Build, manage, and develop a complete HR system so the workforce supports company strategy, with a professional, effective workplace that complies with the law.
1I. Job objectives
- Build, manage, and develop a complete HR management system to ensure the workforce supports company strategy, and to create a professional, effective workplace that complies with the law.
2Workforce strategy
- Advise the Board of Directors on workforce development strategy.
- Build short-, medium-, and long-term people plans aligned with company direction.
- Shape HR policy, organization structure, and workforce planning.
- Propose solutions that raise productivity and HR management quality.
3HR management system
- Build and complete: organization structure; headcount by department; job descriptions (JD); competency framework; career paths.
- Issue HR regulations, policies, and processes to modern management standards.
- Review and update the HR policy document system.
4Recruitment and talent development
- Build the annual recruitment plan.
- Control the full recruitment process.
- Work with units to define hiring needs.
- Build a recruitment-partner network.
- Maintain a talent pipeline.
- Hire the right people, at the right time, within budget.
5Learning and development
- Build the annual training plan.
- Run internal training.
- Design internal training programs.
- Set up successor-development programs.
- Evaluate training effectiveness.
6Performance management
- Build the KPI/OKR system.
- Run performance reviews.
- Analyze review results.
- Propose rewards and discipline based on capability.
- Link results to pay, bonuses, and career development.
7Compensation and benefits (C&B)
- Build salary scales, bonus policy, benefits, and total rewards.
- Control the people budget.
- Keep HR policy competitive in the labor market.
- Ensure social, health, and unemployment insurance and labor entitlements.
8Other duties
- Labor relations, legal compliance, tracking law changes in the function, people engagement, successor training, and reporting to leadership.
9III. Authority
- Lead all Human Resources department operations.
- Assign work and evaluate delivery.
- Propose hiring, appointments, dismissals, transfers, rewards, discipline, and promotions.
- Request information from other departments for HR work.
- Initial and digital-sign within the approved scope for the Board of Directors.
- Represent the company with state agencies on labor and HR as assigned.
10IV. Role requirements
- Education: Bachelor’s degree or higher in HR management, Law, Business Administration, Economics, or a related field. Master’s degree or SHRM, CIPD, CHRM, or equivalent HR certificates preferred.
- Experience: At least 5 years as Head of HR in a group or corporation; C&B management; KPI/BSC/OKR systems; building corporate culture and a leadership bench.
- Knowledge: Labor law; modern HR management; 3P compensation; KPI/OKR; business operations.
- Skills: People leadership; strategy; analysis and problem-solving; negotiation; conflict management; communication and training; change management; Microsoft Office and HRM software.
- Qualities: Integrity; confidentiality; initiative; decisiveness; fairness; systems thinking; HR strategic vision; commitment to the work.
11V. Benefits
- Competitive pay based on capability.
- Performance bonuses, holiday/Tet bonuses, and company-result bonuses.
- Full social, health, and unemployment insurance as required by law.
- Periodic health checks and other benefits under company policy.
- A professional, dynamic workplace with long-term growth.
- Professional and management training programs.