Head of Human Resources Department

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This is a build role, not a caretaker role.
Neyu is in a transformation phase. The HR function is being established from the ground up: culture, compensation architecture, talent acquisition capability and performance management are all to be designed and implemented, under tight cost discipline and on a short timeline.
The Head of HR owns that build end to end, and is measured on three outcomes:
Culture - a young, connected, high-tempo culture that matches how a performance marketing business actually operates
Cost - a measurable reduction in cost per hire through in-house talent acquisition capability, replacing agency dependency
System - compensation framework, job architecture, KPI and performance review operating
KEY RESPONSIBILITIES
Culture and organisational engagement
Define core values and behavioural standards, and translate them into daily operating practice rather than statements on a wall
Build the mechanisms that connect teams across functions and across markets
Establish two-way internal communication and measure engagement on a regular cycle
Partner with the executive team through the transformation: communicate change clearly and hold the confidence of the organisation
Compensation, job architecture and performance management
Design the full framework: salary bands, job architecture and levelling, bonus and incentive schemes, benefits
Build the KPI framework and performance review programme, anchored to business results
Keep the package competitive within what the business can afford - balance retention against cost control
Own the people cost budget jointly with Finance: headcount planning, forecasting and control
Talent acquisition and cost optimisation
Build and lead a robust in-house talent acquisition engine to drastically reduce external agency cost and agency dependency
Establish agile recruitment processes capable of filling high-volume and critical senior roles across SEA and LATAM at performance-marketing speed
Build the employer brand so the company attracts candidates directly, without paying for access to them
Build and maintain a talent pool for recurring roles: Media Buyer, Account Manager, Telesales, Operations
Standardise onboarding so new hires reach productive output faster
Own quality of hire, measured by probation pass rate and six-month retention
Learning and development
Build the training roadmap by role and level, mapped to a competency framework
Prioritise in-house delivery and on-the-job coaching over external training spend
Define career paths with clear, published criteria for progression
Identify and develop successors for business-critical roles
HR operations and compliance
Select, implement and optimise a scalable HRIS/HCM system suitable for a multi-country workforce
Ensure strict adherence to local labour law, compliance requirements and payroll regulations across Vietnam, SEA and LATAM, in close collaboration with Finance
Standardise employee records, contracts, onboarding and offboarding
Deliver regular people reporting to the Board: headcount, people cost, turnover, performance