Human Resources Strategy & Organizational Development
Develop human resource strategies aligned with the Company’s overall business strategy.
Design organizational structure and workforce planning in line with each stage of corporate development.
Build an integrated human resource management system covering: Attract – Retain – Develop – Engage.
Talent & Performance Management
Develop competency frameworks and talent mapping.
Manage performance evaluation systems (KPI, OKR, 9-box, etc.).
Design career pathways and leadership succession planning.
Corporate Culture & Employee Experience
Lead the development of a positive corporate culture and unified core values.
Enhance employee engagement and experience throughout the employee lifecycle (from onboarding to offboarding).
Oversee internal surveys and internal communication programs.
Compensation, Benefits & Rewards
Develop and implement the 3P compensation system and performance-based incentive policies.
Review and optimize workforce costs in alignment with KPIs and company budget.
Ensure internal equity and external market competitiveness.
HR Digital Transformation & People Analytics
Organize and operate HRM/HRIS (Human Resource Management / Human Resource Information System) and HR ERP (Enterprise Resource Planning) systems.
Apply HR data and dashboards to support data-driven decision-making.
Enhance automation in personnel records management, timekeeping, and training administration.
Compliance & Labor Relations
Ensure compliance with Labor Law, Social Insurance regulations, Occupational Safety & Health, and GDPR (personal data protection).
Manage labor risks related to contracts, disciplinary actions, and labor disputes.
Advisory Role to CEO & Board of Directors
Provide strategic human resource advisory to the CEO and Board of Directors.
Partner with the CEO in handling HR crises, organizational transformation, and senior leadership development.
JOB REQUIREMENTS
Qualifications & Experience
Male/Female, from 30 years old (Female candidates preferred).
Bachelor’s degree or higher in Human Resource Management, Law, Business Administration, Economics, or related fields. A Master’s degree or MBA is an advantage.
7–10 years of experience in Human Resources, including at least 3–5 years in senior management roles at manufacturing, export, or trading companies with a workforce of 500+ employees.
Proven experience in building comprehensive HR strategies for organizations with 300–1,000+ employees.
Professional Knowledge
HR Strategy: Aligning HR strategy with business objectives, organizational design, and workforce planning.
Performance Management: Proficiency in KPI/OKR systems, competency frameworks, 9-box assessment, and career development pathways.
Compensation & Benefits: Strong understanding of 3P salary systems, income structures, workforce cost analysis, and performance-based pay.
Labor Law & Compliance: Solid knowledge of Labor Code, Social Insurance, Occupational Safety & Health, internal regulations, and lawful disciplinary procedures.
Corporate Culture: Building employee engagement, core values, internal communication, and employee experience.
HR Digitalization: Knowledge of HRM/HRIS systems and People Analytics reporting.
Soft Skills
Strategic & Organizational Thinking: Ability to design HR structures aligned with business growth.
Leadership & Influence: Inspire teams, develop HRBP teams, and effectively advise the CEO and functional leaders.
Communication & Conflict Resolution: Strong negotiation, mediation, and multi-stakeholder problem-solving skills.
Data-driven Decision Making: Ability to leverage HR metrics and analytics for accurate, actionable decisions.
Training & People Development: Capability to design training programs, internal mentoring, and individual development plans (IDP).
Personal Attributes
Integrity – Objectivity – Trustworthiness.
Continuous improvement mindset and adaptability to change.
Strong awareness of labor market trends, technology, and regulatory updates.
BENEFITS & COMPENSATION
Working hours: 8:00 AM – 5:00 PM, Monday to Saturday.
Full participation in Social Insurance as regulated by law.
Clear career progression: HR Director → Chief Operating Officer → Chief Executive Officer.
Innovation and improvement awards.
Annual company trip for all employees.
Scholarships for employees’ children.
Transportation support for employees returning home for Tet holidays.
Employee support fund for employees in difficult circumstances.
EXECUTIVE-LEVEL BENEFITS
Stock ownership/stock purchase plan at preferential cost (end of 2025).
Company-funded or supported loans for major asset purchases (end of 2025).
Life insurance and premium healthcare package at leading hospitals (Q3 2025).
Company shuttle service or transportation allowance.
Executive-level travel package (Q4 2025).
Participation in the Group’s strategic leadership team development programs in 2025.
Formal succession planning and leadership development roadmap established in 2025.
