Rebuilding Your HR in Times Of Turbulence

When the market flashes warnings of disruption from new tariff regulations, Talentnet’s pulse-check survey at this critical juncture found HR teams staying remarkably calm. In fact, 48 % of surveyed firms say they’ve already adopted a proactive stance, using internal change as an opportunity to rebuild their workforce and turn challenges into growth

Below are three strategic levers recommended by Ms. Nguyễn Thị Quỳnh Phương, Head of Human Capital Solutions at Talentnet.

1. Optimize HR Costs Instead of Across-the-Board Cuts

Before shifts in tariffs, interest rates, and labor-market structure, controlling HR costs has become a top priority for many companies—but knowing where to begin is often the hardest part.

The first step is to identify and segment your workforce into three groups: HiPos (High Potentials): talent groomed for future leadership roles; HiPers (High Performers): consistently strong contributors; Key-role holders: those in mission-critical positions

At the same time, conduct a detailed analysis of each segment to pinpoint which roles are truly strategic and which departments could flexibly deploy gig or temporary workers. Smart resource allocation preserves operational efficiency without causing disruption.

Meanwhile, you should assess and recalibrate your pay mix—base salary, bonuses, and allowances—since each component uniquely influences performance and engagement. Striking the right balance not only cuts unnecessary expenses but also maintains motivation, internal fairness, and competitiveness in the labor market. For example, in tough times you might reduce allowances or adjust bonus structures rather than cutting the base pay of your HiPos.

2. Tap Into a Flexible, Gig-Based Workforce

Talentnet’s 2025 manufacturing report shows 45 % of Vietnamese firms struggle to recruit skilled labor, while 64 % wrestle with retention. When quality supply falls short of demand, you need smarter resource strategies—rather than casting ever-wider nets. 

Scale with short-term contracts: Quickly onboard specialized talent without long-term commitments. Control costs and speed up hiring: Gig workers can be contracted by the hour or project, giving you the agility to respond to spikes in demand without bloating your permanent payroll. Embed flexibility: Make the gig workforce a permanent part of your HR toolkit, not just a stopgap.

3. Restructure Your Internal Talent Architecture

Turbulence is also your chance to rethink or design and governance—beyond mere departmental mergers or carve-outs.

Assess every employee’s skills and competencies to map strengths, gaps, and opportunities. Design new talent flows: Borrow skills via external partnerships, technology platforms, or targeted hiring to fill critical gaps. Pilot and iterate: Test small “pods” or cross-functional teams and scale what works.

The second half of 2025 will bring fresh workforce demands. Starting your HR “rebuild” now is the essential investment to stay resilient and thrive. By combining Mercer’s global methodologies with Talentnet’s Vietnam-specific insights—drawn from 16 industries and over 300 live projects—you’ll be equipped to lead, not just survive.

The Makeover 2025 is designed for businesses to seek for a clear roadmap to future growth through practical, innovative insights. With the participation of over 20 international experts and seasoned business leaders, the event provides valuable networking and learning opportunities across 10+ dynamic topics on innovation in today’s fast-changing market landscape.

Learn more about The Makeover

Talentnet’s flagship event returning in October 2025 in Ho Chi Minh City HERE.