HRBP COMMERCIAL cum OD MANAGER (FMCG,Retail)

REQUIREMENTS:

• At least 10 years of experience in HRBP, Talent Management, Organizational Development, Learning & Development

• English fluency

• MS Office

• HRIS experienced in preferable

• Strong stakeholder management with proven ability to influence and build partnerships across local, regional, and global teams.

• Solid HR functional knowledge across HRBP, Talent Management, L&D, and Performance Management.

• Excellent communication, presentation, and bilingual proficiency (English & Vietnamese).

• Strong business acumen, analytical thinking, problem-solving, planning, and execution capabilities.

• Effective project and change management with the ability to manage multiple priorities in a fast-paced environment.

RESPONSIBILITIES:

The HRBP & OD Manager is a trusted advisor to functional leaders, you will deliver tailored HR strategies across organizational design, talent management, capability building, and employee engagement to maximize performance and efficiency. Concurrently, you will lead enterprise-wide OD and L&D initiatives—leveraging global COE frameworks—to architect talent succession, accelerate leadership development, and foster a value-driven learning culture across the entire organization.

I. HR Business Partner (60%)

Act as a strategic HR partner for assigned business functions, driving organizational effectiveness, talent outcomes, employee engagement, and people capability.

1) Organization Development & Workforce Planning

• Lead organization design and workforce planning initiatives, including organization structure review,

headcount planning, role clarity, and process optimization.

• Partner with business leaders to drive organizational transformation, change management,

communication, and stakeholder alignment.

• Support business projects to ensure effective role design, governance, communication, and change

adoption.

2) Talent Management & Performance Management

• Partner with Talent Acquisition to attract, select, and retain the right talent.

• Facilitate onboarding and employee lifecycle management to ensure positive employee experience.

• Conduct stay and exit interviews to gather insights and support talent retention strategies.

• Drive Talent Review, Succession Planning, and Top Talent development initiatives in partnership

with business leaders.

• Ensure effective goal setting, performance reviews, talent calibration, and promotion planning in

alignment with company guidelines.

• Lead the annual performance management cycle and related capability-building initiatives.

• Ensure effective implementation of performance management processes, tools, and governance

across the organization.

3) Employee Engagement & Culture

• Drive employee engagement initiatives and action plans based on employee feedback and survey

results.

• Facilitate employee listening mechanisms, including focus groups and leadership discussions.

• Promote transparent communication and value-based leadership to strengthen trust and

collaboration.

• Implement culture, values, and recognition programs within assigned business functions.

• Partner with Engagement team and global COE to localize and execute engagement and culture

initiatives.

4) Functional Capability Development

• Partner with business leaders to identify capability gaps and future skill requirements.

• Support the implementation of functional, leadership, reskilling, and upskilling development

initiatives.

• Foster a continuous learning culture within assigned business functions.

• Provide guidance to managers on employee development planning and career growth.

5) HR Projects

• Lead or participate in strategic HR and business projects as assigned.

II. Learning & Development (40%)

• Design and implement company-wide learning and development programs to accelerate employee

growth, leadership capabilities, and workforce competencies.

• Lead the execution of performance management strategies and processes to strengthen

organizational performance and talent outcomes.

• Develop and drive value-based learning initiatives that embed organizational values into

employees daily behaviors and ways of working.