Key Responsibilities1. HR Strategy & Organizational Restructuring
- Develop and execute an HR strategy aligned with business transformation and expansion plans
- Lead organizational redesign initiatives, including workforce planning and structural optimization
- Standardize job descriptions, job grading systems, and role clarity
- Strengthen HR processes to improve efficiency, governance, and cost control
- Act as a strategic advisor to senior leadership on workforce planning and organizational effectiveness
2. Total Rewards & Compensation
- Design and implement competitive salary structures, grading frameworks, and compensation models based on market benchmarking
- Develop performance-based incentive schemes and bonus frameworks
- Conduct regular salary surveys and HR cost analysis
- Ensure balance between market competitiveness, internal equity, and financial sustainability
- Review and optimize benefits policies to enhance talent attraction and retention
3. Performance Management & Talent Development
- Design and standardize performance management systems (KPIs, evaluation cycles, calibration processes)
- Align individual performance goals with overall business objectives
- Develop succession planning and leadership pipeline strategies
- Strengthen management capability across departments
- Oversee training and development initiatives aligned with long-term organizational goals
4. Organizational Culture & Change Management
- Build and reinforce company culture during periods of transformation
- Integrate core values into recruitment, onboarding, performance evaluation, and leadership development
- Enhance employee engagement and internal communication
- Support leaders in navigating change and driving alignment across teams
5. HR Governance & Compliance
- Ensure compliance with Vietnamese Labor Law and internal regulations
- Standardize HR policies, procedures, and internal controls
- Manage employee relations, disciplinary matters, and labor risk mitigation
- Coordinate with relevant authorities during inspections or audits when required
QualificationsEducation & Experience
- Bachelor's degree or above in Human Resources, Business Administration, or related fields (Master's degree preferred)
- 10–15 years of HR experience, with at least 5 years in a senior HR management role
- Proven experience in large-scale manufacturing environments (500+ employees)
- Demonstrated track record in:
- Organizational restructuring or HR transformation
- Compensation and salary structure design
- Building or upgrading HR systems
Experience in multinational or high-growth organizations is a strong advantage.
