1. Create and Review External Job Description

• Create Internal Job Descriptions for candidate recruitment.
• Update External Job Descriptions whenever necessary.

2. Prepare Recruitment Plan

• Prepare a monthly recruitment plan based on the needs of departments requesting staff.
• Submit the recruitment plan to the Manager for review by the 4th week of each month.

3. Manage Recruitment

• Ensure the recruitment fulfillment rate meets timelines based on defined KPIs.
• Review the HR resource pool (candidate database) monthly to ensure accuracy of storage and organization.
• Prepare and submit a weekly recruitment report to the Manager for review every Friday.
• Prepare and update the recruitment cost analysis and report every 2 months.

4. Manage Interviews

• Prepare interview-related documents (CV, Interview Notes) accurately before the interview date.
• For second-round interviews, follow up and coordinate with relevant departments to arrange interviews.
• Ensure candidates do not wait more than 15 minutes before any interview.

5. Manage Annual Training Plan

• After completing the Training Need Analysis/Assessment, prepare the company's annual training plan along with the Budget Plan, to be completed by the 3rd week of November.

6. Manage Training and Staff Development

• The annual training completion rate is determined by company KPIs.
• Coordinate with relevant departments to conduct the Training Need Analysis/Assessment every October. Ensure the Training Need Analysis/Assessment is completed within the 4th week of October and submitted to the Manager for review.
• Prepare and complete the monthly training report by the 5th of the following month.
• Prepare and complete the annual training report before the 2nd week of November.
• Prepare other training documents related to company policies and management procedures.
• Review training documents every 6 months to ensure accuracy and update promptly when there are changes.

7. Manage Orientation Training

• Ensure all new employees receive Orientation Training before starting work. If a new employee cannot receive Orientation Training before starting, ensure they receive it on their first working day.
• Orientation Training must have a Training Record (attendance list and photos).

8. Manage Onboarding Program

• Work with the department head to assign tasks to be completed during the probation period.
• Assign a mentor to guide and support the employee throughout the probation period.
• Track and evaluate assigned tasks and actual performance.

9. Manage New Employee Information

• On the employee's first day: Fully enter new employee information into the system.
• Bring the employee to the security post for fingerprint/attendance registration.
• Deliver the probationary employee's ID card to the employee.
• Prepare a "New Employee List" for health/physical checkups.
• After 1 month of employment, submit an "Employment Confirmation Letter" or "Termination Confirmation Letter" to the company.

10. Manage Insurance and Other Benefits

• Prepare monthly NSSF (social security) contribution payments.
• Research and propose the use of other types of insurance.

• Bachelor's Degree or Higher in Human Resource Management & Administration, or related field
• At least 3 years of experience in HR management and recruitment
• Able to communicate in English
• Proficient in using Microsoft Office (MS. Word, Excel, PowerPoint)
• Patient and adaptable to circumstances
• High analytical and problem-solving ability, and planning skills
• Good communication skills with others
• Honest, with a strong commitment to self-development to keep pace with the company's growth