ចំណេះដឹង : បរិញ្ញាបត្រ (ជំនាញធនាគារ, ហិរញ្ញវត្ថុ, ទីផ្សារ) បទពិសោធន៍ : ២ឆ្នាំធ្វើការនៅក្នុងផ្នែកគ្រប់គ្រង ឬគ្រប់គ្រងទីផ្សារធនាគារ ឬស្ថាប័នហិរញ្ញវត្ថុ។ ជំនាញ និង សមត្ថភាព មានបទពិសោធន៍ផ្នែកជំនាញលក់បឋម ជំនាញទំនាក់ទំនង យល់ពីបញ្ហាអតិថិជនខ្ពស់ ជំនាញយល់ដឹងពីភារកិច្ចលម្អិត យល់ដឹងការទទួលខុសត្រូវខ្ពស់ និងការរំពឹងទុក យល់ដឹងពីដំណើរការលក់ដែលមានស្រាប់យ៉ាងច្បាស់លាស់ ការប្រើប្រាស់ភាសាអង់គ្លេសទំនាក់ទំនងបានល្អ ជំនាញកុំព្យូទ័រកម្មវិធី MS. Office, (Excel, Word, Power Point…)
ការទទួលខុសត្រូវ - តាមដានសកម្មភាពលក់ និងរៀបចំរបាយការណ៍ - ជ្រើសរើសភ្នាក់ងារលក់ដោយផ្ទាល់ - សហការជាមួយក្រុមលក់ និងផ្នែកពាក់ព័ន្ធ - ផ្តល់ការបណ្តុះបណ្តាល បង្វឹក គាំទ្រ និងអភិវឌ្ឍន៍សមត្ថភាពក្រុមលក់។
ចំណេះដឹង ៖ បរិញ្ញបត្ររង ឬសញ្ញបត្រដែលមានតម្លៃស្មើ (ជំនាញៈ គ្រប់គ្រង/ហិរញ្ញវត្ថុ/ធនាគារ/គណនេយ្យ…) ។ បទពិសោធន៍ ៖ រយៈពេលយ៉ាងតិច ០២ឆ្នាំក្នុងតួនាទីនាយកផ្នែកលក់/ប្រធានផ្នែកលក់ ឬរយៈពេលយ៉ាងតិច ០៥ឆ្នាំក្នុងតួនាទីប្រធានក្រុមលក់ (អទិភាពខ្ពស់សម្រាប់អ្នកមានបទពិសោធន៍ក្នុងវិស័យលក់ និងទីផ្សារ) ។ សមត្ថភាព និងជំនាញផ្សេងៗ ៖ វិភាគស៊ីជម្រៅលើកការងារជំនាញ និងដឹកនាំ ហើយមានឆន្ទៈក្នុងការទទួលខុសត្រូវខ្ពស់ ព្រមទាំងមានសមត្ថភាពគ្រប់គ្រាន់ក្នុងការដោះស្រាយបញ្ហានានា ក្នុងមុខងារ និងតួនាទីដែលបានប្រគល់ជូន អាចប្រើប្រាស់ភាសារអង់គ្លេសសម្រាប់ការទំនាក់ទំនងបាន ចេះប្រើប្រាស់កុំព្យូទ័រ ( Excel, Power point, Word,… ) ។
- Monitor sales activities and prepare reports - Choose a direct sales agent - Collaborate with sales team and related departments - Provide training, coaching, support and development of sales team capabilities.
The Chief of Recruitment Unit leads the strategic planning, execution, and continuous improvement of the organization’s talent acquisition efforts. This role ensures that recruitment practices align with business goals, promote employer branding, and attract high-quality candidates across all departments. 🧠 Key Job Responsibilities (JR) 1. Strategic Recruitment Planning Develop and implement recruitment strategies aligned with organizational growth. Forecast hiring needs in collaboration with department heads and senior leadership. 2. Team Leadership & Management Supervise and mentor recruitment officers and coordinators. Set performance goals and ensure accountability across the recruitment team. 3. Process Optimization Oversee the full recruitment cycle — job posting, screening, interviewing, selection, and onboarding. Streamline workflows using applicant tracking systems (ATS) and digital tools. 4. Employer Branding & Outreach Promote the organization’s image through job fairs, university partnerships, and social media. Develop bilingual job ads and recruitment materials tailored to Cambodia’s labor market. 5. Compliance & Documentation Ensure recruitment practices comply with Cambodian labor laws and internal policies. Maintain accurate records of candidate evaluations, interview forms, and hiring decisions. 6. Data-Driven Decision Making Monitor recruitment metrics (e.g., time-to-hire, cost-per-hire, retention rates). Use analytics to improve sourcing strategies and candidate experience. 7. Stakeholder Engagement Collaborate with HR, operations, and department heads to align recruitment with workforce planning. Build relationships with external recruitment agencies, universities, and vocational institutions.
The Head of Human Resources (HR) is a strategic leadership role responsible for overseeing all aspects of human capital management within the organization. This position plays a pivotal role in shaping company culture, driving talent acquisition and retention strategies, and ensuring compliance with labor laws and HR best practices. The Head of HR partners with senior leadership to align HR initiatives with business goals and foster a high-performance, inclusive workplace. 📍 Key Objectives: Develop and execute HR strategies that support organizational growth and transformation. Lead workforce planning, talent management, and succession planning. Champion diversity, equity, and inclusion across all levels of the organization. Ensure legal compliance and mitigate HR-related risks. 📋 Job Responsibilities Area Responsibilities 🧑🤝🧑 Talent Acquisition & Management - Design and implement recruitment strategies to attract top talent<br>- Oversee onboarding and employee lifecycle processes<br>- Lead performance management and career development initiatives 📊 Strategic HR Planning - Align HR strategy with business objectives<br>- Forecast workforce needs and develop succession plans<br>- Advise leadership on organizational design and change management 💼 Employee Relations & Engagement - Foster a positive work environment and employee engagement<br>- Resolve conflicts and manage grievance procedures<br>- Conduct regular employee satisfaction surveys and act on feedback 📚 Learning & Development - Build and oversee training programs for skill enhancement<br>- Promote leadership development and mentorship initiatives 📜 Compliance & Policy - Ensure adherence to labor laws and ethical standards<br>- Update and enforce HR policies and procedures<br>- Manage audits and risk assessments 💰 Compensation & Benefits - Design competitive compensation structures<br>- Oversee benefits administration and vendor management<br>- Conduct market benchmarking and salary reviews 📈 HR Analytics & Reporting - Monitor HR metrics and KPIs<br>- Provide insights to leadership for data-driven decisions<br>- Prepare reports for board and executive review
The Chief of Employee Relations leads the strategic development and execution of employee relations policies, practices, and programs. This role ensures a fair, inclusive, and legally compliant work environment while fostering strong relationships between employees, management, and external stakeholders such as labor unions or regulators. 1. Strategic Leadership Develop and implement the organization’s employee relations strategy. Advise senior leadership on workforce planning, conflict resolution, and engagement initiatives. 2. Policy Development & Compliance Create and enforce employee relations policies aligned with labor laws and organizational values. Ensure compliance with Cambodian labor regulations and internal HR standards. 3. Conflict Resolution & Case Management Oversee investigations into grievances, misconduct, and workplace disputes. Ensure fair and consistent handling of disciplinary actions and appeals. 4. Employee Engagement & Culture Building Promote a positive workplace culture through feedback systems, recognition programs, and inclusive practices. Conduct employee satisfaction surveys and analyze results to guide improvements. 5. Union & Stakeholder Relations Manage relationships with trade unions and employee representatives. Lead negotiations and collective bargaining processes when applicable. 6. Training & Capacity Building Provide coaching and training to managers on employee relations best practices. Build HR team capacity in conflict management, communication, and legal compliance. 7. Data-Driven Decision Making Use HR analytics to identify trends in employee behavior, turnover, and engagement. Present insights to leadership for proactive workforce planning.
The Chief Management Accountant is responsible for overseeing financial planning, budgeting, and performance analysis to support strategic decision-making. This role ensures accurate cost control, financial forecasting, and compliance with internal policies and external regulations. 1. Strategic Financial Planning Develop and manage annual budgets, forecasts, and long-term financial plans. Provide financial insights to support strategic initiatives and investment decisions. 2. Cost Management & Analysis Monitor and analyze operational costs across departments. Implement cost-saving strategies and recommend efficiency improvements. 3. Performance Reporting Prepare monthly, quarterly, and annual management reports. Analyze financial variances and present actionable recommendations to senior management. 4. Internal Controls & Compliance Ensure adherence to accounting standards (e.g., IFRS) and regulatory requirements. Strengthen internal controls and risk management practices. 5. Team Leadership Supervise and mentor accounting staff. Coordinate cross-functional collaboration with HR, operations, and audit teams. 6. Stakeholder Engagement Liaise with external auditors, tax authorities, and financial institutions. Present financial reports to board members and executive leadership
Audit Planning & Execution Assist in developing annual audit plans based on risk assessment. Conduct financial, operational, and compliance audits across departments and branches. Perform field audits and prepare working papers with supporting evidence. Internal Control Evaluation Assess the effectiveness of internal controls and recommend improvements. Identify control gaps and propose corrective actions. Reporting Draft clear and concise audit reports with findings and recommendations. Present audit results to management and follow up on action plans. Compliance Monitoring Ensure adherence to company policies, procedures, and regulatory requirements. Monitor compliance with CMA guidelines and NBC regulations. Risk Assessment Participate in risk identification and mitigation strategies. Provide input on emerging risks and internal fraud indicators. Collaboration & Advisory Work closely with departments to understand processes and offer audit insights. Support training initiatives to promote internal control awareness.