Vietnam HRBP Manager, Commercial [Vietnam]

 

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Responsibilities:

1.HR Strategy:

• Understand business strategies and organization challenges of the partnered functions and enable to build an integrated strategic HR plan to support business through HR core activities and operations.
• Drive all assigned HR KPIs to deliver short/ medium/ & long-term strategies.

2.Strategic Planning:

• Consul & support Head of partnered Functions in designing capable organization structure & planning sufficient manpower to deliver their business strategies & objectives in short/ medium/ & long-term:
• Reskilling and upskilling: identify training needs and assist the Talent Management, together with partnered functions in aligning training programs with business objectives.
• Strategic workforce planning: ensure the company’s workforce has the right size, shape, cost, and agility for the future.
• Succession planning: select and develop key talent to ensure there are talents to fill in critical roles.

3.Coaching & consulting Management Team on HR matters

• Have a clear understanding of the way current and future challenges affect the people at the organization;
• Provide effective advice and coaching to key stakeholders & empower leadership to handle any people matters in the organization;
• Conduct weekly or bi-weekly meetings with business leaders and provide HR advice where necessary;
• Be up-to-date on employment laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance;
• Provide guidance on the creation and implementation of HR processes and policies.

4.Building a competitive organization:

• Helps the organization win clients and acquire and retain the best talent; help the company stay on top of the market place;
• Conduct day-to-day performance management guidance to line managers (for example mentoring, career planning, coaching, etc.);
• Help line managers deal with organizational, people, and change-related issues;
• Optimize organizational design to increase productivity and improve performance of the business;
• Collaborate with other HR team members on implementing innovative, diverse, & inclusive recruitment strategies;
• Develop or assist in developing a future-proof compensation and benefits strategy;
• Implement reward and recognition interventions to increase bottom-line results and employee engagement.

5.Be a company culture and employee experience champion:

• Build and maintain a strong organizational culture, as well as continuously improving the employee experience through the core responsibilities:
• Provide advice and suggestions for culture-related initiatives, such as cultural transformation, OHS improvement, etc.;
• Implement HRM interventions on employee wellness, diversity and inclusion, or talent management;
• Working together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted turnover.

6.HR Partnership

• Find a personal and professional way to approach the partnered functions and become their trustworthy & strategic HR Business Partner.
• Bring HR values to support business & organization.

7.Others

• Prepare HR Reports as assigned by HR Manager and submit as per timeline;
• Do other job assignments as requested by HR Manager and the Company to contribute to the success of the HR Department and the Company;
• Positively contribute to build up the Department and Company’s teamwork;
• Ensure to deliver the job performance at high level of passion, high quality of work, and timeline expectation.

Qualifications:

• A good understanding of the many disciplines within HR, including diversity and inclusion, performance management, compensation and benefits, talent management, employee and union relations, etc.
• Possess strong sense of business acumen in FMCG, especially in Sales, Marketing, & overall non-manufacturing functions.
• Excellent stakeholder management and developing good work relationships across the organization
• Good change management and project management capabilities
• Data Literacy:
  • Ability to read and interpret dashboards and reports containing complex data
  • Understanding of HR analytics techniques
  • Familiarity with data collection methods, both quantitative and qualitative
  • Ability to set up and track relevant metrics and KPIs and use them to drive business results
• Digital Proficiency:
  • Have experience using HR technology (such as an HRIS, business intelligence, data visualization programs, online communication tools) to create and implement HR strategy, apply HR management practices, and track spending.
• People advocacy:
  • Knowledge and/or experience with national and regional labor law, and tax and social security regulations
  • Good grasp of HRM techniques and excellent people management skills
  • Excellent mentoring and relationship building skills
  • Ability to empathize with others

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