Head of Learning & Talent Development

Home Credit Vietnam

Talent Development Manager, cum HRBP

Home Credit Vietnam

Basically handle Performance-Talent-Learning Management to backoffice (1k FTE) and full HR services to Risk (70 FTE). Act as a change agent for critical transformations in HR/Org and an architecture of HR annual strategic plan (demand, supply, competition, priorities)

Including but not limited to:
- org design, critical roles, people review and succession planning
- job evaluation, career paths and competency framework
- performance management (goals, feedback, dialogs and calibration)
- agile restructure (job design, staffing, leadership transition...)
- young talents as supply factory for some job families
- org capability, leadership development and learning delivery incl mobile-based platform
- corporate culture, recognition initiatives and employee surveys (leadership, collaboration and engagement)
- relevant communication (web-based info hub, internal social network…)

Time spent to: Initiate and construct plans, integrate and actualize things, counsel and mentor people.
Job family with intensive exposure: Data Science.

Organization Development Manager

Perfetti Van Melle Vietnam

- Employee Engagement: Deployed Engagement Survey for >2000 employees with 98 percent response rate, breaking records in years; organized 1000-employee Outing and 300-pax Children Day with 70 percent budgeted resources (people, time and finance) and under operation constraints (plant maintenance, different shifts, capacity of venues...).
- Training and Development: Created tools, mechanism and indicators to manage and measure training performance, receiving feedback as "outstanding" from functional directors; adopted new approaches in training need analysis, resulting high engagement of all departments; structured all necessary records to handle 4 external and global audits in 3 months without any faults given messy database before.
- Corporate Communication: Facilitated company town hall meetings, managed other internal channels such as emails, bulletins, televisions for effective announcement/promotion.

Learning & Development Executive

Holcim Vietnam (now INSEE)

1. Leadership Development Programs for Hi-Po from Supervisors to Senior Managers (24-35 learners per year,
1xxk USD budget, 12-month journey with a wide range involvement of line managers, board members, and local and int'l training providers): Facilitated the nomination and selection; drove the design, development and delivery with continuous improvements to enable the transition of learners from individual contributors to leaders and other levels of leadership.

2. Young Talent Program for fresh graduates (approx. 30 per year, curriculum tailored by position), from demand analysis to recruitment and training, career planning, performance management and evaluation: Be a consultant to Heads and Managers, mentor for trainees, instructional designer towards trainers and controller of the whole program.

3. Training Plan/Budget and Implementation (1300 staff, 1.x bn USD budget): Led a team of 3-5 peers partnering with departments to identify training needs, provide solutions and manage the execution to ensure the best learning experience delivered.

Initiated training effectiveness framework and led the team through the transformation, e.g. (1) built and published training catalog (for the 1st time) to enable the learning accessibility of employees, (2) reinforced need-based nomination, (3) surveyed learners before training and customized practical content, (4) followed up application and evaluated impacts at level 2-3 (Knowledge and Behaviors).

4. All HR Analysis and Reports to Executive Board and Department Management teams:
- From system: Acted as SAP SuperUser to streamline, standardize and optimize database.
- To analysis: Led the monthly reporting across HR and other functions to interpret facts and figures and derive manpower insights.

Any fruits achieved, I present to my team who come along with me and make ideas come true (or alive).

Organizational Performance Improvement Specialist

Holcim Vietnam (now INSEE)

Be a change agent to enhance productivity of departments. Rolled out continuous improvement projects, including diagnosing and identify pain points, generating solutions, implementing changes by coaching and on-the-job training, then sustaining with handover.

Projects done at Beton Pump Operations and Supply Chain Planning and Optimization (from forecasting to dispatching).

Initiatives focused in customer complaints, cost saving, KPI setting, Sales and Operation Planning.

Graduate Management Trainee

Holcim Vietnam (now INSEE)

Learn, do, discover and connect

Jul '11: Talent Development
Aug '11: Talent Acquisition
Sep '11: Information and Employee Engagement
Oct '11: Operations (Compensation and Benefits, Employee Relation and Services)
Nov '11: Organizational Performance Improvement
Dec '11: Manufacturing and Geocycle (Hon Chong, Cat Lai, Thi Vai and Hiep Phuoc)
Jan '12: Supply Chain
Feb '12: Sales and Marketing

Content: Core curriculum, tasks, events and projects