Deputy / HR Director

Primary Objectives:
o Lead the end-to end organizational transformation of Rita Võ Group by redesigning the organization structure, optimizing workforce productivity, building a high-performance culture, implement an enterprise-wide performance management system, and developing leadership succession to support the Group's long-term growth strategy.
o Develop and implement HR policies, systems, and initiatives aligned with business objectives.
o Act as a strategic business partner to the Board of Directors and Management on all human resources and employment matters.
Duties:
1. HR Strategy
o Develop the Group HR Strategy aligned with the Company's Business Strategy
o Translate business objectives into workforce capabilities
o Advise the BOD on organizational capability and future workforce planning
2. Organizational Transformation
o Assess the current organizational structure and redesign a lean, agile organization aligned with business strategy
o Review all departments, reporting lines, span of control and workforce productivity
o Eliminate organizational redundancy and optimize manpower utilization
o Recommend restructuring initiatives to improved operational efficiency
o Lead change management throughout restructuring projects
3. Workforce Optimization
o Conduct manpower analysis based on revenue, productivity and business expansion
o Develop manpower budgeting and headcount planning
o Optimize labor cost without impacting organizational performance
4. Performance Management Framework - responsible for designing and implementing:
o KPI Framework
o OKR (if applicable)
o BSC
o Performance Scorecard
o Quarterly Performance Review
o Annual Performance Evaluation
o Calibration Process
o Talent Review
o Performance Improvement Plan (PIP)
5. Talent Assessment - develop enterprise-wide Talent review framework including:
o 9-box Talent matrix
o Hi-potential Identification
o Critical Position Mapping
o Succession Planning
o Leadership Assessment
6. Succession Planning:
o Develop succession plans for all critical leadership positions
o Establish leadership pipeline for future business expansion
7. KPI Architecture
o Build Group KPI Framework
o Cascade KPI from Corporate to Division
o Department KPI
o Individual KPI
o Quarterly KPI review
o KPI Audit
o Incentive Linkage
8. Compensation Structure & Job Grading
o Design Job Grading and Salary Band Structure
o Review internal equity and market competitiveness
o Build Performance-based Reward System
o Develop Long-term Incentive Framework for key talents
9. Develop HR Dashboard - Headcount, Turnover, Productivity, Engagement, Performance, Recruitment, Payroll, Cost per employee...
10. Perform other duties as assigned by BOD.