** Talent Acquisition 1. Identify the job vacancy in each department and align it with the business plan of the company. 2. Verify the number of new hires against manpower planning of the respective department and make sure it is in manpower planning. 3. Prepare monthly recruitment report and submit it to H.R Manager on 5 th of every month. 4. Update current and design new recruiting procedure (Job Application and on-boarding process) to meet with company expectation. 5. Conduct interview for specific positions. 6. Keep track of recruiting record, for instance, duration to hire and cost to hire. 7. Explore the market best practice in recruitment and staffing and implement the appropriate method. 8. Do background check of the candidates prior to offering an employment. 9. Establish orientation program for new hires and ensure that all new hires attend the course and from time to time, review and update the program following the business need. 10. Create and monitor all employees file both existing and resigned staff. 11. Issue the confirmation letter for new hires to confirm their continuous service with the company one week before completion of the period. 12. Build the company professional network through relationship with HR professional, colleges and other partners. 13. Occasionally, do research about the salary range offered by the competitor to ensure that we have offered attractive salary to employees according to their competency. ** Performance Management 1. Develop and update Performance Management System including process and evaluation forms. 2. Cooperate well with Head of Department to provide constructive feedback to employees once employee’s performance is unsatisfactory. 3. Conduct interview with staff who are going to be transferred or promoted. 4. Identify clear career path for employees based on their talent profile. 5. Document individual performance to support compensation and career planning decision. 6. Work with Compensation and Benefit Manager to clarify the request of staff for salary increment prior to submitting to the HR Manager. 7. Design the talent profile of individual and keep track of their career movement. 8. Verify the exit interview result and take appropriate action to address issues if any. 9. Analyze data from the form and produce monthly resignation report to understand the root cause. 10. Perform other tasks as assigned by HR Manager.

- Bachelor degree graduate in Human Resource Management or equivalent. - At least 5 year working experience in Human Resource Management. - 3-year working experience in Management Level. - Knowledgeable in Cambodian Labor Law. - Proficiency with commonly use Ms. Office, power point, Ms. Word and Excel. - Sound understanding of recruitment trend in the market. - Good at interview skills. - Strong analytical and negotiation skills. - Good at communication skills. ** Closing Date: October 12, 2018 ** Interested candidates should submit their resume along with their cover letter to the contact below: HR Department - Address: #43-44F, National Road 5, Svay Pak, Khan Russey Keo, Phnom Penh. - Tel: 092 19 81 81 - Email: careers@phnompenhprecast.com