Deputy HR Manager

ofi (olam food ingredients), a new operating group from Olam Group, offers sustainable, natural food products and ingredients, including cocoa, coffee, dairy, nuts, and spices. Operating in Vietnam since 1997, ofi has built a strong presence with its head office in Ho Chi Minh City, along with regional offices and seven major factories across various provinces. As the largest exporter of cashews, pepper, and instant coffee, and among the top exporters of green coffee, ofi Vietnam works closely with a vast network of farmers. With over 4,500 employees, the company is committed to performance, diversity, and talent development. Its 'Choices for Change' strategy targets long-term impact by 2030, focusing on prosperous farmers, thriving communities, climate action, and sustainability.
JOB IN SUMMARY
The Deputy HR Manager supports the HR Manager in overseeing the full spectrum of Human Resources operations. This role ensures HR policies, procedures, and programs are implemented effectively across the organization, while also leading key HR initiatives related to recruitment, employee relations, performance management, training and development, HR compliance, and administration functions.
KEY RESPONSIBILITIES:
1) HR Operations & Policy Implementation
- Assist in developing, reviewing, and implementing HR policies, procedures, and SOPs.
- Ensure HR standards comply with local labor laws and company regulations.
- Updating new labor law to adapt company's polices.
- Handle HR audits (BRC, Social audits & internal audits).
2) Recruitment & Staffing
- Ensure timely recruitment to meet company requirements.
- Manage recruitment reporting, including weekly dashboards, open position status, and hiring analytics.
- Ensure all recruitment and selection practices comply with Vietnam Labor Code and internal policies.
3) Employee Relations & Engagement
- Serve as a primary contact for employee concerns, grievances, and disciplinary actions.
- Liaise with other functional/departmental heads so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purposes and achievements.
- Prepare and communicate information to employees about benefit and compensation programs, procedures, changes and regulatory disclosure
- Ensure fair and consistent application of HR policies and labor laws.
4) Performance Management
- Assist in planning and implementing performance appraisal cycles.
- Monitor KPIs and development plans for employees.
5) Compensation & Benefits
- Support salary review cycles, bonus programs, and payroll coordination.
- Control and manage monthly payroll, to ensure accuracy and smooth processing of salary counting and payment, including all items of earning & deductions.
- Monitor benefits administration including insurance, allowances, and leave.
- Conduct internal benchmarking and maintain salary structure data.
6) Training & Development
- Prepare Training Need Analyses & Training Plan.
- Schedule and facilitate employee, supervisor and management training and development initiatives.
- Develops activities/curriculum to enhance standardized training programs.
- Monitors and track training effectiveness.
7) HR Data & Reporting
- Maintain HR dashboards and all other HR reports.
- Monitor & check all reports relating to Social insurance, tax
- Manage HR system & software and propose solutions to improve effectiveness of the system.
8) Leadership & Team Management
- Supervise HR team members and ensure proper workload distribution.
- Act as HR Manager during periods of absence.
- Coach and develop junior HR staff to enhance capability.