Responsible for the oversee daily transactions , invoicing , collection and bank recconcilliations an timely management of all AR aging components. Checking and releasing in ERP for incoming from customers / students which is posted by AR Accountant . Monitoring the invoicing and money collection processes . Monitor the daily performance of the AR Accounting team . Producing weekly and monthly reports including collection , receivable , contract list , deferred Revenue schedule , AP Aging . Implementing deadlines for invoicing and payment collection . Preparing monthly feedback reports on payment collections . Manage month end and year end closing . Co-ordinate and respond to auditors during yerarly audit enquire .
Software Assistant Manager (Acumatica) is responsible for the management of Acumatica, Enterprise Resource Planning (ERP) system. This role requires a blend of hands-on technical ability and project management skills to oversee and ensure successful implementations and maintenance of Acumatica. Software Solution and Configuration Manage Acumatica, ERP system, including system solution, development, customization, and integration with other business systems. a. Project Management: Manage full lifecycle of system implementations and upgrades, including planning, monitoring progress, and stakeholder reporting. Perform role of Project Manager, including planning, executing, and closing projects within the defined delivery, timeline and budget. Ensure effective communication and collaboration with all stakeholders to ensure project delivery and timeline. Manage vendors, external resources to ensure their deliverables, timelines, and adherence to contractual obligations. b. Analyze business requirements and provide system solutions: Perform thorough analysis of business requirements, processes, and improvements that are facilitated through the system. Well study about system features and functionality to provide system solutions for business requirements. c. Manage development, configuration, and testing: Create and maintain technical documentation for system configurations, processes, and service records. Oversee the system configuration, development, customization, and integration by directly conducting development (in house) or managing vendor, external resources. Conduct System Integration Testing (SIT) to ensure robustness, usability, and reliability of developed features. Manage and facilitate User Acceptance Testing (SIT), work closely with all stakeholders to prioritize backlogs and deliver enhancements and bug fixes in a timely manner. d. Manage go-live preparation and post go-live supports: Develop and execute a comprehensive go-live plan, including tasks such as data migration, user training, and system readiness assessment. Coordinate with stakeholders to ensure all necessary data is prepared for migration, including cleansing and validation processes. Prepare system manual and training materials, conduct extensive user training sessions to familiarize users with the new system, its features, and functionalities. 2.Software Maintenance and User Support a. Proactive maintenance Stay up to date with the latest system releases and technologies to ensure the system is leveraging new functionalities and staying current. Regularly monitor system performance, identifying areas of inefficiency or resource contention, and implement optimization strategies to improve overall system responsiveness. Conduct routine system audits to identify and resolve any configuration discrepancies, data inconsistencies, or security vulnerabilities. b.Incident Management Serve as the primary point of contact for all software-related incidents and service requests, ensuring prompt resolution and minimal downtime. Establish and adhere to incident management protocols, including ticket prioritization, escalation procedures, and resolution timelines. Collaborate with cross-functional teams to diagnose and troubleshoot software issues, applying root cause analysis methodologies to prevent recurrence. Maintain a comprehensive knowledge base of common issues and their resolutions to expedite troubleshooting and support efforts. C. User Support: Provide ongoing user support and training to ensure efficient utilization of the system. Respond to user inquiries, troubleshoot issues, and provide guidance on system functionality and best practices. Develop and maintain user documentation, training materials, and knowledge base articles to facilitate self-service support
Position Overview To assist the Compensation & Benefits team in the accurate and timely payroll administration for Head Office and Security Officers, upwards of 1,500 employees. Payroll is our commitment and contract with employees and must be administered accurately and on time each month. Core Tasks Assist on weekly attendance shared by operations team, ensuring data is validated and updated where required. This includes position title, name, employee number, site location as well as the correct remuneration and allowances. Enroll new employees in database, ensuring accuracy of information such as NRC, Bank Account, Phone Number etc. Enters and update employee information into the appropriate Teams file following agreed naming conventions. Supports Business Visa, FRC, Form C and related documentation for Expatriate employees, ensuring renewal is executed in a systematic and timely manner Assist the monthly SSB, PTD (Income Tax) processes for all employees, ensuring data accuracy Assist the C&B Executive to record leave in the database for all employees Prepare the Purchase Request process for HR related expenses and seek required approval according to approval matrix Support HR projects as assigned by the C&B Specialist and/or Head of Human Resources
Position Overview Talent Acquisition specialist leads end to end entire hiring process from preparing JD to candidate search until contract signing and onboarding of new hire. Recruitment channel development Identify multiple recruitment channels (traditional & digital) Assess acquisition cost and return on investment (ROI) Develop a complementary set of acquisition channels Post vacancies internally and externally to the relevant channels, ensuring position advertisement reaches target audience and ROI is realized from selected channel(s) Run regular periodic recruitment campaigns, anticipating peak requirements through liaison with function heads and workforce planning consideration Candidate selection Work with hiring managers to design/update job descriptions for new hiring Identification of suitable candidates according to the job description, company culture and salary guidelines Conduct preliminary interviews and screening Prepare short list of recommended candidates Proactively manage interview scheduling with hiring managers Participate in interviews with the hiring manager, ensuring interview standards are followed Onboarding & Internal communication Internal announcement of new hires through company announcement Onboard new starters, ensuring awareness of company policies, guidelines and systems Lead the induction program for new hires Ensure personal details are collected and securely stored to facilitate payroll, taxation and next of kin requirements
Prepares, reviews and mails monthly customer statements Posts revenues by verifying and entering transactions to ERP software. Posts customer payments by recording cash and bank to ERP software weekly updates receivables report by totaling unpaid invoices/received Invoices. Verifies validity of account discrepancies by obtaining and investigating information from Operation, customer service departments, and customers. Send payment due date remind letter to client every month Prepare Form 31 for client, Monthly / Quarterly commercial tax return and other related commercial tax matter 8. Assists other finance areas. 9. Other duties as assigned
The HRBP is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Core Tasks HR Initiatives & Strategy Strategic Alignment: Collaborate with leadership to support the implementation of HR strategies and initiatives aligned with the overall business strategy. Business Partnership: Act as a strategic Human Resources Business Partner, fostering alignment between HR service delivery and company processes and strategic goals. Organizational Structure: Challenge and evaluate the organizational structure of internal clients, proposing necessary changes when needed. Strategic Contribution: Contribute to and assist in implementing the Human Resources strategy, working closely with the Group Chief HR Officer (CHRO) and Chief Financial Officer (CFO). Policy Development: Play a pivotal role in the development and implementation of HR policies, such as the Talent Acquisition Policy and Employee Handbook, ensuring accessibility to these policies via Microsoft Teams. HR Operations and Employee Life Cycle: Cross-Functional Collaboration: Collaborate closely with HR Shared Service Function (HR SSF) to ensure the seamless delivery of services throughout the employee life cycle, including Talent Acquisition (TA), Compensation & Benefits (C&B), HR Administration, and Learning & Development (L&D). Process Management: Lead, implement, and oversee HR processes, including promotion, transfer, performance review, and exit procedures. Payroll Management: In collaboration with the C&B function, provide inputs into payroll processing (new hires, departures, adjustments, and commission calculation support) while adhering to Vietnam's specific payroll practices to ensure data accuracy before each monthly calculation. Onboarding and Offboarding: Enhance onboarding and offboarding processes, including recruitment and exit interviews, and conduct HR inductions for new hires. HR-Admin Liaison: Serve as the main point of contact between Business Units' employees and the HR SSF, including office supplies management and travel arrangements. Engagement, Enablement, and Culture-Building: Engagement and Enablement Initiatives: Collaborate with BU to design and execute engagement and enablement initiatives that foster a positive and inclusive workplace culture. Teamwork and Collaboration: Promote teamwork and collaboration by sharing insights and best practices from various functions within the organization. Encourage the exchange of ideas and knowledge to strengthen the culture of continuous improvement. Stakeholder Relationship Building: Build and nurture strong business relationships with stakeholders, acting as a single point of contact for brand office teams. Facilitate communication and collaboration to ensure alignment with the organization's values and goals. Cultural Best Practices: Share and transfer cultural best practices from different functions within the organization. Contribute to shaping a workplace culture that emphasizes respect, diversity, inclusion, and innovation, aligning it with the organization's values and vision. Performance & Talent Management Job Description Development: Collaborate with hiring managers to develop comprehensive job descriptions (JDs), providing HR insights on JDs, including salary bandings and market benchmarks for each position. Talent Management and Succession Planning: Actively participate in talent management and succession planning activities. Identify potential talent, track their development, and ensure a robust workforce pool for future sustainability. Performance Improvement: Provide guidance to line managers in effectively managing poor performers and addressing disciplinary issues. Act as a driver for performance improvement, facilitating discussions with the management team to find the best solutions. Learning & Development (L&D): Collaborate with L&D teams to support the delivery of training programs that align with organizational goals and employee development needs. Ensure that employees have access to relevant learning opportunities that enhance their skills and knowledge. HR Reporting and Compliance: Financial Oversight: Oversee and report on the team budget, providing insights into demand, effectiveness, and cost. Ensure prudent financial management in HR operations with respect to payroll, overtime, expenses & services. Performance Metrics: Provide monthly dashboard reports to the Leadership team, presenting key HR metrics such as personnel cost analysis (overall and per function), recruitment activity, attrition rates, leave reporting, and other relevant reports as required. Legal Compliance: Ensure compliance with statutory regulations pertaining to employment contracts and terminations, following all legal requirements and timelines. Personal Income Tax Reporting: Collaborate closely with the Compensation & Benefits function to ensure the accurate and timely submission of personal income tax reports to the Tax department, adhering to local tax regulations.
Position Overview Leading process from to candidate search until contract signing and new hire and providing counsel. Talent Acquisition Implementation across each BU Provide talent acquisition services to each portfolio business, to source, screen and present short-list of highly qualified individuals for employment Build high functioning agency model internal recruitment function, focusing on process improvement, discipline segmentation (i.e. Marketing & Sales; Operations & Corporate Support), recruitment metrics and exceptional customer service (to both candidate and business unit) Utilize, adhere, and train team on recruitment systems, policies, procedures, tools and templates to ensure streamlined, effective, and high-quality services are delivered, with regular recruitment metrics and reporting on progress Recruitment channel development Identify multiple recruitment channels (traditional & digital) Assess acquisition cost and return on investment (ROI) Develop a complementary set of acquisition channels Post vacancies internally and externally to the relevant channels, ensuring position advertisement reaches target audience and ROI is realized from selected channel(s) Attend and ensure team attendance at conferences, career fairs, and special events to promote Palladium as an employer and manage the online talent acquisition system for the region Candidate Selection Work with hiring managers and each BU’s of HRBP to update job descriptions for new hiring Identification of suitable candidates according to the job description, company culture and salary guidelines Conduct preliminary interviews and screening Monitor the short list of recommended candidates and the interview scheduling with hiring managers Participate in interviews with the hiring manager, ensuring interview standards are followed Provide constructive feedback to the candidate In collaboration with the Hiring Manager and HRBP, propose a suitable salary within the agreed salary banding Negotiation and closing of offers directly with candidates, presenting a total value proposition, highlighting remuneration, benefits, future career opportunities Onboarding & Internal communication Internal announcement of new hires through company announcement Onboard new starters, ensuring awareness of company policies, guidelines and systems Support the induction program for new hires Ensure personal details are collected and securely stored to facilitate payroll, taxation and next of kin requirements