POSITION: HRBP Officer (Store - FnB) - Travel required
- Work location: Binh Thanh Dist - HCMC // (Travel required around 2 week/month)
- Working time: Mon - Fri
- Report to: HRBP Manager (Ops - Store)
MAIN DUTIES:
1: Strategic Human Resource Management and Business Partnering
- Identifies, develops, and implements effective human resource strategies that support the efficient and successful operation of the JB VN and assigned accounts.
- Partners with the rest of the Country HR teams to assess and analyze the overall organizational health of the assigned accounts; co-develops HR interventions aligned with current business needs and regional directions/priorities.
- Establishes trusted relationships with Country Leaders, conducting regular consultations and coaching sessions to effectively evaluate and deliver appropriate HR solutions and support.
- Builds the capability of the HR BP teams by providing coaching, and strategic guidance on the effective and consistent implementation of people strategies, programs, and initiatives across their assigned region/area.
- Provides expert HR guidance and support in resolving complex people matters by conducting fact-finding, stakeholder consultations, and thorough assessments, while recommending solutions that balance business needs, employee considerations, and organizational risk.
- Conducts HR process and policy reviews to identify gaps and improvement opportunities within assigned accounts, partners with the other Country HR teams to develop and enhance HR policies aligned with business needs and strategic priorities, while collaborating with relevant stakeholders and supporting the development of effective communication and implementation plans.
- Reviews, develops, and updates HR policies and programs based on business requirements, market trends, regulatory changes, and best practices; translates policy direction into practical guidelines and ensures alignment with organizational objectives and regional standards.
- Designs and facilitates HR-related meetings, workshops, interventions, and discussions for assigned accounts, develops and manages project plans, coordinates required resources and support, and ensures timely and effective delivery of HR initiatives.
- Monitors and promotes compliance with applicable labor laws, regulations, and company policies across assigned accounts. by conducting periodic reviews and assessments, identifying compliance gaps, to implement appropriate corrective actions and risk mitigation measures.
2: Organization Architecture
- Contributes to country/account business planning by providing perspectives on workforce trends, organizational needs, and talent priorities, and recommending short- and long-term people programs aligned with business and country objectives.
- Conducts periodic reviews of organizational structures, role designs, and workforce configurations based on business requirements, employee feedback, market benchmarks, and organizational effectiveness considerations, recommending improvements to enhance performance and agility.
- Evaluates workforce supply and demand across assigned accounts in alignment with business objectives and growth plans, and partners with Country HR teams to develop and execute talent acquisition and workforce planning strategies that address identified capability and staffing gaps.
- Provides guidance and support on job evaluation, role review, and competency assessments to ensure roles accurately reflect evolving business requirements and remain aligned with JB VN organizational structures, career frameworks, and capability standards.
- Assesses the people and organizational impact of change initiatives across the region and assigned accounts. through stakeholder consultations, data gathering, and feedback mechanisms; develops and recommends structured change management and communication plans to support successful adoption and minimize disruption.
3: Talent Management
- Partners with EMEAA HR and Country HR teams to develop and execute talent management strategies that support business objectives, succession requirements, and workforce capability needs; identifies and assesses current and future talent requirements using established assessment tools and frameworks.
- Monitors and evaluates the effectiveness of the Performance Management System (PMS) across assigned accounts, ensuring robust goal setting, performance reviews, talent calibration, and talent movement decisions that align with business priorities while upholding fairness, transparency, and integrity.
- Supports and co-facilitates talent review discussions through the administration of assessment tools, analysis of talent data, and preparation of talent matrices, including the 9-Box Grid, to support succession planning and talent development decisions.
- Provides guidance to leaders and people managers on the development of Learning and Development (L&D) plans, ensuring effective implementation, progress monitoring, and completion of agreed development actions.
- Designs, curates, and implements learning and capability-building programs that strengthen current competencies, accelerate leadership readiness, and develop future-critical skills aligned with business and workforce needs.
4: Total Rewards and Recognition
- Evaluates the impact of compensation and benefits initiatives within assigned accounts, proactively identifying potential risks, challenges, and employee implications, and recommending appropriate communication and change management approaches to support successful implementation.
- Partners with EMEAA HR and Global Total Rewards in the design, review, and implementation of compensation and benefits strategies, ensuring alignment with business objectives, market competitiveness, regulatory requirements, and the organization's rewards philosophy and principles.
- Provides strategic guidance and implementation support on compensation and benefits programs, ensuring consistent application, governance, and compliance across assigned accounts.
- Leads and facilitates rewards and recognition program orientations, communications, and alignment sessions to drive understanding, engagement, and effective adoption across the organization.
5: Culture and Employee Engagement
- Leads the design and execution of employee engagement strategies across assigned accounts, ensuring strong HR partnership, leadership involvement, and alignment with business and people priorities.
- Develops and continuously enhances employee engagement programs and initiatives by integrating business objectives, workforce insights, organizational values, cultural priorities, and applicable local labor requirements.
- Facilitates employee listening initiatives, including focus groups, town halls, and employee dialogues, to assess engagement levels, identify key themes and opportunities, and recommend targeted interventions that strengthen employee experience, engagement, and retention.
- Partners with and coaches people managers in the execution of business unit and account-specific engagement initiatives, including survey action planning, to address identified opportunities and sustain high levels of employee engagement and performance.
- Designs and implements employee engagement programs that align with organizational values, culture, and strategic priorities, while driving leadership commitment, employee participation, and overall program effectiveness.
- Provides guidance and expert advice to people managers on employee relations and disciplinary matters, including case assessment, workplace investigations, administrative hearings, and decision-making, ensuring fairness, consistency, compliance, and effective risk management.
6: Franchise HR Operations
- Serve as the strategic HR partner for franchise expansion, ensuring people, organization, workforce, compliance, and culture considerations are fully integrated into expansion strategy plans and growth decisions.
- Lead end-to-end HR due diligence and people risk assessment and organizational readiness for franchise HR operations, providing data-driven insights and strategic recommendation to enable informed expansion decisions and successful launch.
- Evaluate labor market dynamics, talent availability, workforce competitiveness, compensation practices, and regulatory environment to assess market viability, talent accessibility and long-term workforce sustainability.
- Drive the identification, assessment, and readiness of critical leadership and functional talents e.g. Operations, HR, Marketing, Real Estate, and Procurement to form and mobilize the Pioneer Team for successful scale-up.
- Establish comprehensive HR risk assessments and mitigation plans covering talent, labor relations, compliance, leadership capability, workforce availability, and organizational effectiveness.
- Provide governance, monitoring, and executive reporting on critical people and organizational risks throughout the market entry lifecycle—from market assessment and launch preparation to post-entry integration.
REQUIREMENTS:
1.Education
- Bachelor's degree in Human Resource Management, Psychology, or other business-related fields.
- Strong academic performance is preferred.
2.Experience
- At least 5 years of working experience.
- Minimum 3 years of generalist experience in Human Resource Management.
- At least 2 years of experience in account management and/or internal business partnering.
- Experience or knowledge of the Food Industry and Restaurant Operations is an advantage.
