Senior Expert, HR Business Partner

Job Purpose
- The job holder responsible for a two-way contact point, build an effective and interactive relationship betweenHR Division and BU, ensure the cohesion of human activities of the BU and Consistent with the Bank's generalHR strategies and policies and with the law to effectively implement the business strategy of the BU. Excellentlyperforming at the same time different and opposing tasks: Business partner, Operations manager, Emergencyresponder and user conflicts in the Employee Mediator.
Key Accountabilities
1. Role of “Strategic Business partner”:
- Identify and forecast changes in the unit's people to provide appropriate solutions to improve the unit'soperational efficiency, while attracting, developing and retaining talents.
- Understand the talent needs of the unit, predict the capacity and business development trends to provide newknowledge and skills training programs for employees to meet new business requirements.
- Actively and flexibly use all resources to offer human resource solutions, positively contribute to the businessperformance of the unit.
- Recosile and apply HR strategies, policies and programs to match the strategy and business model andpriorities of the organization.
- Advise units in designing / modifying organizational structure, rearranging resources effectively to achievestrategic goals.
2. Role of " Trusted advisor”:
- Implementing HR strategies, policies, programs and plans to increase the efficiency of individuals vàorganizations in accordance with the general direction and plans of the State Management Division.
- Representing the unit in matters of talent in the organization.
- Ensure effectively 2-way communication between business units at the Division / Company level and the HRDivision in exchanging, consulting and supporting human resource issues.
- Guide the unit to take measures to improve the commitment and efficiency of employees to the Bank, promotebusiness activities, build a strong and efficient financial culture to optimize resource efficiency.
- Coordinate with the HR departments concerned to contribute ideas to build job description boards, positionassessment tools, tools to build targets and evaluate work performance for employees and consultants, supportfor implementing agencies.
- Representatives of the HR Division for a group of units and managing groups staff and / or having diversityand complexity in business / support / control activities. .
- Identify, evaluate and nurture BUs talent, develop plans to develop and retain competent staff, develop a newgeneration of leadership for the unit
- Organize and implement the work of disciplining and rewarding for employees.
- Coordinate with the leaders of the employee's performance assessment unit to develop a training plan inaccordance with the personal career development roadmap according to the standard training framework.
- Guide and support unit leaders in conflict / conflict situations in industrial relations.
- Predict and identify risks related to personnel fluctuations and human factors in business activities; consultingand coordinating in the implementation of risk prevention and control measures.
3. Role of “Change Agent”:
- Communicating, guiding the implementation of personnel policies, ensuring timely accurate updating ofpersonnel information from the unit.
- Collect feedback and suggestions from the service provider, personnel policy, as a basis for improving theefficiency and quality of the regulations, processes and instructions of the HR Division.
- Accompany the head of the unit in effectively managing the change from organizational structure, businessmodel to coordination mechanism, process, authority / authorization
- Encourage behaviors and capacities consistent with organizational culture and professional and advancedhuman resource management methods.
- Training, fostering leadership skills, human management of managers through personnel activities at the unit.
4. Role of “ Operations Manager”:
- Ensure the personnel activities of the business unit are in accordance with the Bank's regulations and the law,on time and with the quality of periodic work
- Consult and accompany the unit in planning talent needs and managing human resources budget.
- Provide personnel reports periodically or upon request. Analyze the indicators, make judgment and forecaston the data with suitable solutions
5. Role of “ People Manager”:
- Ensure that the department's activities comply with the internal policies, regulations, procedures, guidelines…and service quality commitments (SLAs).
- Manage, coordinate, train, train to develop và use effectively resources in the functions under theirmanagement, to maintain adequate and quality resources, to meet job requirements.
- Organize and coordinate the implementation of action programs applicable to 1 group of units (SnD, Support /Control Units, Business Units, Subsidiaries).
- Identify the unit's risks during operation, and coordinate with relevant units to come up with methods tomeasure and minimize risks.
- Be the focal point to synthesize information and represent a group of units.
6. Other jobs:
- Perform other jobs directed by the functional director / director

13 months salary/year and with a performance bonus
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HR Business Partner, People Management, HR Planning, Management, Strategic Analysis