Job Description

Thanh Thanh Cong – Bien Hoa Joint Stock Company (AgriS, HOSE: SBT) is a multinational high-tech agricultural enterprise with its foundation from Bien Hoa Sugar Factory established in 1969. AgriS develops a diversified agricultural ecosystem with sugarcane as its core pillar, expanding into coconut, rice, banana, and other agricultural products. The Company operates under an integrated 3-Center model comprising AgriC – ProC – ComC, covering the value chain from raw material areas and production to commercial activities and multi-channel distribution; and currently operates in Vietnam, Laos, Cambodia, Singapore, and Australia.

ComC (Commercial Center) is the commercial arm of AgriS, responsible for business operations, domestic distribution, international trading, and market development. ComC operates as a full-function business unit with capabilities across Finance, Supply Chain, HR, Marketing, Sales, IT, Customer Service, Legal, and Risk Management, while also managing outsourced sales and trade marketing teams.

ComC's business portfolio focuses on sugar and sweetening solutions, coconut-based FMCG products, rice, and value-added agricultural products, while also developing OEM products and distribution services. Under its strategic roadmap, ComC aims to scale revenue growth, maintain the core role of granulated sugar, develop sweetening solutions, expand the rice portfolio, and accelerate a diversified FMCG ecosystem across B2B, Trade, B2C, and international trading channels.

OVERVIEW

The HRBP Manager acts as a strategic HR partner to business leaders and functional heads, translating business strategies into relevant people strategies and HR solutions.

The role is responsible for advising, coordinating and implementing initiatives related to workforce planning, organization effectiveness, talent management, performance management, capability development, employee engagement and employee relations within assigned business units or functions. The position ensures that workforce capabilities and people practices support BHC's operational requirements, organizational development and business growth objectives.

KEY RESPONSIBILITIES

1. HR Business Partnering & Organization Effectiveness

Partner with business leaders and functional heads to understand business strategies, operational objectives, workforce requirements and organizational challenges.
Provide HR advice and recommend people solutions aligned with business objectives and the development priorities of assigned units.
Collaborate with relevant stakeholders to review organization structures, roles and responsibilities, headcount and resource allocation to improve organizational effectiveness.
Monitor and analyze people and organizational issues, proactively recommending solutions to improve workforce productivity, team effectiveness and employee experience.
Conduct regular HR business reviews with assigned units to identify people priorities, risks and action plans.

2. Workforce Planning & Talent Management

Collaborate with business units to develop workforce plans, forecast staffing requirements and support manpower budgeting in alignment with business plans.
Monitor headcount, workforce movements and recruitment needs; coordinate with Talent Acquisition to address staffing requirements across assigned units.
Collaborate with business leaders to identify critical positions, capability gaps and workforce-related risks.
Participate in talent reviews, succession planning and individual development planning for high-potential employees.
Analyze employee turnover, talent retention and workforce trends, recommending appropriate improvement measures.

3. Performance Management

Collaborate with business units to implement performance management processes and ensure individual and team objectives are aligned with business goals.
Guide and support managers in KPI setting, performance reviews, feedback delivery and performance improvement planning.
Monitor KPI progress and performance outcomes, working with stakeholders to analyze factors affecting individual and team performance.
Recommend initiatives to improve work effectiveness, accountability and people management practices.

4. Capability & Leadership Development

Collaborate with business units to identify training needs, capability gaps and competencies required to achieve business objectives.
Work with Learning & Development to implement functional capability-building and managerial development programs.
Support managers in team development planning, employee coaching and people management capability building.
Participate in development initiatives for high-potential employees, successors and key talent.

5. Employee Engagement & Employee Relations

Collaborate with managers to implement initiatives that improve employee engagement, employee experience and the working environment.
Address, analyze and advise on employee-related matters, employee relations issues, grievances and workplace conflicts within assigned units.
Support managers in handling disciplinary matters and employee relations cases in accordance with company policies and applicable labor laws.
Analyze employee turnover, employee feedback and engagement-related issues, recommending appropriate improvement actions.
Coordinate the communication and implementation of BHC's HR policies, corporate values and people initiatives across assigned units.

6. HR Analytics & People Insights

Monitor and analyze key HR metrics, including headcount, turnover, recruitment, talent retention, performance and workforce productivity.
Prepare periodic HR reports, analyze workforce trends and provide insights to support people management decisions.
Work with business units to identify the root causes of people-related issues and recommend data-driven solutions.
Monitor the effectiveness of HR initiatives and recommend appropriate improvements.

7. HR Projects & Organizational Transformation

Participate in and coordinate the implementation of strategic HR projects in alignment with the Company's and HRD's directions.
Collaborate with HR teams and business units to implement HR projects, programs and initiatives.
Participate in projects related to organization design, talent management, succession planning, performance management, leadership development, employee engagement, corporate culture and HR digital transformation.
Coordinate with relevant stakeholders to gather information, analyze business and people needs, develop solutions and implement HR initiatives.
Monitor the progress of assigned activities, support issue resolution and ensure timely completion of assigned deliverables.
Participate in organizational change, business expansion and people development initiatives as assigned by the HRD.

8. HR Governance & Compliance

Ensure HR practices within assigned units comply with company policies, internal procedures and applicable labor laws.
Advise managers on the application of HR policies and the management of people-related risks.
Collaborate with relevant HR teams to ensure consistent implementation of HR policies and processes.

QUALIFICATIONS

Education

Bachelor's degree or higher in Human Resources Management, Business Administration, Economics, Psychology or a related discipline.
Professional certifications in HR, HR Business Partnering or Organization Development are an advantage.

Language Proficiency

Proficiency in both English and Vietnamese.

Related Experience

At least 8 years of HR experience, including a minimum of 3 years in an HRBP Manager, HR Manager or equivalent HR Business Partner role.
Experience in FMCG, consumer goods, retail, manufacturing, agriculture or other fast-growing business environments is preferred.
Experience participating in organizational change, organization development or HR transformation projects is an advantage.

Professional Competencies

Strong understanding of HR Business Partnering principles and practices.
Good knowledge of workforce planning, organization design, talent management, succession planning and performance management.
Good understanding of Vietnamese labor laws and HR compliance requirements.
Strong business acumen and understanding of business operations and key business performance drivers.
Strong analytical and problem-solving skills, with the ability to develop practical, data-driven HR recommendations.
Strong communication, consulting, influencing and stakeholder management skills.
Ability to coach and support managers in addressing people-related challenges.
Ability to manage multiple priorities, collaborate cross-functionally and adapt to a fast-changing business environment.

Leadership Capabilities

Ability to lead, manage, allocate and coordinate team resources; drive performance, motivate employees and foster a high-performing working environment.
Integrity, transparency, maturity, practicality, result orientation, and commitment to the Company's long-term value.

BENEFITS & PERKS

Attractive compensation: 13th-month salary and annual performance bonus based on business results.
Comprehensive health protection:24/7 accident insurance and health insurance.
Gifts & benefits on special occasions, including birthdays, weddings, childbirth, holidays, and Tet, etc.
Lunch and phone allowances based on job level and position.
Year End Party, Team Building, and various internal engagement activities.
Opportunities for long-term benefits, including seniority rewards and ESOP, in accordance with the Company's policies and applicable periods.
Working hours: Monday to Friday; Saturday WFH or flexible working arrangement depending on business requirements.
Work location:63 Cao Thang Street, Ho Chi Minh City, Vietnam.