• Strategic Alignment: Collaborate with leadership to support the implementation of HR strategies and initiatives aligned with the overall business strategy.
• Business Partnership: Act as a strategic Human Resources Business Partner, fostering alignment between HR service delivery and company processes and strategic goals.
• Organizational Structure: Challenge and evaluate the organizational structure of internal clients, proposing necessary changes when needed.
• Strategic Contribution: Contribute to and assist in implementing the Human Resources strategy, working closely with the Group Chief HR Officer (CHRO) and Chief Financial Officer (CFO).
• Policy Development: Play a pivotal role in the development and implementation of HR policies, such as the Talent Acquisition Policy and Employee Handbook, ensuring accessibility to these policies via Microsoft Teams.
• Planning: Prepare and monitor the annual HR budget and manpower plan.

HR Operations and Employee Life Cycle:

• Cross-Functional Collaboration: Collaborate closely with HR Shared Service Function (HR SSF) to ensure the seamless delivery of services throughout the employee life cycle, including Talent Acquisition (TA), Compensation & Benefits (C&B), HR Administration, and Learning & Development (L&D).
• Process Management: Lead, implement, and oversee HR processes, including promotion, transfer, performance review, and exit procedures.
• Payroll Management: In collaboration with the C&B function, provide inputs into payroll processing (new hires, departures, adjustments, and commission calculation support) while adhering to Vietnam's specific payroll practices to ensure data accuracy before each monthly calculation.
• Expatriate Support: Ensuring compliance with Vietnam's legal requirements for expatriates' personal income tax, insurance contributions, work permits and visas.
• Onboarding and Offboarding: Enhance onboarding and offboarding processes, including recruitment and exit interviews, and conduct HR inductions for new hires.
• HR-Admin Liaison: Serve as the main point of contact between Business Units' employees and the HR SSF, including office supplies management and travel arrangements.

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, relevant HR certifications or a related field is preferred
• HR Experience: 5-7 years of progressive HR experience is expected. Candidates should have a strong foundation in various HR functions such as recruitment, employee relations, compensation and benefits, and HR operations.
• Business Acumen: HRBPs need a deep understanding of the organization's industry, business goals, and competitive landscape. Prior experience working closely with business leaders and understanding their needs is critical.
• Strategic HR Experience: Demonstrated experience in developing and executing HR strategies that align with business objectives is essential. HRBPs should have a track record of driving organizational change and improvement.
• Leadership and Team Management: Experience in managing HR teams or leading HR projects is valuable. HRBPs often need to lead cross-functional teams and influence stakeholders at various levels of the organization.
• Employee Relations and Conflict Resolution: Strong employee relations and conflict resolution skills are crucial for managing HR issues effectively. Experience in handling complex employee relations matters is beneficial.
• Communication and Influencing Skills: Strong interpersonal, communication, and influencing skills are necessary for building relationships with business leaders and effectively conveying HR strategies and recommendations.
• Global or Multinational Experience: For organizations with a global presence, international HR experience or exposure can be a significant asset.
• HR Information Systems (HRIS) Proficiency: Proficient in using HRIS software. This includes the ability to navigate the system, input and retrieve data, generate reports, and analyze HR metrics.
• Data Analytics and Reporting: Have a basic understanding of data analytics and reporting tools. This includes using software like Microsoft Excel, or Power BI to analyze HR data, create visualizations, and generate insights for decision-making.
• Microsoft Office Suite: Proficiency in Microsoft Office applications, including Word, Excel, PowerPoint, and Outlook, is essential for HR professionals.