Chuyên gia Quản lý Nhân sự với kinh nghiệm phong phú. | Nam | 1991 | Chưa phân loại

Human Resources Management, Recruitment, Employee Relations, Performance Appraisal, Talent Management, Labor Laws, Organizational Development, Training and Development, Compensation and Benefits, Employee Engagement, Dispute Resolution, HR Strategy …

Nguyen Ngoc Thao Lam
I have a strong desire to develop in Human Resources Management. I seek a career opportunity in a company that can provide challenges and opportunities for me to develop my career. I believe my strongest trait in Human Resource Management is Recruitment and Employee Relations. Desired to prove my organizing, communication skills, my problem analysis and problem solving abilities.

EXPERIENCE

**Traveloka** — HR Manager
FEBRUARY 2018 – PRESENT
– Develop and implement overall HR strategies and initiatives in alignment with the overall business strategy
– Forecast VN HR budget plan, verify and control all office activities within the approved budget
– Oversee TA activities:
– Headcount planning
– Recruiting
– Employer branding activities
– Internship programs
– Work closely with HQ office to formulate, implement and annually review mapping & job grading, salary benchmark for all positions in VN office

**MONDELEZ KINH DO** — HR Supervisor
SEPTEMBER 2015 – DECEMBER 2017
– Oversees and manages the entire HR functions such as:
– Recruitment and Selection
– Compensation & Benefits
– Employee Relations
– Training & Development
– Ensures timely and accurate administration of salaries, benefits and rewards system
– Reviews and updates Internal Labor Rules (ILR) in accordance with the Vietnam Labor Law, ensuring the ILR are in place and applied consistently by monitoring compliance and implementing disciplinary actions when necessary

**Robusta Institute Of Technology And Management** — HR Executive
OCTOBER 2013 – AUGUST 2015
– Recruitment:
– In charge of job posting, search and screen CV
– Implement the 1st interview to choose candidates who adapt THP core competencies and core values
– Arrange the 2nd interview with function departments
– Prepare offer letters and get job procedures for successful candidates
– Performance and Talent Development:
– Check and control annual KPI register, quarterly KPI assessment, and periodical performance appraisal (twice a year)
– Be a key participant to consult individual development plans (IDP) for partners
– Deploy to evaluate and choose talents, successors, key people
– Work with the Training department and Managers to consolidate all of the training needs analysis for each section and department, and then put it in the training plan.