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We are looking for an experienced HR Manager to lead the full spectrum of Human Resources activities and provide strategic HR partnership to management. You will be responsible for building effective people strategies, strengthening HR systems and policies, developing organizational capabilities, and ensuring a positive, compliant, and high-performing workplace.
The role will work closely with senior management and department heads to translate business objectives into practical people strategies and HR initiatives.
1. HR Strategy & Workforce Planning
- Develop and execute the overall HR strategy in alignment with the company’s business objectives and growth plans.
- Lead annual workforce planning, manpower budgeting, and organizational development initiatives.
- Partner with management and department heads to review organizational structures, job scopes, reporting lines, and manpower requirements.
- Identify current and future talent needs and develop appropriate workforce solutions.
- Establish HR priorities, KPIs, and action plans to support business growth.
2. Compensation, Benefits & Performance Management
- Lead the development, implementation, and review of compensation and benefits frameworks to ensure internal equity, market competitiveness, and cost effectiveness.
- Develop and maintain salary structures, incentive schemes, allowances, and other employee benefits.
- Design and continuously improve performance management systems, including KPIs, goal setting, performance reviews, and appraisal processes.
- Lead the annual performance appraisal and salary review cycles, working closely with management and department heads.
- Provide data-driven recommendations on compensation, promotion, performance improvement, and talent decisions.
3. Talent Acquisition & Talent Management
- Oversee end-to-end recruitment activities and ensure the organization attracts and hires qualified talent in a timely and cost-effective manner.
- Develop talent management initiatives covering high-potential employees, career development, internal mobility, and succession planning.
- Identify critical roles and develop succession plans to ensure business continuity.
4. Employee Relations & Workplace Culture
- Act as a trusted HR advisor to management and employees on people-related matters.
- Maintain healthy, transparent, and constructive employer–employee relationships.
- Handle employee relations cases, complaints, disciplinary matters, investigations, and conflict resolution in a fair and professional manner.
- Promote employee engagement, collaboration, accountability, and a positive workplace culture.
- Develop and implement employee engagement initiatives based on employee feedback and organizational needs.
- Ensure HR policies, procedures, and practices are consistently and fairly applied across the organization.
5. HR Policies, Systems & Administration
- Develop, review, and continuously improve HR policies, procedures, guidelines, and employee handbooks.
- Establish efficient HR processes and systems to improve operational effectiveness and employee experience.
- Lead and supervise HR administration activities, including employee records, attendance, leave, payroll coordination, benefits administration, and other HR operations.
- Oversee general administrative functions where applicable and ensure smooth day-to-day operations.
- Monitor HR data and prepare regular HR reports, dashboards, and management insights.
7. Legal & Regulatory Compliance
- Ensure all HR policies, practices, employment contracts, compensation and benefits programs comply with applicable Vietnamese labor, employment, social insurance, tax, and other relevant regulations.
- Keep management informed of changes in labor and employment legislation and assess their potential impact on the organization.
- Manage HR compliance risks and coordinate with relevant authorities, consultants, or legal advisors when required.
- Ensure proper documentation and implementation of employment-related procedures.
8. HR Leadership & Business Partnership
- Lead, coach, and develop the HR team to build strong HR capabilities and service standards.
- Establish clear objectives, KPIs, and performance expectations for the HR function.
- Work closely with senior management and department heads as a strategic HR business partner.
- Provide management with HR insights, workforce data, and recommendations to support organizational and business decisions.
- Take ownership of key HR projects and organizational development initiatives.
- Continuously assess the effectiveness of HR programs and recommend improvements based on business needs and employee feedback.
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