Kiến Trúc Quân Đạt ★ 2.6

Succession Planning & Leadership Pipeline

• Lead the company’s succession planning framework to identify and develop successors for critical roles.

• Establish and manage a leadership pipeline, ensuring a strong pool of internal talent ready for future leadership positions.

• Identify high-potential employees (HiPos) and design targeted development programs to accelerate their growth.

Organizational & Talent Development

• Design and implement organizational development initiatives to strengthen workforce capability and support business strategy.

• Develop and deliver learning and development programs to enhance colleagues’ professional skills, leadership capability, and cross-functional collaboration.

• Build the capability of managers to coach, give feedback, evaluate performance fairly, and develop their team members.

Mindset & Culture Development

• Design and deliver mindset development programs that strengthen ownership mindset, problem-solving mindset, quality mindset, radical honesty, cross-functional collaboration, and long-term self-development.

• Translate QDP Core Values into observable behaviors, training modules, assessment criteria, and development plans for different levels of colleagues and leaders.

• Partner with BOD and Department Heads to identify recurring mindset gaps that affect execution quality, accountability, collaboration, and leadership effectiveness.

Performance & Capability Development

• Design and continuously improve the performance management framework to ensure alignment between individual performance and organizational goals.

• Develop and implement Individual Development Plans (IDPs) to support employee career growth and readiness for future roles.

• Facilitate regular talent review sessions with leadership teams to assess capability gaps and development priorities.

Change Management & Organizational Effectiveness

• Support organizational transformation initiatives through effective change management programs, including communication, training, and capability building.

• Promote a culture of continuous learning, leadership development, and performance excellence across the organization.

Others

• Execute ad hoc tasks as assigned by the HR Manager.

• University Bachelor’s Degree in Human Resource Management, Business Administration, or related fields.

• At least 5 years of experience in Talent Development, Organizational Development, or Leadership Development.

• Strong experience in succession planning, leadership development, and talent pipeline building.

• Ability to design and facilitate learning programs for mindset, leadership, collaboration, performance, and QDP Core Values.

• Strong understanding of organizational culture development and behavior change.

• Ability to convert company values into training content, behavioral standards, and development criteria.

• Strong facilitation, coaching, communication, and stakeholder management skills.

• Logical thinking, active learning spirit, problem-solving mindset, and high ownership.

• English: TOEIC 700+, IELTS 5.5+ or equivalent.