• Check monthly timesheets, sales volume, and other relevant data. 
• Verify unreasonable data and cases before calculating salary.
• Calculate salaries, provisions, PIT, bonuses, and other benefits for employees.
• Process final settlement for termination cases, including salary calculation, allowances, and deductions.
• Process salary payment by bank transfer.
• Provide a cost allocation file to the accounting department for importing into the software. 
• Check and explain significant changes in monthly labor costs to the financial control department.
• Update changes to employees’ information, such as basic salary, allowance, position, and personal profile, and ensure full validation of supporting documents for the changes in databases or HR software.
• Register for employee and dependant PIT codes and update the tracking file.
• Conduct employee assessment, salary revision, and bonus.
• Follow up on the plan for assessment, salary revision, and bonus.
• Support line managers to conduct assessments and fill in the template.
• Manage mandatory social security, accident insurance, and healthcare insurance.
• Make and submit reports to the social insurance agency.

Skills: Payroll Management, Data Verification, Salary Calculation, Cost Allocation, Employee Records, Tax Registration, Performance Assessment, Social Insurance

• Issue social insurance books and health insurance cards for new employees.
• Close social insurance books for employees and instruct them on how to claim unemployment insurance benefits.
• Receive, check, and process insurance benefit claims for employees, such as sickness, maternity, and accidents.
• Declare accident insurance and healthcare insurance lists updated yearly, update new and termination cases monthly, and support employees in claiming compensation.
• Allocate the cost of insurance into the financial system.
• Play the main role in setting up policies for salary, bonuses, and benefits.
• Standardize HR files for easy consolidation.
• Executes cross-check payroll.
• Be the person in charge of HR software, create new items and new rules in the software, support users, and contact suppliers to fix system errors
• Work with line managers to understand the needs and propose recruitment and training plans.
• Cooperate with the HR department to deploy validated recruitment and training plans.
• Prepare labor contracts and annexes.
• Arrange and file documents.
• Make periodical statistics and reports, including hiring reports, headcount and working hours reports, and other ad-hoc reports.
• Update, manage, and save information and documents from the HR department.
• Make related reports for government authorities upon request.

Skills: Social Insurance, Benefits Processing, Insurance Claims, Policy Development, HR File Management, Payroll Cross-Check, HR Software, Recruitment Planning

• Provide all necessary support to the leadership team in daily HR operations, including managing the full employee life cycle and building the HR team.
• Ensure people development and shape the company culture.
• Increase employee engagement, promote and implement diversity and inclusion programs.
• Secure the process of performance management to increase the effectiveness of the team and achieve customer satisfaction target rates.
• Provide constant coaching and support for change management purposes.
• Be responsible for the development of concepts, strategies, and tools for integrated performance management, including performance management, talent management, and succession planning, and train a variety of skills, including leadership management and management training.
• Provide clarity and support in the execution of the salary, bonus program, salary structure, and union trade.
• Provide both soft and hard documents for auditors.
• Announce issues relating to C and B, such as time attendance, salary revision, and bonuses.
• Register and update labor regulations and the labor collective agreement.
• Create a close relationship with employees through plant visits, training, and talks.
• Organize an annual health check for all employees.
• Cooperate with the communication department to organize the year-end party and company trip.
• Make a budget for staff expenses.

Skills: HR Operations, Employee Development, Culture Building, Diversity Programs, Performance Management, Change Coaching, Compensation Administration, Labor Compliance

• Perform complex quantitative and qualitative analysis for business processes and projects. 
• Often manage small projects, business processes, or parts of larger ones.
• Respond to, solve, and make decisions on complex and non-routine business requests with limited to moderate risk.
• Be responsible for own work and contribute to team, department, and business results. 
• Direct the work of non-management staff.
• Assist senior associates in achieving business results by identifying opportunities to enhance the effectiveness of business processes, providing training and technical guidance to less senior staff, serving as point of contact for problem resolution, participating in setting department operating plans, recognizing and celebrating team successes, and achieving results against budget within the scope of responsibility.
• Demonstrate an awareness of personal strengths and areas for improvement and act independently to improve and increase skills and knowledge.
• Provide liaison and consulting services to all levels of management and associates, interpret and define division and human resources policies and procedures to ensure and enforce compliance.
• Develop, plan, and carry out all local policies and procedures relating to all phases of human resources.
• Analyze and review statistical data and reports to identify and determine causes of turnover and retention within the workforce, and develop recommendations and improvements to management as well as improvements to employment policies, processes, and practices.
• Assist site leadership in the planned development and reinforcement of organizational strategies, structure, and processes.
• Work with site management to identify current and future weaknesses and strengths, problems and concerns, job satisfaction, and productivity.

Skills: Data Analysis, Project Management, Decision Making, Staff Leadership, Process Improvement, Policy Development, Workforce Analytics, Organizational Strategy

• Work with all levels of management on-site to ensure organizational competence and performance management.
• Manage and administer compensation programs as established by the Compensation COE, and consult with the Compensation COE and the Director of HR.
• Advise and recommend to all levels of management appropriate compensation actions and adjustments to attract, retain, and motivate employees.
• Partner with the Director of HR and Compensation COE on non-management pay administration guidelines, including annual performance and merit increase guidelines, and issues relating to wage parity and analysis.
• Manage and maintain positive associate relations.
• Monitor the work environment for any signs of potential union organization.
• Liaise with the Director of Human Resources and the COE Work Environment manager to ensure consistent treatment for all associates.
• Participate in and support Positive Work Environment training and labor or employee relations interventions, such as focus groups and feedback sessions, and guarantee fair treatment and arbitration in collaboration with the COE Work Environment Team to achieve satisfactory resolutions.
• Be responsible for documentation and disciplinary action training for line managers.
• Coach and advise management on work environment issues.
• Serve as the key escalation point for associate relations issues, such as progressive discipline issues.
• Participate in the resolution of serious grievances surfaced by any site.
• Ensure that disciplinary procedures are consistently and appropriately administered on-site.

Skills: Compensation Management, Employee Relations, Performance Management, Labor Relations, Union Monitoring, Disciplinary Training, Conflict Resolution, Management Coaching

• Ensure and guide communication of site rules and regulations, the progressive discipline policy, the Associate Resource Line, the Business Integrity Line, and the Guarantee of Fair Treatment.
• Partner with site management and the Director of HR in the development of policies that may result in disciplinary procedures.
• Assist the Director of Human Resources in the research and preparation of employment lawsuits for corporate and outside counsel.
• Coordinate responses to subpoenas by corporate counsel.
• Provide liaison and consulting services to all levels of management and associates, interpreting and defining established policies and procedures.
• Consult and review grievances processed through various grievance programs, and handle investigations and analyses required to prepare company answers and resolutions to such grievances.
• Handle all legal tasks regarding terminations and annulments.
• Review engagement survey scores for all sites in the market, provide analysis, and schedule visits to area sites, addressing any improvement plans to mitigate issues being escalated through the Business Integrity Line and Guarantee of Fair Treatment lines.
• Remain aware of any issues relating to associate areas at any site that might impact associate well-being, such as the associate breakroom or the associate entrance.
• Be responsible for the on-site life cycle of the engagement survey and the associated action planning
• Oversee the improvement of those sites and departments that do not meet the minimum standards in any portion of the lifecycle or the associated metrics.
• Interpret CBA and ensure site leadership is well educated on all CBA procedures.
• Adhere to guidelines under the local CBA.

Skills: Policy Development, Legal Compliance, Grievance Management, Investigations Handling, Engagement Analysis, Employee Wellbeing, CBA Interpretation, Action Planning

• Consult with the senior director or director on all union matters.
• Act as the key consultant with site staff for workers’ compensation activities.
• Ensure sites have systems in place to record absences, time-off requests, and shift turnarounds.
• Discuss appeal processes with site management.
• Assist in preparing documentation for hearings.
• Prepare and consult with site management representatives for attendance at hearings and attend.
• Review adherence to the Federal Wage and Hour Law, Fair Labor Standards Act, and other legal requirements.
• Ensure site compliance with all applicable HRC policies and procedures.
• Remain current on government regulations and legislation to manage the associate relations program and ensure consistent and fair application and compliance with HRC and local regulations.
• Serve as the point of contact for the Talent Acquisition COE and back up the onboarding coordinator in the absence of the HR coordinator or partner.
• Provide the Talent Acquisition COE with staffing updates, assist in obtaining approvals for hiring exceptions, and provide the COE with applicant eligibility and rehire status.
• Support the director of HR in planning, coordinating, and directing associate training programs. 
• Facilitate day one orientation in the absence of the HR coordinator or partner at the site.
• Provide task aids and training materials to site leaders and associates.
• Conduct impromptu one-on-one trainings during site visits.
• Remain current with new labor legislation, court decisions, and government regulations to keep abreast of legal developments.
• Maintain a good business relationship with all legal and government institutions.

Skills: Union Consultation, Workers’ Compensation, Attendance Management, Hearing Preparation, Legal Compliance, Talent Acquisition, Training Coordination, Labor Legislation

• Develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Support current and future business needs through the development, engagement, motivation, and preservation of human capital.
• Act as stewards of the employee experience and organizational culture.
• Act as a point of contact and program manager for people, tools, processes, programs, or projects.
• Manage the recruitment and selection process.
• Manage and improve C and B effectively, ensure the payroll process is timely, and carry out analysis and review the system annually.
• Consult managers and employees with career conversations, development plans, career growth plans, and other development initiatives.
• Establish training plans with full budget control, develop training programs, and work in close partnership with functional heads.
• Analyze data and observations across the organization, highlight trends, and recommend and drive solutions.

Skills: HR Strategy, Talent Management, Employee Engagement, Program Management, Recruitment Oversight, Compensation Administration, Career Development, Data Analysis

• Support the partnership with the talent acquisition center, including staffing coordination and job requisition management.
• Propose creative ways to seek talent and partner with the university relations team to build local community connections.
• Critically review site compensation trends, support the annual performance and salary reviews, and manage variable pay programs.
• Ensure alignment of HR processes, such as Human Resources Review, Performance Management and Development, and Quarterly Business Reviews, with strategic and operating goals.
• Counsel and mentor employees and managers regarding employee relations issues, including performance management, facilitation of formal and informal complaints to resolution, and corrective actions in line with local culture and the business and legal environment.
• Drive employee engagement and satisfaction through the promotion of a positive company culture while balancing employee concerns with company goals.
• Remain up to date on relevant employment laws and other human resources compliance issues.
• Update management on policies and processes.
• Gather and present site analytical data with the senior HR manager.

Skills: Talent Acquisition, Compensation Management, HR Process Alignment, Employee Relations, Performance Management, Employee Engagement, Legal Compliance, Data Presentation

• Advise on trends and propose possible actions.
• Build manager capability by supporting foundational and leadership development training for front-line managers.
• Handle critical issues from the HR Shared Services Center to resolve client queries and issues.
• Mentor operations functional leaders in organizational planning to strengthen overall organizational capability.
• Partner closely with HR colleagues to drive the HR component of the business strategy by planning, developing, and implementing HR initiatives that increase the efficiency, competence, and effectiveness of assigned client groups.
• Collaborate with Center of Excellence teams to complete and implement large-scale HR initiatives, such as rolling out annual programs and new programs or policies.
• Ensure effective talent management, including recruitment, assessment, and development, as the organization grows organically and through acquisition.
• Assist managers in assessing and identifying resources to meet employee and departmental training needs and support employees in continuously developing their skills in their field of work.
• Support managers in implementing development actions, including employee individual development plans, department succession planning, and proactive management of retention-risk colleagues.
• Guide managers in career development initiatives for their teams, such as job architecture, mapping of roles, and other job-specific career ladders.

Skills: Leadership Development, Client Support, Organizational Planning, HR Strategy, HR Collaboration, Talent Management, Training Support, Career Development

• Assume the role and responsibility for the Human Resources Department in the absence of the director or assistant director.
• Participate in the planning and execution of associate events organized by the Human Resources Department.
• Act as liaison to management for all associates.
• Clearly and accurately document all associate issues on a timely basis following counseling and disciplinary procedures.
• Maintain the associate's Personal Time Off program.
• Have excellent knowledge of benefits administration, benefit and employment law, ERISA law, FMLA, ADA, and workers' compensation law.
• Ensure the Leave of Absence policy is administered in coordination with the vendor.
• Work with departmental management to ensure safety training is emphasized in departmental meetings, stand-up meetings, and in the consciousness of each associate.
• Collaborate with risk management to ensure timely and accurate incident and accident reporting.
• Ensure proper use of forms, medical services, and reporting standards to the insurance company.
• Champion the organizational culture on property and enthusiastically promote opportunities within the hotel and company.
• Manage the associate benefit file system to standard and ensure accurate documented enrollment for all eligible associates.
• Monitor unemployment insurance claims and actively work to reduce claim liability through detailed documentation and hearing compliance.
• Manage HRIS to ensure compliance with applicant flow logs, drug testing, I-9s, background, and reference checks.

Skills: HR Leadership, Event Coordination, Employee Relations, Benefits Administration, Leave Management, Safety Compliance, Incident Reporting, HRIS Management

• Be part of the management team and contribute to the strategic and commercial objectives for the organization.
• Plan and drive a people plan and HR focus areas for the supported unit aligned with the business strategy and people strategy.
• Ensure implementation of relevant HR processes, tools, and analytics.
• Support and coordinate the development of leaders and talents within the organization.
• Drive organizational, leadership, and team development.
• Drive and advocate for a performance culture.
• Act as a change agent by driving change and improvement in HR and business projects.
• Coach and support managers to optimize organizational effectiveness.
• Manage responsibilities, including securing the delivery of and alignment of basic HR services and administration.
• Manage, develop, and coach the team.

Skills: Strategic Planning, People Management, HR Analytics, Leadership Development, Organizational Development, Performance Culture, Change Management, Team Coaching

• Respond to inquiries regarding HR plans, programs, and policies.
• Educate managers and employees on policies and procedures.
• Assist in developing and implementing new policies and procedures.
• Investigate and resolve employee issues and recommend resolutions based on policy.
• Involve the necessary parties based on incidents, such as the HR People Center and legal.
• Manage union employees, including understanding all contract rules and policies, managing arbitration, and involvement in contract negotiations.
• Provide direction to managers and employees on the implementation of HR plans, programs, policies, and training.
• Act as the primary consultant on various HR initiatives.
• Serve as the HR consultant and work with operations to positively impact the business.
• Perform due diligence for new business initiatives to determine appropriate HR plans, programs, processes, and tools, including compensation, benefits, leadership, staffing, and diversity and inclusion, based on financial and legal exposure.

Skills: Policy Education, Employee Relations, Policy Development, Issue Resolution, Union Management, HR Consulting, Business Partnership, Risk Management

• Support the employment process including applicant screening, determining eligibility for employment, conducting reference checks, and verifying paperwork for accuracy.
• Refer potential new hires to department managers for interviews.
• Assist with departmental outgoing correspondence and memoranda.
• Maintain all logs, including new hire, termination, transfers, department meetings, and turnover reports, daily by period, and prepare reports in a timely and accurate manner.
• Assist with all benefit administration including group health insurance, vacation, sick leave, personal leave, leave of absence, jury duty pay, and retirement plan.
• Ensure all policies and procedures are followed and all completed forms are accurate with timely submission.
• Assist with the coordination of all other new hire pre-employment steps, including drug testing and reference checks, to ensure compliance with all company policies and procedures.
• Respond to all interviewed applicants via telephone or letter within the required time frame.
• Assist with the completion of appropriate paperwork for new hires, terminations, payroll action forms, and employee status changes on a daily basis and in a timely, accurate manner.
• Assist with new hire orientation by administering an overview of benefits to new associates, explaining elements of various benefits, and assisting with enrollment and claims processing.
• Present an overview of the employee handbook with complete knowledge of all policies and procedures.
• Notify all managers of monthly reviews, prepare payroll action forms, and track all completed reviews to ensure reviews are given in a timely manner.
• Assist the HR department in maintaining accurate employee records.
• Assist with OSHA, workers' compensation, and unemployment claims responsibilities.

Skills: Recruitment Support, Record Keeping, Benefits Administration, Compliance Management, Onboarding Assistance, Employee Communication, Payroll Coordination, Claims Management

• Assist with HR reception area duties by greeting associates, managers, and potential new hires and directing them to the appropriate manager.
• Assist in the production of the employee newsletter.
• Maintain associate files and ensure filing is completed at the end of each week.
• Assist with associate employee relations events.
• Ensure compliance with the Immigration Reform and Control Act for all employees.
• Maintain an inventory of office and benefit supplies on a regular basis.
• Complete purchase orders are needed to replenish supplies.
• Keep employee bulletin boards current by posting memos, pictures of employee events, and loss prevention materials.
• Distribute paychecks and ensure completed signature pages are collected from each department.
• Provide administrative support through scheduling key appointments, coordinating in-house meetings and agendas, and assisting with all associate events.
• Ensure timely follow-up from department heads on human resources issues.
• Support upward, timely communication to corporate offices and senior leadership and ensure compliance with daily, weekly, and monthly deliverables.
• Assist with and ensure timely follow-up on all in-house associate communication and requests, and respond to associates confirming receipt of their requests.
• Assist with timely follow-up to incoming associate correspondence received through the general mailbox and forward to departments for follow-up.
• Coordinate and follow up on all office requests and assist finance with reporting requirements and deadlines.
• Assist other departments when guest influx dictates.

Skills: Reception Support, File Management, Event Assistance, Compliance Monitoring, Supply Management, Communication Coordination, Administrative Support, Correspondence Handling

• Transition country HR service delivery according to the regional HR model and work in partnership with all specialist HR platforms to deliver functional and business objectives across the country.
• Gain commitment and engagement from key stakeholders to ensure understanding and implementation of actions that enable business objectives, such as impacting attraction, motivation, development, and retention of talent across the country.
• Drive agreement, ensure alignment, and strong implementation of all corporate HR programs and annual initiatives, including total compensation, performance management and development, new country policies, and harmonization initiatives.
• Plan and operate with limited direction in counseling functional and business leaders and managers to tackle issues and gain approvals.
• Provide high-level HR expertise, support, and coaching to leaders and managers on HR policies and processes, people management, and career development.
• Counsel and coach leaders, managers, and employees regarding employee relations issues, including performance management, facilitation of formal and informal investigations, and any resulting disciplinary actions.
• Continuously promote use of the Colleague Service Center and drive manager and employee self-service adoption on HR processes and highly repeatable functional tasks.
• Ensure effective talent attraction and management plans, including recruitment, assessment, and development, in partnership with talent acquisition and talent management platforms.
• Drive effective compensation equity and planning processes for the assigned client group.
• Work with HR functional teams on large-scale regional and country HR initiatives, such as M&A integrations, restructures, and consolidations.
• Act as a change agent and support key change management initiatives for the site and assigned business teams.
• Participate in the broader regional HR team to enable HR projects and initiatives.
• Partner with site leaders to guide site activities, shape culture, and drive employee engagement.
• Minimize risk by meeting local legal, regulatory, and data privacy requirements while driving global, regional, or country programs.

Skills: HR Delivery, Stakeholder Management, Program Implementation, Leadership Coaching, Employee Relations, Talent Management, Compensation Planning, Change Leadership

• Work with line managers in a consultancy role, assisting them to understand and implement policies and procedures.
• Provide five-star HR support to the business, including documentation and approval processes.
• Lead the HR agenda for the supported countries, coaching and advising on HR processes.
• Manage the development of accurate job descriptions and the recruitment approval process.
• Operate as the communication hub for the HR team, ensuring information flow and sharing of knowledge.
• Implement and lead the HR component of any change and transformation programs within the markets.
• Implement human resources policies such as performance management, disciplinary actions, and absence management.
• Provide advice and assistance on performance evaluation and development planning processes.
• Advise on pay and other remuneration issues, including promotions and transfers.
• Communicate company policies, procedures, and processes to the business.
• Facilitate and assist with training and coaching on key HR and management skills to the business.
• Conduct research on human resource best practices and make recommendations.
• Gather data and statistical reports to make informed and commercial HR decisions.
• Assist with composing correspondence, memoranda, reports, and documents.
• Act as the local advisor on employment legislation.
• Ensure all employees understand work health and safety requirements and expectations through induction, instruction, training, and supervision.

Skills: HR Consulting, HR Support, Recruitment Management, Communication Management, Change Leadership, Policy Implementation, Performance Coaching, Compliance Advisory

• Collate and maintain up-to-date information related to local labor laws and company administration.
• Ensure local labor laws are implemented and adhered to by staff and the company.
• Identify and deploy impactful people strategies and programs that enable the organization to scale effectively during hyper-growth.
• Manage day-to-day operations of a busy office team, including HR, administration, and recruitment.
• Work directly with managers and staff in relation to HR, administration, and recruitment.
• Serve as the main facilitator to drive the culture and values throughout the organization.
• Adapt approach and communication style across different mindsets and cultures.
• Partner with multiple stakeholders, including business and functional leaders, to develop and deliver innovative organizational development solutions that attract, motivate, and retain talent.
• Manage all office administration, cultivate company culture, and make the office a great place to work.
• Support both new and existing expatriate staff with official company paperwork and documentation.

Skills: Labor Compliance, People Strategy, Office Management, HR Support, Recruitment, Culture Building, Stakeholder Management, Expat Support

• Partner with Talent Acquisition to attract, hire, and onboard new team members.
• Develop and deliver training to new and existing associates, ensuring thorough understanding of job functions, policies, procedures, and growth opportunities.
• Handle all associate relations matters and complaints, including conducting investigations and complaint resolution.
• Participate in the grievance process for union associates.
• Ensure compliance with federal and state employment regulations, as well as company policies and procedures.
• Participate in internal auditing and the maintenance and safeguarding of associate files.
• Act as a connector between the location and the enterprise HR team, advocating and educating for consistent and best practice policies and practices while sharing insights unique to the location.
• Engage leaders to understand talent needs and implement talent assessment processes, proactively obtaining, interpreting, and presenting metrics and analysis.
• Partner with line managers to identify and create organizational capabilities such as collaboration, culture and shared mindset, accountability, and efficiency.
• Develop and execute workforce strategy, diagnosing and solving workforce issues.
• Advise on performance counseling and discipline.
• Support employee relations, ethics, and compliance investigations.

Skills: Talent Acquisition, Training Delivery, Employee Relations, Grievance Handling, Compliance Management, HR Auditing, Talent Assessment, Workforce Strategy

• Drive change management efforts across the US and Canadian ECS business, ensuring employee and stakeholder impact are prioritized and organization changes are planned and thoughtfully implemented with strong process integrity
• Advise key stakeholders on creating, implementing, and driving a high-quality talent agenda that supports business objectives and priorities
• Identify levers and develop strategies to measurably improve engagement and retention, such as talent assessments, engagement surveys, and exit surveys, empowering managers and employees with tools to better own their engagement
• Lead and participate in cross-functional projects to enhance the overall HR function, including HR processes, policies, and systems that impact employee experience, productivity, and progress across the Americas
• Build relationships with leaders and employees to be positioned as a trusted, knowledgeable, and plugged-in HR business partner who proactively recognizes future team needs and develops long-term plans supporting business objectives
• Work with leaders and employees to identify, establish, and maintain a positive work environment and authentic culture that encourages diversity, inclusion, and belonging
• Provide HR operational and transactional support to the ECS business alongside the HR coordinator
• Implement and oversee the employee onboarding and orientation process throughout the aerospace and defense facilities.
• Partner with leadership on performance management.
• Collaborate with appropriate individuals to ensure compensation levels are consistent with experience, expectations, and the external market across covered sites.
• Work to ensure facility-level compliance with applicable federal and state employee-related regulations, including OSHA, FLSA, FMLA, ADA, and others.

Skills: Change Management, Talent Strategy, Employee Engagement, HR Process Improvement, Relationship Building, Diversity Inclusion, Onboarding Management, Compliance Oversight

• Experience in Human Resources with three years as a Human Resource Supervisor or Manager
• Experience working in global specialty chemical, manufacturing, distribution, or multi-site environments
• Experience with matrix management
• Demonstrated experience with HRIS and recruitment systems
• Experience leading Human Resources change management initiatives
• Excellent oral and written communication skills with the ability to manage diverse employee relations issues
• Strong interpersonal skills with the ability to motivate and persuade others to effect change
• Strong analytical skills with the ability to identify problems, analyze trends, develop solutions, and implement action plans
• Strong leadership and management skills
• Strong organizational and prioritization skills with attention to detail
• Competency in the Microsoft Office suite
• Background in learning and development and compensation
• Ability to construct and carry out plans within given timetables

Qualifications: BA in Human Resource Management with 8 years of Experience

• Experience in a growing global business with a positive reputation for working effectively and influencing across all levels of an organization
• Experience in a fast-paced and matrixed Human Resources function with a solution-focused, customer-centric mindset
• Proven commercial Human Resources generalist experience in large, matrixed, and high-growth organizations
• Knowledge of local employment law practices
• Hands-on approach with a willingness to deliver results
• Successful implementation and project management of operational and strategically important Human Resources programs and processes across a region
• Strong interpersonal skills with a willingness to constructively challenge, developed in demanding and high-performing work environments
• Proven influencing, coaching, and communication skills with the ability to build credibility and create trusted client partnerships
• Flexible and optimistic mindset with low ego

Qualifications: BA in Business Administration with 12 years of Experience

• Progressive experience in all aspects of Human Resources
• Experience directly supporting senior leaders and influencing leadership decisions
• Experience assessing leadership and organizational talent, identifying talent gaps, and implementing initiatives to address them
• Exceptional project management skills with a proven track record of delivering high-quality results in fast-paced, complex environments
• Proven commitment to diversity, equity, and inclusion
• Creativity and innovative thinking
• High emotional intelligence, passion, and strong critical thinking skills
• Enthusiasm, commitment, and drive
• Highly comfortable and effective using video conferencing tools for meetings
• Comfortable using facts and data to build people-centric business cases, including the use of staffing models and analytical tools

Qualifications: BA in Organizational Leadership with 14 years of Experience

• Previous managerial experience
• Experience working with cross-cultural and overseas teams
• Proven leadership experience in a hyper-growth and evolving organization
• Current knowledge of Vietnam Human Resources laws, regulations, and best practices
• Professional fluency in English and Vietnamese, both spoken and written
• Proficient in Microsoft Suite and Google Suite
• Strong organizational and time management skills to manage conflicting priorities in a fast-paced environment
• Excellent written and oral communication skills, interpersonal skills, and effective negotiation tactics
• Ability to work with sensitive data and maintain strict confidentiality
• Ability to interpret information to determine return on investment and organizational impact for decision-making and recommendations
• Ability to identify organizational development needs and deliver coaching or training 
• Ability to influence at various levels across the organization
• Proactive and independent with the ability to take initiative

Qualifications: BA in Psychology with 9 years of Experience

• Managerial Human Resources experience in the international hospitality industry
• Full-cycle recruiting experience
• Demonstrated knowledge of local employment laws and regulations
• Advanced proficiency in Vietnamese and English for both written and verbal communication
• Strong interpersonal skills with the ability to lead and influence effectively at all organizational levels while maintaining confidentiality
• Proven experience managing budgets, staff costs, and forecasts
• Proficient in Microsoft Word, Excel, and PowerPoint
• High customer service orientation
• Excellent organizational skills
• Ability to work well under pressure
• Ability to deliver training presentations in a concise and well-organized manner

Qualifications: BA in Industrial-Organizational Psychology with 5 years of Experience

• Solid Human Resources experience at the managerial level
• Extensive experience in a plant environment, preferably in electronics manufacturing
• Knowledge and working experience with the Vietnam labor ordinance and individual income tax regulations
• Strong analytical ability, well-organized, and detail-oriented with figures
• Strong communication and influencing skills when interacting with internal and external parties
• Proficient in both spoken and written English and Putonghua
• Computer proficiency in MS Office, including Excel and PowerPoint
• Independent, self-motivated, and effective in execution

Qualifications: BA in Management with 7 years of Experience

• Senior Human Resources certification
• Experience in human resources and managing a Human Resources team or function
• Experience working in a union environment or with union employees
• Experience in rapidly changing and complex work environments
• Thorough knowledge of US employment law and Human Resources professional practices
• Excellent written and verbal communication skills, including effective presentation skills, with the ability to interact at all organizational levels
• Strong internal and external customer service focus
• Hands-on approach with the ability to monitor employee engagement and ensure a high level of employee satisfaction
• Ability to visualize, build, and maintain a competent, effective, and strategic Human Resources team and function
• Ability to understand business goals and recommend new approaches, policies, and procedures to continually improve business objectives, productivity, and Human Resources development
• Ability to manage high-volume workloads, multiple priorities, and deliver results
• Ability to work flexible hours and travel occasionally, including internationally
• Bias for action, strong work ethic, and desire to achieve excellence
• Enthusiastic team player with a strong drive to create a positive work environment

Qualifications: BA in Communication Studies with 13 years of Experience

• PHR or SPHR certification
• Experienced leader with a history of employee development
• Experience in a Human Resources Manager or Generalist capacity
• Experience in workplace safety programs
• Progressive work experience in Human Resources
• Understanding of the overall strategy and its relevance to tasks
• Knowledge of Dutch labor law
• Basic consulting and counseling capabilities
• Customer-oriented, approachable, and strong interpersonal skills
• Strong written and verbal communication skills, including presentation skills
• Ability to deliver and support the selling of Human Resources solutions to the business
• Ability to provide high-level Human Resources service, challenge, listen, understand needs, and provide solutions
• Ability to present logical, compelling arguments and reasons for ideas and recommendations
• Mature, well-organized, self-starter with enthusiasm and initiative
• Confident, creative, and collaborative

Qualifications: BA in Public Administration with 12 years of Experience

• Increasingly responsible Human Resources generalist experience, including employee relations, staffing, performance management, organizational development, compensation, and benefits
• Experience leading and developing staff professionals
• Experience in union or represented environments and in the retail or hospitality industry
• Thorough knowledge of MS Excel, Word, and PowerPoint, with experience using HRMS such as SAP and Oracle
• Strong facilitation, influencing, and conflict resolution skills
• Excellent verbal and written communication, interpersonal, organizational, and multitasking skills
• Ability to drive Human Resources processes and deliver high-quality services in fast-paced, high-change environments
• Ability to develop integrated solutions from inception to post-delivery assessment
• Willingness to work occasional weekends and holidays

Qualifications: BA in Sociology with 9 years of Experience

• PHR or SPHR certification through HRCI or SHRM
• Experience in Total Performance Management implementation
• Experience as a Human Resources Manager
• Experience as a Human Resources Generalist in a manufacturing plant or distribution center environment
• Experience in labor-management relations, workplace investigations, mediation, arbitration, and grievance processes
• Experience in union contract management and employee-labor negotiations
• Thorough understanding of federal and state employment laws, including EEO, AA, FMLA, ADA, Unemployment Insurance Administration, and Workers’ Compensation
• Proficient in Microsoft Office Suite, including Outlook, Word, Excel, PowerPoint, and HRIS systems such as PeopleSoft or SAP
• Excellent verbal and written communication skills with strengths in presentation and training
• Excellent organizational skills with the ability to prioritize and manage multiple projects simultaneously, and adapt quickly in a fast-paced environment
• Excellent interpersonal skills, flexible in collaboration and relationship management, with an affinity for building trust
• Ability to identify and resolve abstract and complex Human Resources problems, gather and analyze information skillfully, and meet challenges with resourcefulness and resolution
• Conscientious with meticulous attention to detail and the ability to explain complex principles clearly and concisely

Qualifications: BA in Labor Relations with 14 years of Experience

• Applicable experience in Human Resources, business operations, or management
• Experience with a large hourly and distributed workforce
• Experience working with union and non-union employees
• Understanding of and ability to mitigate corporate risk associated with employment laws and policies
• Working experience as a Human Resources Manager
• Experience in multiple regions
• In-depth knowledge of labor law and Human Resources best practices
• Knowledge of Human Resources systems and databases, including ADP Workforce Now
• Competence in building and effectively managing interpersonal relationships at all organizational levels
• People-oriented and results-driven
• Excellent active listening and leadership skills
• Desire to work in a fast-paced, ever-changing environment

Qualifications: BA in International Business with 11 years of Experience

• Professional in Human Resources (PHR) certification
• Experience in supporting a client group of more than 100 employees
• Experience working in multi-cultural or non-profit organizations
• Strong working knowledge of and experience in multiple Human Resources disciplines, including employee relations, labor law, performance management, learning and development, change management, organizational development, and compensation and benefits
• Excellent diplomatic and influencing skills, especially in building strong relationships with leaders at all levels
• Strong project management skills
• Excellent written and verbal communication skills
• Ability to successfully support staff and guide managers
• Ability to effectively work with a multi-site client group

Qualifications: BA in Economics with 8 years of Experience

• Experience in a multi-unit store environment
• Generalist experience with one to two years of Human Resources management experience
• Strong understanding of retail operations and Human Resources best practices within a retail environment
• Knowledge of federal, state, and local labor laws and regulations
• Broad knowledge of Human Resources practices, including employee relations, performance management, compensation, and learning and development
• Knowledge of Human Resources employment-related laws and practices
• Expert-level user of MS Excel, Word, and PowerPoint
• Excellent time management and organizational skills with the ability to prioritize work effectively
• Strong relationship-building and customer service skills
• Excellent verbal and written communication skills
• Strong follow-up skills
• Ability to multitask in a fast-paced environment while maintaining strong attention to detail
• Ability to maintain a high level of confidentiality
• Ability to work with employees at all levels

Qualifications: BA in Legal Studies with 6 years of Experience

• Human Resources management experience, including participation in leadership development programs
• Human Resources leadership experience in a high-volume, luxury hotel
• HRIS experience with knowledge of Ultipro
• Strong understanding of Human Resources principles and experience handling complex and sensitive associate matters
• Leadership skills with the ability to delegate, effectively train, develop, and motivate staff
• Excellent communication and presentation skills
• Computer proficiency with advanced Excel skills
• Ability to set priorities for support staff and provide feedback to enhance performance
• Ability to communicate clearly and pleasantly in English, both verbally and in writing, with guests, management, and co-workers
• Ability to mentor key leadership positions, including department heads and assistant managers
• Self-motivated with the ability to manage deadlines
• Dynamic, enthusiastic, and creative leader who thrives under pressure, able to perform multiple functions and troubleshoot
• Willingness to work a flexible schedule, including evenings and weekends

Qualifications: BA in Political Science with 9 years of Experience

• SHRM, HRCI, or other Human Resources certifications
• Labor relations experience
• Generalist experience in Human Resources
• Experience and success with positive employee relations, including union avoidance, in healthcare or retail industries
• Significant experience with California employment law
• Experience supporting multi-site facilities from a Human Resources perspective
• Experience in project management and change management
• Strong business focus, planning, and execution skills
• Strong consulting and communication skills, including verbal, written, and listening abilities
• Adaptable in environments of ambiguity or change
• Excellent interpersonal, collaborative, and influencing skills
• Ability to work across multiple business units
• Ability to deal effectively with diverse viewpoints and gain consensus as a team player
• Proficiency in English and Mandarin

Qualifications: BA in Education with 11 years of Experience

• PHR, SPHR, CHRL, or CPHR certification
• Previous Human Resources experience
• Experience with and strong understanding of key Human Resources processes, including recruitment, objective setting, performance management, talent management, rewards, annual pay processes, recognition, setting metrics, and data analysis
• Experience working with data to generate insights and diagnose future talent risks and opportunities
• Knowledge of Human Resources techniques in talent, engagement, and workforce planning
• Knowledge of and oversees all Federal, State and Local laws regarding human resources
• Solid knowledge of federal, state, provincial, and local employment laws
• Knowledge of talent acquisition techniques, including recruitment, interviewing, and selection
• Understanding of compensation and benefits policies and programs, and employee relations practices
• Excellent written and verbal communication skills
• Effective project management skills
• Strong problem-solving skills
• Demonstrated change management skills

Qualifications: BA in Marketing with 8 years of Experience

• Working experience in the hospitality industry
• Experience in the hospitality industry
• Proven leadership experience in managing a Human Resources team
• Work experience as a Human Resources Manager in the retail industry
• Hands-on experience with sourcing and evaluating candidates for various seniority levels
• Good understanding of labor legislation, including regulations for flexible types of employment
• Knowledge of payroll systems and Human Resources databases
• Good working knowledge and application of employment legislation and HR practices
• Excellent stakeholder management and interpersonal skills
• Analytical, proficient with numbers, organized, process-driven, task-focused, and attentive to detail
• Comfortable working in a fast-paced, hands-on, growth-oriented work environment with tight timelines

Qualifications: BA in Public Relations with 6 years of Experience

• Human Resources management experience in a labor-intensive industrial manufacturing environment
• Experience monitoring area wages and establishing wage guidelines
• Experience establishing corporate Human Resources policies
• Strong experience with benefits and benefits administration
• Significant experience handling Human Resources issues, terminations, and related matters
• Human Resources leadership experience within a manufacturing environment
• Intermediate to advanced proficiency with Microsoft Office applications and Human Resources tools
• Executive presence, professional demeanor, and strong business acumen
• Exceptional written and verbal communication skills for managing across functions and levels
• Knowledge of employment laws with practical experience implementing procedures to ensure compliance
• Good in English communication skills, presentation, and negotiation skills

Qualifications: BA in English with 10 years of Experience

• Human Resources business partner experience
• Experience supporting hourly employee client groups with populations of 2,000 or more
• Prior Human Resources experience, multi-unit retailer with heavy emphasis on employee relations
• Experience in a recruiting or Human Resources role
• High-growth technology startup experience 
• Deep knowledge of Vietnamese employment laws and Human Resources processes
• Demonstrated success in stretch assignments as evidence of superior performance in previous roles
• Ability to work collaboratively with all departments and management levels
• Ability to understand and add value to the business
• Ability to deliver and execute high-quality and consistent Human Resources processes and services
• Ability to align programs and services with the organization’s overall vision
• Ability to adapt to changing organizational and operational needs and to lead people through change

Qualifications: BA in History with 7 years of Experience

• Proven experience in managing Human Resources activities in complex organizations, such as industrial or automotive manufacturing plants
• Experience in negotiating with unions
• Experience as a Human Resources generalist with specific functional Human Resources knowledge
• Experience as a Human Resources Business Partner or Manager supporting a small business unit or function, delivering a customized Human Resources strategy aligned to workforce needs
• Proven understanding and application of Human Resources concepts
• Workday experience with strong IT skills to support and prioritize the Human Resources systems roadmap
• Expertise in full end-to-end Human Resources practices, including recruitment, talent development, performance coaching, facilitation, legislation, labor relations, and organizational design, as well as change management experience in initiating, steering, coaching, and sustaining change
• Solid understanding of Agile principles, Agile organizations, and self-servant leadership methodologies and tools
• Ability to develop, implement, and adapt Human Resources strategies
• Strong interpersonal skills with the ability to influence and motivate teams to meet deadlines and achieve targets

Qualifications: BA in Liberal Arts with 12 years of Experience