Hoan My Career

JOB SUMMARY:

The Learning & Talent Development Manager identifies training needs, coordinates learning programs, and manages the training budget to ensure effective development solutions. They oversee talent development and retention strategies, including performance management and succession planning. The role also involves developing career paths, refining competencies, and implementing leadership assessments. Additionally, they drive culture and engagement initiatives, supporting employer branding and enhancing the overall employee experience.

JOB RESPONSIBILITIES:

Training Needs Analysis: Conduct comprehensive training needs analysis to identify capability and competency gaps across business units.
Learning and Development Coordination: Provide learning media and coordinate training programs to ensure learning objectives are achieved.
Budget Management: Contribute to establishing the training budget and monitor expenditures to ensure cost-effective, high-quality training and development activities. Evaluate training effectiveness to ensure a positive return on investment (ROI).
Vendor Management: Identify and evaluate learning providers to ensure programs meet quality standards and are delivered at a reasonable cost.
Employee Engagement Activities: Propose, design and organize Employee Engagement Activities the company.
E-Engagement and E-Learning Initiatives: Collaborate with Organizational Development (OD) to propose and implement E-engagement and E-learning initiatives, and maintain training reports.
Employee Engagement and Satisfaction Surveys: Propose, deploy, and implement Employee Engagement Surveys (EES) and Employee Satisfaction Surveys (ESS), and compile reports.
Communication and Presentation Development: Assist in creating communication materials and presentations to support program analysis, implementation, and updates.
Learning Platform Improvement: Seek opportunities to improve the learning platform and systems.
Performance Management and Talent Assessment: Coordinate with OD on performance management, succession planning, and talent assessment, focusing on data analysis and framework development.
Talent Development Management (TDM): Manage TDM for the Group, coordinating with Hospital HRMs to implement TDM processes, including identification, classification, development, retention, and transition.
HR Initiatives and Mechanisms: Recommend and develop HR initiatives and mechanisms to address people development issues.
Learning Organization Development: Build a learning organization by developing programs, campaigns, tools, and processes that support and drive the company’s culture.
Role Design for Talent Development: Assist OD in designing roles for talent and leadership development.
Career Path Development: Develop and/or refine career paths for clinical and non-clinical positions.
Competency Refinement: Coordinate with OD to refine competencies for positions across the organization, including hospitals and clinics.
Selection Criteria Development: Collaborate with Talent Acquisition (TA) to develop and refine selection criteria based on competencies.
Leadership Assessments: Conduct individual leadership, career, and talent assessments using various tools in coordination with OD.
360 Feedback Implementation: Design and implement a 360 feedback protocol for leaders at HMC, hospitals, and clinics.
Survey Design and Analysis: Design, implement, and analyze surveys to assess leader effectiveness and capture best practices.
Employer Branding and Engagement: Coordinate with TA to implement employer branding and engagement activities.
Competency Development: Lead initiatives to develop competencies across the organization.
Culture Implementation: Drive the implementation of organizational culture initiatives.
Additional Responsibilities: Undertake other tasks and projects as assigned.

QUALIFICATIONS & SKILLS REQUIREMENTS

Required Background, Soft Skills and Mindset
– Bachelor or master in HR, I/O psychology, economics, or business administration
– 8-10 years of experience in the HR field and L&D is must. If have experience in L&D of Hospital or Group structure will be an advantage
– Fluent in English and Vietnamese
– Training & presentation skills
– Good in MS Office (Word, Excel, PowerPoint)
– Results and people-oriented
– Ability to work interdependent and as part of a team
– Good communication and interpersonal skills
– Good conceptual and problem-solving thinking ability
Others:
– Energetic and passionate about healthcare industry
– Business acumen
– Resource utilization
– Excellent result oriented
– Leading change
– Ownership
– Ethics & values; integrity, fairness & transparency
– Budget responsibility
– Authority/Decision Making Level
– Supervisory Responsibility