Head of Human Resources Department

This is a build role, not a caretaker role.

Neyu is in a transformation phase. The HR function is being established from the ground up: culture, compensation architecture, talent acquisition capability and performance management are all to be designed and implemented, under tight cost discipline and on a short timeline.

The Head of HR owns that build end to end, and is measured on three outcomes:

• Culture — a young, connected, high-tempo culture that matches how a performance marketing business actually operates
• Cost — a measurable reduction in cost per hire through in-house talent acquisition capability, replacing agency dependency
• System — compensation framework, job architecture, KPI and performance review operating

KEY RESPONSIBILITIES

Culture and organisational engagement

• Define core values and behavioural standards, and translate them into daily operating practice rather than statements on a wall
• Build the mechanisms that connect teams across functions and across markets
• Establish two-way internal communication and measure engagement on a regular cycle
• Partner with the executive team through the transformation: communicate change clearly and hold the confidence of the organisation

Compensation, job architecture and performance management

• Design the full framework: salary bands, job architecture and levelling, bonus and incentive schemes, benefits
• Build the KPI framework and performance review programme, anchored to business results
• Keep the package competitive within what the business can afford — balance retention against cost control
• Own the people cost budget jointly with Finance: headcount planning, forecasting and control

Talent acquisition and cost optimisation

• Build and lead a robust in-house talent acquisition engine to drastically reduce external agency cost and agency dependency
• Establish agile recruitment processes capable of filling high-volume and critical senior roles across SEA and LATAM at performance-marketing speed
• Build the employer brand so the company attracts candidates directly, without paying for access to them
• Build and maintain a talent pool for recurring roles: Media Buyer, Account Manager, Telesales, Operations
• Standardise onboarding so new hires reach productive output faster
• Own quality of hire, measured by probation pass rate and six-month retention

Learning and development

• Build the training roadmap by role and level, mapped to a competency framework
• Prioritise in-house delivery and on-the-job coaching over external training spend
• Define career paths with clear, published criteria for progression
• Identify and develop successors for business-critical roles

HR operations and compliance

• Select, implement and optimise a scalable HRIS/HCM system suitable for a multi-country workforce
• Ensure strict adherence to local labour law, compliance requirements and payroll regulations across Vietnam, SEA and LATAM, in close collaboration with Finance
• Standardise employee records, contracts, onboarding and offboarding
• Deliver regular people reporting to the Board: headcount, people cost, turnover, performance

• Ngày làm việc: T2 - T6 • Giờ làm việc: 9:00 - 18:00 • Cấp bậc: Giám đốc trở lên • Loại công việc: Toàn thời gian