Bui Hoang Ngoc Diem (Stephanie)
DOB: 01/07/1982
Address: 12 Nguyen Trai, Ben Thanh Ward, District 1, HCMC
Mobile: 0932 020 161
Email: ndhyan17@gmail.com
WHAT IS MY BACKGROUND?
Experienced Human Resources with a demonstrated history of working in the Performance appraisal program and people
management professional, master graduated from ROME BUSINESS SCHOOL.
2021: Master in HRM at Rome Business School
2022: Completion IHRM from program of SHRM
2006: HUFLIT University Bachelor of Tourism Management
2008: Certificate of HR Management
2013: Certificate of career coaching
2018: Certificate of Effective Performance Management
WHO AM I?
- Leadership
- Coaching
- Mentoring
- Talent development and management
- Staffing and selection
- Career development & Succession Planning
- Presentation
- Communication
- Core competencies building
- BSC, KPI and OKRs
WHERE I CONTRIBUTE?
CEO/ HR Consultant
Icome – Training
Initiate and lead human resource programs and projects
Conduct research through various methods (data collection, surveys etc.) to identify a problematic situation or find
the cause
Provide advice and recommendations to HR personnel for resolution of daily issues Formulate strategic and practical plans to address human resource matters
Assist in recruiting, training and management of personnel
Devise plans and techniques to drive change and culture management
Assist in the development and integration of policies
Select and implement suitable HR technology
Help establish control systems for compliance with business methods and HR practices
Review systems and processes and make modifications to address issues
Refurbish knowledge of advancements in the field and present new ideas
HR&Admin Manager/ Client’s outsource
Drimaes – Technology – Can Tho
Jun 2023 – present – HCM
– Organize Development and Culture (30%)
Contribute to the development of an IT tech company culture through role modelling Drimaes values and the
behaviours which drive this culture
Design and lead initiatives including research and diagnostics (e.g. annual employee engagement survey and exit
interviews), to maximise the engagement of all employees and build organisational commitment to the desired
culture
Work in partnership with Communications team on effective internal communications in support of organisational
development
Scope, develop and lead implementation of Diversity and Integrity culture
– Talent Management (30%)
Develop a focused job design aligned to a structured Workforce Plan and Framework
Ensure a clear EVP in support of candidate attraction
Ensure best practice, innovative methods and processes relating to the recruitment, selection and on boarding
Development of formal induction process and procedures
Develop workforce and succession planning processes
– People Development (20%)
Ensure integrity of Drimaes’s Job Framework and Job Pathways across all Job Families Build a culture of performance across the organisation with oversight and continued development of the Performance
Review & Development framework
o In conjunction with the Executive Team, ensure all Learning and Development is strategically linked to
organisational needs and aligned to performance reviews and business planning processes
– Total rewards (20%)
Ensure the integrity of Drimaes’s Total rewards Policy
Oversee market research across all Job functions
Ensure market driven bench-marking and transparent annual review processes
HRBP Manager/ Client’s outsource
Gas South – Gas
Gas South is currently one of the leading clean gas fuel suppliers in Vietnam. In addition to civil service
products, there are 06 bottled LPG brands: Petroleum Gas, VT-Gas, AGas, Dang Phuoc Gas, JP Gas, Dak
Gas
Dec 2020 – Jun 2023 – HCM
– Strategy HR: Organizational leadership and strategy development (15%)
Develop and execute company’s People and Culture strategy
Contribute to the development and achievement of company’s medium and long-term strategy, ensuring effective
inclusion of key people and culture considerations
Read and understand the broader business environment and provide expert and informed analysis and strategic advice
to ongoing operations and expected decisions
High level analysis of key people data and trends in support of strategic priorities, advising an appropriate course of
action as required
– Workforce Planning: Build talent pipeline that serve for workforce planning, job crafting (25%)
– Hiring: Conduct to build the JD with RACI, PDCA ways and processes to do that JD. Hiring the high – level vacancy
(20%)
– Training and Development (30%): Training and Development: In essence, the task is to identify the employee
behaviors the firm will require to execute its strategy, and from that deduce what competencies employees will need. Then,
put in place training goals and programs to instill these competencies; Build ADDIE 5 step training process. Training
about the leadership to Management Team and the succession planners.
– HR management (10%) Responsible for the effective operations of all normal People & Culture activities to support management of the
employee lifecycle including:
Maintain employment records to meet compliance obligations
On-boarding/ off-boarding/ cross-boarding
Internal and external organizational reporting (i.e. Monthly, quarterly and annual reporting to Business Plan KPIs,
Executive Team Reporting, Board Reporting etc)
Assist the Executive Team with planning, budgets and reporting, including evaluating People & Culture results and
trends.
Achievement:
Restructure organization from Government style to be Co-operations
Build and excuse 3P rewards, KPI system and evaluation by Competencies frameworks to Head quarter. 95%
employees are happy with this system based on the yearly satisfaction survey.
HRBP Management Consultant/ Digitech Solutions – IT products and solutions/ Client’s outsource
www.vndigitech.com
Jun 2018 – Dec 2020 HCM
– Strategy HR: Organizational leadership and strategy development (15%)
Develop and execute company’s People and Culture strategy
Contribute to the development and achievement of company’s medium and long-term strategy, ensuring effective
inclusion of key people and culture considerations
Read and understand the broader business environment and provide expert and informed analysis and strategic advice
to ongoing operations and expected decisions
High level analysis of key people data and trends in support of strategic priorities, advising an appropriate course of
action as required
– Workforce Planning: Build talent pipeline that serve for workforce planning, job crafting (25%)
– Hiring: Conduct to build the JD with RACI, PDCA ways and processes to do that JD. Hiring the high – level vacancy
(20%)
– Training and Development (30%): Training and Development: In essence, the task is to identify the employee behaviors
the firm will require to execute its strategy, and from that deduce whatcompetencies employees will need. Then, put in place training goals and programs to instill these competencies; Build
ADDIE 5 step training process. Training about the leadership to Management
Team and the succession planners.
– HR management (10%)
Responsible for the effective operations of all normal People & Culture activities to support management of the
employee life-cycle including:
Maintain employment records to meet compliance obligations
On-boarding/ off-boarding/ cross-boarding
Internal and external organizational reporting (i.e. Monthly, quarterly and annual reporting to Business Plan KPIs,
Executive Team Reporting, Board Reporting etc)
Assist the Executive Team with planning, budgets and reporting, including evaluating People & Culture results and
trends.
HR Director
NextG Solutions
A product and outsourcing company deliver software solutions to Client and the apps applied to HR
function.
Oct 2017 – Jun 2018 Dong Nai
– Organize Development and Culture (30%)
Contribute to the development of company culture through role modelling Amarpex values and the behaviour which
drive this culture
Design and lead initiatives including research and diagnostics (e.g. annual employee engagement survey and exit
interviews), to maximize the engagement of all employees and build organizational commitment to the desired
culture
Work in partnership with Communications team on effective internal communications in support of organizational
development
Scope, develop and lead implementation of Diversity and Integrity culture
– Talent Management (30%)
Develop a focused job design aligned to a structured Workforce Plan and Framework
Ensure a clear EVP in support of candidate attraction
