HR Manager

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1. GENERAL INFORMATION
Position: HR Manager
Department: Human Resources
Location: Thanh Hoa/Hanoi, Vietnam
Functional reporting: Group, for Payroll and Bonus matters
Direct reports: HR Team
Key stakeholders: Local Management Team, Department Heads, Factory Management, Group HR/Finance functions, employees and external service providers
2. POSITION PURPOSE
The HR Manager is responsible for developing and managing the company's human resources function to support business objectives, manufacturing operations and organizational effectiveness.
The role ensures effective workforce planning, recruitment, employee relations, compensation and benefits, performance management, talent development and HR compliance. In addition to maintaining reliable day-to-day HR operations, the HR Manager is expected to strengthen HR systems, improve workforce productivity and build a capable organization that can respond to the company's evolving business needs.
The HR Manager works closely with local GMs to align HR priorities with local business requirements, while ensuring compliance with Group policies and functional requirements, particularly in Payroll and Bonus matters.
3. KEY RESPONSIBILITIES
3.1. HR Strategy, Organization and Workforce Planning
• Develop and implement HR plans aligned with the company's business strategy, operating model and annual objectives.
• Work with department heads to review organizational structures, manpower requirements and workforce productivity.
• Lead annual and periodic workforce planning, including headcount budgeting, manpower allocation and workforce cost monitoring.
• Review job descriptions, reporting lines, roles and responsibilities to ensure organizational clarity and operational effectiveness.
• Identify organizational gaps, people-related risks and opportunities to improve efficiency.
• Support organizational changes, restructuring and change management initiatives in coordination with Local Management and relevant Group functions.
3.2. Recruitment and Talent Management
• Develop and execute recruitment plans to ensure timely hiring of qualified employees for both factory and office-based functions.
• Work with hiring managers to clarify job requirements, selection criteria and recruitment priorities.
• Improve recruitment processes, candidate assessment and hiring effectiveness, particularly for critical positions and roles that are difficult to fill.
• Build talent pipelines and appropriate recruitment channels to reduce time-to-fill and recruitment costs.
• Establish and maintain a structured onboarding process to help new employees integrate effectively.
• Identify key positions and critical talent gaps; support succession planning and internal talent development.
3.3. Factory HR and Workforce Management
• Ensure effective HR support for factory operations, including Production, Warehouse, Laboratory, Tank Farm, Boiler and other relevant functions.
• Monitor factory manpower requirements, attendance, overtime, absenteeism, turnover and labor costs.
• Coordinate with Factory Management to address workforce shortages, shift arrangements, labor productivity and employee discipline.
• Manage HR-related coordination with labor outsourcing providers, including workforce supply, service quality, contract compliance and labor-related risks.
• Ensure that employees and outsourced workers are managed in accordance with applicable labor regulations, company policies and contractual arrangements.
• Work with relevant departments to promote workplace discipline, safety awareness and a stable working environment.
3.4. Employee Relations and Labor Compliance
• Maintain constructive employee relations and support a professional, fair and respectful working environment.
• Handle employee grievances, disciplinary cases, labor disputes and other employee-related issues in a timely and consistent manner.
• Advise management and department heads on labor law, employment contracts, working conditions and employee relations matters.
• Ensure compliance with applicable labor laws, social insurance requirements, internal labor regulations and relevant statutory obligations.
• Maintain effective communication channels with employees and support employee engagement and retention initiatives.
• Identify and mitigate labor-related legal, operational and reputational risks.
3.5. Compensation, Benefits, Payroll and Bonus
• Manage the local compensation and benefits framework, ensuring internal consistency, competitiveness and alignment with approved budgets.
• Review salary structures, allowances, benefits and incentive arrangements in coordination with management and relevant Group functions.
• Ensure accurate and timely payroll and bonus administration, with appropriate controls, data integrity and confidentiality.
• Coordinate with Group on Payroll and Bonus matters, ensuring compliance with Group policies, procedures, reporting requirements and approval processes.
• Monitor personnel costs and provide analysis of actual versus budgeted manpower expenses.
• Review the effectiveness and cost implications of compensation and incentive policies, and propose improvements when necessary.
3.6. Performance Management and Organization Effectiveness
• Coordinate the implementation of the company's performance management process, ensuring clear objectives, consistent evaluation and timely completion.
• Work with department heads to improve the quality of performance objectives and evaluation criteria.
• Support managers in identifying performance gaps, addressing underperformance and recognizing strong contributions.
• Review the effectiveness of performance management practices and recommend improvements to strengthen accountability and performance culture.
• Support the development and implementation of appropriate performance and incentive mechanisms for different functions, in coordination with relevant management and Group stakeholders.
• Promote clear role expectations, management accountability and effective communication of performance standards.
3.7. Learning and Development
• Identify capability gaps and training needs based on business priorities, performance results and organizational requirements.
• Develop and coordinate annual training plans, prioritizing mandatory training, management capabilities, technical skills and critical job competencies.
• Support managers in developing employees through coaching, on-the-job training and structured development activities.
• Evaluate training effectiveness and monitor the application of learning in the workplace.
• Support leadership development and succession planning for key positions.
3.8. HR Policies, Systems and Reporting
• Establish, review and maintain HR policies, procedures and guidelines to ensure consistency, transparency and compliance.
• Continuously improve HR processes, forms, systems and internal controls to increase efficiency and service quality.
• Develop and maintain accurate HR data and management reports covering headcount, recruitment, turnover, absenteeism, labor costs, training and other key indicators.
• Provide timely and meaningful HR analysis to support management decisions, highlighting significant trends, risks and recommended actions.
• Ensure proper HR documentation, employee records and confidentiality of personnel information.
• Coordinate HR audits, internal reviews and other compliance-related activities as required.