design and facilitate training and coaching programs.

Develop future leaders and managers leveraging internal company resources and leadership development programs.

Establish policies and guidelines on staff and leadership development, including promotions, in consultation with SLT.

V. EMPLOYEE ENGAGEMENT AND STAFF WELL-BEING

Ensure appropriate Staff Care policies are in place to support employee well-being.

Lead the annual employee engagement survey (Our Voice) and coordinate follow-up actions to improve engagement.

Work with the National Director to ensure Compensation & Benefits remain competitive with comparable INGOs to attract and retain talent.

Conduct periodic salary reviews and ensure jobs are objectively evaluated and graded using the HAY method.

VI. ORGANIZATIONAL CULTURE AND CHANGE

Establish leadership development programs that align culture, build leadership skills, and promote behaviors consistent with company values.

Develop culture management plans aligned with strategic mindsets and behaviors across functions.

Implement organizational development initiatives using best change management practices to achieve sustainable company-wide change.

Foster a strong performance culture by reinforcing Partnering for Performance (P4P) practices, recognizing high performers, and addressing performance issues timely.

Facilitate ongoing performance and career conversations at all levels using the P4P mechanism.

VII. QUALITY ASSURANCE AND RISK MANAGEMENT

Ensure staff adherence to Conflict of Interest, Safeguarding policies, and the company code of conduct.

Lead development and execution of People & Culture risk mitigation plans in line with regional security and internal audit guidance.

Monitor and evaluate HR management practices to ensure compliance with company standards and local labor laws.

Provide advice and support to address People & Culture practice gaps and issues.

Maintain strong relationships with local labor agencies, insurance providers, and partners, ensuring legal compliance.

Optimize HR systems, including Workday, to meet evolving People & Culture standards.

Oversee Integrated Incident Management and Employee Relations systems, ensuring capacity to manage incidents and implement action plans.

Facilitate grievance and disciplinary processes collaboratively with line management.

Liaise with company legal departments and local counsel on employee-employer legal matters.

Requirements

Minimum of 8 years of comprehensive HR leadership experience in large, global organizations.

Preferred experience in conducting Leadership Development Programs, coaching, and mentoring using established methodologies such as situational leadership, servant leadership, and the GROW model.

Advanced degree such as MBA or Master in Human Resource Management & Organizational Development, or equivalent professional qualifications.

Demonstrated ability to set HR vision and create strategic plans.

Proven success in leading transformational changes in HR strategies, policies, systems, and organizational development.

Competency in developing HR systems, policies, and guidelines to enhance people management and organizational effectiveness.

Strong leadership and management skills in complex environments.

Sound knowledge of local labor laws relating to compensation, labor relations, and legal issuances.

Extensive experience in recruitment, retention, and staff separation processes.

Capability to advocate for employee interests while supporting organizational values and resources.

Skills to build capacity at individual, leadership, and organizational levels to meet competency requirements.

Excellent communication, negotiation, diplomacy, influencing, and conflict resolution skills for diverse audiences.

Willingness and ability to travel domestically and internationally up to 30% of the time.

Contact : Giang Tran

Due to the immense number of applicants, only shortlisted candidates will be contacted.

Requirements

Minimum 8 years experience in leading and managing HR teams of large-scale multinational organizations. Having conducted Leadership Development Programs is an advantage Possessing a strong aptitude and proven ability to formulate visions and devise strategies in the field of HR Demonstrating a track record of strategic HR management, showcasing leadership in driving transformative changes across organizational and HR spheres Proficient in developing systems, policies, and guidelines to bolster people management and organizational efficiency Having a comprehensive understanding of local labor laws of compensation, labor relations, and employee separations Excellent at recruitment and retention processes Good at communication, diplomacy, negotiation, and conflict resolution skills Willing to travel domestically and internationally Fluent in Vietnamese, proficient in English Contact : Thang Nguyen Due to the immerse number of applicants, only shortlisted candidates will be contacted.