Senior Business HR Specialist

Abbott Laboratories · Ho Chi Minh City

ABOUT ABBOTT

Abbott is a global healthcare leader, creating breakthrough science to improve people’s health. We’re always looking towards the future, anticipating changes in medical science and technology.

WORKING AT ABBOTT

At Abbott, you can do work that matters, grow, and learn, care for yourself and family, be your true self and live a full life. You will have access to:

Career development with an international company where you can grow the career you dream of.
A company recognized as a great place to work in dozens of countries around the world and named one of the most admired companies in the world by Fortune.
A company that is recognized as one of the best big companies to work for as well as a best place to work for diversity, working mothers, female executives, and scientists.

ROLES & RESPONSIBILITIES

Summary:

Role: Sr. Business HR Specialist is the delivery of HR services across a major segment of the business. Business HR staff act as the face of the business to HR and the face of HR to the business. A key aspect of the role requires the Business HR staff to act as a liaison between the business and corporate HR. Business HR staff lend HR expertise to business strategy and consulting on a variety of HR functional issues.

Breadth of Impact: Breadth of impact is focused on the specific business they serve. Decision-making can have impact across the HR functions within that business.
Depth of Impact: Depth of impact is focused on HR issues within the business.
Reporting directly to: Head of HR, EPD Vietnam
High frequency of interaction: Senior management, Cross Function, Team and external Partners
Working location: District 1, HCM city & Manufacturing site at VSIP (on business need basic only)

Core job responsibilities:

Business partnering (70% of scope):

Determine the requirements of the business by performing needs assessments to diagnose human capital issues.
Act as a broker between the needs of the business and corporate HR by developing solutions that support the long-range objectives of both
Establish, build and maintain strong relationships with key HR partners to ensure elements of HR are successfully coordinated to meet business needs
Proactively identify and address changes in the business landscape that impact human capital issues
Help the business make the right decision by balancing business strategy and people strategy
Build the organizational talent pipeline by planning and contributing to key developmental experiences (e.g., leadership, cross-functional, technical, and global perspective)
Ensure HR processes implemented in a full compliance with the legal and regulatory (internal & external) framework. Examples of HR processes include but not limit to HC plans and hiring, performance management, all employment life cycles; disciplines, etc.
Support business to identify and monitor the organization culture so that it supports the attainment of the company goals and promotes employee satisfaction.

Recruitment (30% of scope):

Coordinate with hiring managers to identify staffing needs, then define selection criteria
Source potential candidates through multiple sourcing channels: online, offline, referral, …
Facilitate full selection process, from screening, interviewing, assessments and offering.
Foster long-term relationships with past applicants and potential candidates

Challenges

Balancing the need for standardization in HR processes with the needs of an individual business or situation
Navigating a highly matrixed organization
Balancing unique requests from the business with limited HR functional expertise and resources
Managing expectations of key stakeholders
Being able to adapt with the fast growth and changes of business requirements

MINIMUM BACKGROUND/ EXPERIENCE REQUIRED

Work Experience:

Business Experience

Experience working in a multinational company
5+ years of experience in multiorganizational HR support role

Business Experience recommended in detail:

Experiences (70%)

Conduct job evaluations/classifications
Consult through a organizational (re)design
Participate in succession planning activities
Form specific action plans based on analyzed data
Work in a major workforce change (e.g., reduction in force, merger/acquisition, sales force realignment)

Feedback/ Relationships (20%)

Obtain feedback on consulting skills
Gain a perspective on business from outside of HR
Evaluation against required competencies

Training/ Education (10%)

Continuing education in HR
Grounding in change management philosophy
Training in organizational design
Flawless consulting, performance feedback

Technical Knowledge

Demonstrated understanding of organizational development principles
Working knowledge of all HR functional areas

Critical competencies

HR Consulting: Translate business strategies into people implications and consulting relevant HR solutions and tactics to support business strategies.
Relationship Management: Build and maintain collaboration and teamwork across functional areas and other BHR colleagues. Instill confidence, earn trust, and credibility with business leaders by establishing a track record of success.
Business Partnerships: Utilize analytical approaches to propose HR processes, programs, and services that meet future business needs. Challenge and influence business leader’s thinking, providing alternative insights of business issues.
Service Management: Coordinate and project manage delivery of focused, timely, and effective solutions to the business unit.

Core Skill Requirement:

Language Skills：

English proficient

Computer Skills:

Able to utilize computer programs such as notes, excel and PowerPoint to compile, build, analyses and consolidate data.

Core Trait/Behavior Requirement:

Good interpersonal skills
Good at planning
Capable of timely and fast, accurate deliverables
Strong at adaptability
Good at change management and problem solving

MINIMUM EDUCATION REQUIRED

Bachelor’s Degree or Above

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