HR Generalist Job Description
Position Overview
The HR Generalist is a key contributor to the HR team, responsible for managing the daily operations of all human resources functions. This role will execute programs across the entire employee lifecyclefrom mass recruitment and performance management to compensation, benefits, and employee relations. The Generalist acts as a primary resource for employees and managers, ensuring HR policies align with business goals and comply with local labor law.
Key Responsibilities and Functional Areas
1. Compensation & Benefits (C&B) Administration (focus)
- Payroll Input Management: Prepare and audit monthly data inputs (time attendance, leave, overtime, allowances, changes, etc.) to ensure timely and accurate payroll processing, coordinating closely with the Finance department.
- Mandatory Insurance: Manage the procedures, declarations, and reconciliation for Social, Health, and Unemployment Insurance (SHUI) and Personal Income Tax (PIT) for all employees, ensuring strict compliance with Vietnamese law.
- Benefits Administration: Handle the administration of company benefits (e.g., private healthcare, annual check-ups, special allowances) and serve as the main point of contact for all employee C&B inquiries.
- Labor Contracts: Draft, issue, track renewal of, and manage labor contracts and related annexes, ensuring documentation is compliant and up to date.
2. Employee Engagement (EE), Employer Branding (EB), & Internal Communications (IC)
- Employee Engagement: Plan, coordinate, and execute internal events, team-building activities, recognition programs, and employee welfare initiatives to foster a positive and energetic workplace culture.
- Engagement Measurement: Execute and analyze the results of annual/pulse employee surveys (e.g., eNPS), propose actionable insights, and assist managers in developing follow-up action plans.
- Employer Branding & IC: Collaborate with Marketing to create compelling content (photos, testimonials, culture stories) for the career page and social media channels to enhance the company's reputation as a great place to work.
- Internal Communication: Serve as a reliable channel for communicating company policies, updates, and HR news clearly and consistently to all employees.
3. Learning & Development (L&D) Coordination
- Needs Analysis Support: Assist in identifying training needs across departments by collecting feedback and analyzing performance gaps.
- Program Coordination: Organize, schedule, and coordinate internal training sessions (e.g., soft skills, compliance, new manager training) and manage external vendor relationships.
- Record Keeping: Track employee participation in training programs, maintain L&D records, and collect post-training feedback to evaluate effectiveness.
4. Performance Management (PM) Support
- PM Cycle Administration: Manage the administrative logistics of the performance review cycles (annual, semi-annual, ad-hoc), ensuring timelines are met and documentation is complete.
- Goal Setting Support: Assist managers and employees with goal setting (KPIs/Objectives) and quarterly check-ins to ensure alignment with organizational objectives.
- Documentation: Maintain all performance-related records and assist managers in providing constructive feedback and managing underperformance through consistent processes.
5. Employee Relations (ER) & Compliance
- First Point of Contact: Serve as the primary contact for employee questions, concerns, grievances, and conflicts, maintaining strict confidentiality and impartiality.
- Conflict Resolution: Mediate employee-manager and employee-employee conflicts, advising managers on disciplinary actions and best practices in accordance with company policy and labor law.
- Policy Enforcement: Ensure consistent interpretation and enforcement of all HR policies, procedures, and the employee handbook.
- Exit Management: Conduct exit interviews, analyze feedback trends, and manage the offboarding process, including final settlement procedures.
6. Talent Acquisition (TA) for Mass Recruitment
- Sourcing & Screening: Support the mass recruitment needs of field force and operational teams by posting job ads, actively sourcing candidates, and conducting initial resume screening and phone interviews.
- Coordination: Manage interview scheduling and logistics for high-volume roles, ensuring positive and efficient candidate experience.
- Onboarding: Conduct and continuously improve the new hire orientation and documentation process to ensure rapid and compliant integration into the company.
Required Qualifications & Skills
- Education: Bachelor's degree in human resources management, Business Administration, or a related field.
- Experience: 3+ years of experience as an HR Generalist or in an equivalent multi-functional HR role, ideally within a high-growth, fast-paced environment with mass staffing requirements.
- Legal Knowledge: Strong, proven knowledge of Vietnamese Labor Law and local HR statutory requirements (SHUI, PIT).
- Language: Fluency in Vietnamese and English (both written and verbal) is required.
- Technical Skills: Proficiency in MS Office (especially Excel for C&B calculations/data) and hands-on experience with an HR Information System (HRIS).
- Soft Skills: High level of integrity and ability to handle confidential information, excellent organizational and problem-solving skills, and strong interpersonal communication.
Benefits:
- Competitive salary, fully with all types of allowances according to company policy (lunch, phone, 13th month salary, ...)
- 100% salary during probation, annual salary review
- Insurance according to the law and personal health insurance after probation period
- Professional, friendly working environment, high spirit of mutual support Integration programs help CREASIANs better understand the company's vision, mission, and culture.
- Work in a value-rich environment, promoting integrity, compassion, and innovation.
- Opportunity to work with top FMCG and international brands and for career development.
