Strategy and planning:

Build capability development strategy to close the gap for frontline managers, sales force and support functions of Division
Business and operation management
1.1. Capability Development Management:
Engage business stakeholders and partners to identify capability development needs, build and manage Overall Development Plan (including Capability Construct and Learning Roadmap) for all Retail frontline positions
Manages impact assessment and readiness for initiatives/ other strategy changes related to the Overall Development Plan.(e.g:new products, new service model, changes in policies/ legal regulations, etc.). Manage change implementation.
Build và manage planning, budget và financial management.
1.2. Capability development solution Design và Development:
Define and validate learning objectives and outlines, learning assets, approach and evaluation parameters
Create learning assets, leveraging standardized templates and asset development parameters for wide range of assets
Managing Projects: Engages stakeholders to manage development of new (or revision of) learning asset(including managing vendors, if applicable
1.3. Capability development solution Implementation and Evaluation:
Manage implementation of training/ facilitation/ coaching activities, as well as post-training evaluation model/process/ tools/ system

PEOPLE MANAGEMENT

Oversee human resources planning and execution (headcount and costs) of their function/ sub- function
Attract, onboard and retain the right talents for a high- performing team
Establish and communicate sub- function/ function and individual KRAs/ KPIs, goals, action plan, expectations and results to reporting line
Manage sub- function/ function performance and provide feedback regularly (following the annual performance management cycle)
Define team’s capability requirements and enable team member’s professional and personal development through capability assessment, training, coaching and feedback, mentoring, etc.
Motivate and recognize team members’ contributions towards the team’s shared goals
Responsible for developing talents within the function/ sub- function
Act as a role model and promote corporate culture at function/ sub- function level
Understand and communicate relevant HR offerings to team members.

Corporate Culture:

Ensuring the management at the unit in accordance with 3 principles: fairness, transparency and respect
Make sure to be a role model in building corporate culture
Ensure the correct and full implementation of organizational culture implementation plans, make sure staff understand and apply consistently organizational cultural values, behavioral standards.
Perform other related tasks as requested