Position Purpose: The
HR Manager is responsible for leading HR operations and serving as a strategic business partner to both Commercial (Sales, Marketing, Network, After-sales, etc.) and Manufacturing (Production, Quality, Engineering, Supply Chain, etc.) divisions. This role ensures alignment between business objectives and people strategies, and drives HR initiatives that support growth, performance, capability, and engagement across two distinct stakeholder groups.
The HR Manager will play a key bridging role-collaborating with department heads, line managers, and regional HR to provide expert guidance on organizational development, workforce planning, employee relations, and talent development.
KEY RESPONSIBILITIES
1. Stakeholder Management
• Act as trusted HR Business Partner for leaders in both Commercial and Manufacturing divisions.
• Build strong, credible relationships with senior stakeholders to understand business priorities and translate them into HR solutions.
• Facilitate cross-functional communication and alignment between business units and HR COEs (Talent Acquisition, C&B, L&D).
• Anticipate stakeholder needs by monitoring workforce trends, capability gaps, and cultural dynamics.
• Coach managers on leadership, people development, conflict resolution, and effective performance management.
• Represent HR in leadership meetings, ensuring consistent application of HR policies and compliance across departments.
2. Organizational Development & Workforce Planning
• Partner with Department Heads to define organizational structure and manpower requirements.
• Lead annual workforce planning for both Commercial and Manufacturing units.
• Support change management initiatives including new product launches, production expansions, and market strategies.
• Conduct talent reviews, succession planning, and capability assessments.
3. Talent Management & Employee Development
• Collaborate with L&D to design training programs tailored for frontline manufacturing supervisors and commercial teams.
• Drive performance management cycles ensuring quality of goal setting, mid-year and final reviews.
• Identify high-potential employees and design development roadmaps.
4. Employee Relations & Culture Building
• Maintain positive employee relations, ensuring a stable labor environment both on the production floor and in office functions.
• Partner closely with Production Supervisors on disciplinary processes, attendance management, and compliance with labor laws.
• Conduct employee engagement activities tailored for both white-collar and blue-collar populations.
• Manage dialogues with employee representatives / union where applicable.
5. HR Operations & Policy Compliance
• Ensure HR policies are consistently implemented across Commercial and Manufacturing sites.
• Oversee onboarding, probation reviews, mobility, and exit processes.
• Partner with C&B on salary reviews, incentives, and job evaluation.
• Support internal and external audits regarding labor, compliance, and quality certifications.
1. Education
• Bachelor's degree in Human Resources, Business Administration, or related field.
• HR certifications (SHRM, CIPD) are a strong advantage.
2. Experience
• Minimum 7-10 years of HR experience, with at least 3 years in an HR Business Partner or HR Manager role.
• Experience in both commercial environments and manufacturing plants is highly preferred.
• Proven track record in stakeholder management and coaching senior managers.
• Experience in multinational companies or matrix operating models is a plus.
3. Skills & Competencies
• Strong interpersonal and relationship-building skills.
• Excellent communication, negotiation, and influencing ability.
• Solid understanding of Vietnam Labor Law and industrial relations.
• High level of resilience and adaptability working with diverse stakeholder groups.
• Strong analytical thinking and problem-solving skills.
• Ability to lead multiple projects simultaneously.
