Ngan Ngo, MBA, SHRM - SCP

Manage the employee life cycle, shape the business, attract and retain top talent, design the HR IT landscape of the future, create and implement HR policies, ensure compliance and manage various HR projects. Main Tasks: • HR Business Partnering: Build a strong relationship with our management to shape the business and steer our workforce effectively. • Employee Life Cycle: Manage our employee life cycle and provide advice on all HR related topics and policies. • Leadership: Advise and manage our workforce, provide strategic guidance, monitor performance, optimize workflows and support employee development. • HR Policies & Compliance: Design and implement HR policies, guidelines and work instructions. Work closely with our departments to ensure your governance role and compliance. Conduct compliance checks and coordinate audits. Manage our data security. • Recruitment & HR Marketing: Handle recruitment activities, develop creative solutions and maintain effective advertising programs. Develop HR marketing networks and activities, choosing the best channels for visibility. • Project Management: Work closely with the Head of HR and manage various HR projects.

Be responsible to implement group HR strategy in the APAC subsidiaries and to providing support in the various human resource functions, which include recruitment, staffing, training and development, performance management, compensation and benefits and employee counseling. Key Responsibilities: • Actively participate in the internal organization, by defining the needs in Human Capital, defining the tasks and responsibilities and reviewing/updating the Job Descriptions and companies’ organizational charts. • Attract, select, onboard top industry talents and fill budgeted positions on time with high quality candidates while increasing recruitment cost. • Make sure all employees are well integrated through the on boarding program. • Increase the level of employees’ competencies and efficiency in APAC. Support local MDs to put in place plans for employees’ development and follow on implementation. Monitor return on investments of trainings conducted. • Provide support to local MDs and departments managers to properly implement the yearly performance review program and make sure right measures are taken. • Play a crucial role in employee development, by planning career growth, employee rotations and manage the pool of talents in the region as well as related development programs and succession planning. • Manage employee’s compensation and benefits programs to make them attractive and efficient. Take initiatives to improve work environment. • Performs HR audit to make sure HR practices are implemented (Operations and organization development) • Conduct HR researches using internal and external data, come up with suggestions for improving and standardizing the HR Practice within the group. • Actively participate in writing and updating HR policies and procedures. • Actively participate in other HR related projects such as implementation of an HRMS, • Keeping employee database up to date allowing better use of HR metrics. • Perform other related duties as requested.

Craft talent acquisition strategies to build strong pipelines for future hiring needs. Formulate career development plans. Ensure compensation & reward strategy are in line with market standards and performance ratings. Develop internal and external processes managing key hires onboarding, training & retention. Foster a growth-oriented and motivating environment while keeping employees and management accountable to company policies, procedures and guidelines. Evaluate capability plan, training and development programs. Analyse the effectiveness of our HR procedures and tools. Ensure HR policies are in line with local legislation and global Gro247 policies. Ensure HR plans align with Gro247 mission and business objectives.

Talent and Culture Leadership - *Develop strategies essential to grow talent capabilities and shape company culture including: Talent Management, Performance Management, Employee Recognition, and Learning & Development Programs. *Communicate HR initiatives and serve as a liaison between partner groups and HR functional areas regarding service delivery. Maintain an open line of communication with managers and employees on HR service-related issues. *Provide advice and influence on business unit restructures, workforce planning, leadership succession planning, and retention planning. Work with business leaders on change management. Program Leadership - *Work across HR disciplines (Compensation, Operations, People Programs & Recruiting) to ensure an integrated and high quality delivery of programs. *Build project plans that align to HR strategies and track milestones and report on the people/project deliverables. *Develop and incorporate HR and business metrics to assess internal and external talent needs and trends and use that data to inform HR strategies. Compliance Leadership - *Provide advice, counsel and support in resolving employee performance issues, disputes and other sensitive matters. *Lead and resolve potentially complex employee issues. Conduct effective, thorough and objective investigations. *Establish policies/handbook for each location we operate in Asia and regularly review and update as needed. Compensation & Payroll - *Oversee the reconciliation and approval of all employee compensation to our outsourced payroll providers in Asia. Partner with each provider to ensure compliance in each country, appropriate payment to our employees and dedication to agreed upon timelines. *Partner with Brooks’ corporate compensation team to collect market data, provide insights to regional competitiveness, and handle compensation decisions. *Define and implement benefits & perks for our Asia locations.

Support all Business Heads as well as Vice President of respective business units in providing full-spectrum of HR & Administration support to teammates in South East Asia (mainly Vietnam, Indonesia, etc). Work closely with Asian Regional HR Leader and Vice President, HR International to support corporate policies, procedures and programs execution in Vietnam office.  Serve as a peer consultant to teammates and Leadership team to build and maintain the Company corporate culture.  Act as a generalist and support the regional management in corporate exercises such as performance review, salary/bonus review, talent review, budget and 3YP.  Represent Asia sales office to provide HR operational/project management support to corporate initiatives (e.g., conversion to single payroll provider, customization of retail HR programs, harmonization of expat/TCN practices);  Provide project management and analytical support to the regional HR management (compensation, performance management, talent management, and ad hoc reporting and research, etc.)  Drive local talent acquisition, keep track on recruitment status and provide regular updates.  Implement company on-boarding program to local teammates.  Support the regional HR management in designing and implementing regional training initiatives.  Schedule / conduct exit interviews and analyze data and make recommendations for continuous improvement and corrective measures.  Partner with managers to complete job descriptions and specifications; assist in benchmarking in partnership as requested by Home Office HR teams.  Use judgment and knowledge of HR organization, policies, process and systems to handle issues independently or redirect client to other HR functions, as appropriate  Models the behaviors reflected in the WILLS: Act Like A Global Citizen; Think Like An Entrepreneur; Create Like An Innovator; Perform Like A Teammate

Report to Division Vice President, Human Resources, Asia region and Vice President, Vietnam Country Manager Key accountabilities:  Capabilities & Partnerships o Strengthen HR BP role and streamline R&R/ Process with COE & ASSC o Continuous improvement of HR BP role in full engagement & partnership with the local leadership team in terms of personnel decisions (including recruitment, compensation, internal transfer, promotion, PIP)  Structure: o Play a key coordinator/ advisor role for Functional Heads in the assessment of position level transfer/ upgrade for concerned employees during cross-functional transfer o Provide advisory feedback to business functions during internal transfer/ cross-functional movement as well as staff placement O Deliver effective recruitment/ talent acquisition for key positions to accommodate the business requirements  Processes & Systems: o Monitor the payroll vendor to ensure efficient monthly payroll service in compliance with the corporate policy and the local laws o Effective "Personal Income tax" (PIT) arrangement and documentation in full compliance regarding both local and expatriate employees with the on-going tax law update o Ensure daily HR operations and implementation in accordance with the corporate policy and guidelines  People & Talent: o Talent leadership: engagement & support in building up the local Talent capability strategy and Talent retention o Learning & Development: Develop, implement & execute the corporate’s training program in alignment with the regional strategy O Employee/ Team recognition: implement the recognition/ celebration activities (Annual outing, Dinner, Team recognition, etc) as well as HR activities in an effective and timely manner

Report to Head of HR Key accountability:  Manpower plan & Resourcing : o Ensure Functional structure and Headcount plan to be built and reviewed in accordance with business plan and fully approved by HR Manager. o Involve in recruitment process, e.g. screening CVs, interviewing candidates; proposing remuneration package, arranging on-board welcoming, probation evaluating o Co-define and jointly execute talent identification and development of the partnered functions, functional succession planning  Compensation & Benefits: o Monitor payroll calculation & payment process to make sure monthly payroll is in alignment with company policies. o Assist HR Manager in coordinating with Function Heads to conduct salary review process for partnered functions based on Performance review  Training & Development: o Coordinate with L&OD Thailand to organize corporate training courses in Vietnam or send in-house managers to attend overseas trainings; Follow up with the local training suppliers to organize training sessions as per agreed training plan, timeline, and Company’s policy; o Design Career development framework & Job description in accordance with company standards.  Culture building: o Assist HR Manager in leading Staff Activity Organizing Team to proactively and creatively organize staff wellness activities within the assigned budget;  HR Administration & Development: o Coordinate with Functions to design & implement HR policies/procedures (Recruitment – Training – Termination – Promotion - Internal transfer – Disciplinary actions) to ensure smooth business operation & employee satisfaction & motivation as well as in alignment with company guidelines o Manage process of Employee profiles in-out & HR documents o Assists the HR Manager in implementation phases of HR projects on enhancing HR function and organization: Corporate Social Responsibility, Salary survey, Employee survey and staff communication

Report to Executive Search Director Key accountabilities:  Achieve sales target by individual & team  Work closely with client companies to understand their organization, their recruitment needs & other necessary information  Search & approach potential candidates who meet requirements via company database, networking, headhunting and through referrals  Screen, interview & shortlist the most suitable candidates to recommend to clients  Provide advice to both clients and candidates on salary, training and career progression.  Develop new clients & maximize business opportunities; actively market VIPsearch's Executive Search capabilities to clients and candidates.  Maintain loyal relationships with current clients; build & maintain awareness of VIPsearch Executive Search capabilities to an existing client database to get regular job orders from them  Ensure the recruitment speed and results of the assigned vacancies are efficient with regards to turn around time and candidate's quality.  Support on client company’s selection process including interview arrangement, reference check.

Report to: Vietnam HR Manager Key accountabilities: Responsible for assisting Personnel Manager in support of Employee motivation, organizational development, recruiting, administration of compensation & benefits, employee relations & personnel policies & practices  HR general o To assist with the implementation & management of SLB policies & procedures related to Human Resources management in Vietnam. Designs, implements & manages the Market specific Human Resources policies o Responsible for a variety of activities in HR administration; Assist in the formulation of Personnel policies & procedures  Compensation o Assist with the administration of compensation & benefits programs, as required by Personnel Manager o Assist with the process of salary surveys as required to monitor the market place & ensure a competitive compensation package  Recruitment o Be responsible for recruitment of Operation & Support staff: Field engineer, Field specialist, Technician,… o Be coordinator in the recruitment process, hiring process & new hire’s training; Assist in writing position descriptions, benefits related brochures & employee handbooks  Employer branding o Assist TMV Recruiting Manager in Employer Branding activities: Career events, Job fair, Scholarship for students with good academic results. Develop University relationship program to assist with recruitment objectives  Employee relations o Counsels employees concerning work related problems & conducts termination interviews. Assist with facilitating labour relations issues