JOB DESCRIPTION:
Total Rewards Management
- Support the development and implementation of Total Rewards strategy aligned with business objectives.
- Review compensation structures, salary ranges and grading systems.
- Participate in market salary surveys and compensation benchmarking activities.
- Develop recommendations regarding pay positioning and reward competitiveness.
- Support annual salary review, promotion and bonus cycles.
Compensation & Benefits Operations Excellence
- Ensure accurate and timely payroll governance and administration.
- Oversee employee benefits programs including insurance, healthcare, annual health check and wellness initiatives.
- Ensure compliance with Labor Law, PIT, SI, HI, UI and relevant regulations.
- Review and improve C&B processes to increase effectiveness and employee experience.
HR Digital Transformation & HRIS Leadership
- Co-lead HR digitalization projects and continuous process improvement initiatives.
- Act as key HR representative for HRIS implementation, enhancement and optimization.
- Partner with IT and vendors to improve system functionality and automation.
- Drive digitization of employee lifecycle processes.
- Promote self-service HR platforms and digital employee experience.
- Evaluate emerging HR technologies, AI tools and automation opportunities.
List of systems:
Power BI HR Dashboard
Workday
Payroll automation
Employee self-service
Workflow automation
HR Analytics solutions
HR Analytics & Workforce Insights
- Develop HR dashboards and workforce analytics.
- Analyze key HR metrics including: headcount, attrition, talent retention, compensation ratio, internal equity, workforce cost and organization effectiveness.
- Provide insights and recommendations to HR leadership and management teams.
- Build predictive and scenario-based workforce analyses where applicable.
Job Evaluation & Organization Effectiveness
- Manage job evaluation processes using Hay, Mercer or equivalent methodologies.
- Support organization design and workforce planning initiatives.
- Maintain job architecture, grading and career framework.
- Ensure internal equity and governance in position management.
Incentive & Variable Pay Programs
- Design, calculate and administer incentive programs, including sales incentive schemes, STI/LTI and recognition programs.
- Partner with Commercial, Operations and Finance teams on bonus schemes.
- Evaluate effectiveness of incentive plans through business performance analysis.
- Continuously improve reward mechanisms to drive desired business outcomes.
HR Governance, Compliance & Risk Management
- Ensure compliance with all labor and compensation-related regulations.
- Maintain C&B policies and SOPs.
- Support internal and external audits.
- Identify potential compliance risks and recommend corrective actions.
- Ensure proper documentation and controls across HR processes.
Project Leadership & Change Management
- Co-lead assigned HR and cross-functional projects.
- Support HR transformation roadmap implementation.
- Drive change management activities associated with process and system changes.
- Monitor project milestones, risks and stakeholder engagement.
Team Development & Successor Readiness
- Coach and guide C&B Executives.
- Share knowledge and best practices across HR teams.
- Develop leadership capability in preparation for future C&B Manager responsibilities.
- Act as backup for C&B Manager when required.
Business Partnering
- Work closely with HRBPs and business leaders to provide reward-related consultation.
- Support workforce planning and talent retention discussions.
- Provide data-driven recommendations for people decisions.
Others
- Perform other job assignments as requested by the C&B Manager and the Company to contribute to the success of the HR Department and the Company.
JOB REQUIREMENT:
- Bachelor's degree in HR, Business, Finance, Economics, Data Analytics, or related field (Master's a plus)
- 6–8 years of C&B experience, including 2+ years leading a team or in an Assistant Manager role
- Experience in multinational manufacturing organizations preferred
- Hands-on expertise in salary structure design, job evaluation, incentive design, payroll governance, benefits management, and total rewards
- Strong HRIS and data analytics background, with experience building dashboards (Power BI, Advanced Excel)
- Solid knowledge of Vietnam Labor Law, social insurance, personal income tax, and audit/internal controls
- Strategic thinker with strong business acumen, data-driven decision-making, and stakeholder management skills
- A digital mindset and passion for driving HR transformation
Nice to have:
Workday experience
Exposure to AI applications for HR
Familiarity with Mercer IPE or Korn Ferry Hay methodology
