Objectives
We are looking for a strategic, execution-oriented HRBP who can own Learning & Development, Talent Development, and Organizational Development at PMAX. This is not a training coordinator role - it is a people systems builder role. You will design programs that close real capability gaps, build the leadership bench PMAX needs to scale to the next stage, and serve as an internal OD partner to department heads on team effectiveness and people challenges. You will own outcomes - not activity.
The bar is high: we expect you to think like a business partner, execute like an operator, and measure everything that matters.
Job Description
Business Partnering (30%)
Serve as the primary HR point of contact for assigned departments - build trusted relationships with department heads and their teams so that people issues surface early, not when they've become crises.
Act as an early-warning system for HRD: surface patterns in engagement, attrition risk, and manager effectiveness across the departments you cover.
Represent HR in cross-functional conversations - bring a people lens to business discussions and translate business needs back into HR priorities.
L&D Design &Delivery (40%)
Own the annual training calendar linked to PMAX's ELV competency framework - from design and vendor management to delivery tracking and completion reporting.
Design and run the Leadership Development Program; curriculum architecture, facilitator coordination, project-based assessments, and cohort graduation.
Facilitate quarterly Manager Capability workshops (feedback, delegation, coaching conversations) and own the Manager Toolkit as a living, evolving resource.
Manage the L&D budget and external vendor relationships; measure ROI of every program - not just attendance, but skill adoption and business impact.
Owner L&D scope for MT, Trainee Program of PMAX
OD, Talent Development & Retention (30%)
Support HRD in rolling out IDP (Individual Development Plan) conversations across teams - coach managers on how to write meaningful IDPs and follow up on development commitments.
Assist with HiPO identification and retention conversations: flag high-performers who may be under-developed or at flight risk, and coordinate timely interventions with their managers.
Contribute to the organisation's succession readiness by maintaining up-to-date data on key role pipelines and development progress.
Support light OD projects as directed by HRD - team health surveys, role clarity workshops, or post-restructuring communication plans.
Job Requirements
Must Have
Skills, Knowledge & Qualification
3-5 years in HRBP, HR Generalist, or People Partner roles - with real experience sitting alongside business teams and handling people issues, not just processing HR requests.
Exceptional communication skills - written and verbal. Able to deliver difficult messages with care, write clear and compelling communications, and adapt tone for different audiences.
Genuinely people-oriented: high empathy, strong active listening, and the kind of presence that makes employees and managers feel heard and supported.
Strong cross-functional collaboration: comfortable working across Account, Media, Tech, Finance, and other departments without needing a formal authority structure to get things done.
Facilitation competence: independently runs workshops, group sessions, or feedback conversations without needing to rely on external support.
AI-savvy: uses AI tools (ChatGPT, Claude, or similar) to work faster and smarter - drafting communications, preparing materials, and managing information. Non-negotiable at PMAX.
Good To Have
L&D delivery experience: has facilitated training programs or onboarding sessions, not just attended them.
Exposure to OD or talent development work - IDP rollout, succession conversations, or employee development coaching.
Background in fast-moving companies (agencies, startups, or scale-ups) where the HRBP role required flexibility and speed.
Coaching skills or certification (ICF, coaching fundamentals, or equivalent) - a plus for the people-partnering dimension of this role.
Mindset
Problem-solving: Approaches challenges with structured thinking. Doesn't wait to be told the answer - builds hypotheses, tests them, and moves forward with conviction.
AI-first: Actively uses AI tools to work smarter, faster, and better. Sees AI as a competitive advantage and a core part of how great HR work gets done today.
Can-do attitude: Embraces ambiguity and high standards. Takes ownership even when the path isn't clear. Finds a way - because there is always a way.
PMAX-er Identification
Client Impact: Everything we do is ultimately to deliver real client impact and value.
Innovation: Innovation is to drive change and innovative new ideas to create more values for clients, teams and society.
People development: People development is to attract, develop, and retain the most talented people. Development is a responsibility, not a choice, of both the individual as well as the organization.
Integrity: Integrity is to be honest and show a consistent and uncompromising adherence to what is right, even if it is at our own cost.
Teamwork and fun: Teamwork and fun is the cooperative and collaborative effort of a team to achieve a common goal or to complete a task, and trying to build a joyful & enjoyable atmosphere for everyone.
Extreme ownership: Extreme Ownership is the practice of owning everything in your world, to an extreme degree. Think of yourself as the owner of the company. It means you are responsible for not just those tasks which you directly control, but for all those that affect whether or not your task is successful.
Benefits
At PMAX, we invest seriously in the people who are serious about growth. Here's what that looks like in practice:
Growth & Development
Dedicated L&D budget for external courses, certifications, and learning programs - because we believe development is an investment, not an expense.
Internal training programs and knowledge-sharing culture; access to PMAX Academy and cross-functional learning.
Real career mobility: PMAX is growing fast, which means roles and opportunities expand with you.
Recognition & Culture
Quarterly and yearly recognition gifts and awards for outstanding performance; celebration on birthdays and major holidays.
Company trip, Year End Party, Quarterly Town Hall, Company Birthday, and Culture Day - events that actually build culture, not just fill calendars.
Quarterly team bonding budget; snack time to fuel the afternoon grind.
Health & Wellbeing
Full social, health, and unemployment insurance (SHUI) on full salary for official employees.
Annual health check-up and VNI Healthcare Insurance - because we care about what happens outside the office too.
Flexibility & Perks
4 WFH days per month and 15 paid leave days per year - flexibility built into the system, not granted as a favour.
Laptop allowance and support for hardware purchases for official employees.
Staff welfare allowances and other people-first policies that reflect where we want to be, not just where we are.
Job Summary
Year of Experience:
3 - 5 years
Job Level
Senior Manager
Report Line
HR Director
Peer
All Departments (Account, Media, Strategy, Creative, Tech & Data, Finance)
Subordinate
None
Salary Range
Negotiable
Hiring Purpose
New Hire
Working Location
6th Floor, Tuong Viet Building 95 Cach Mang Thang 8, Dist. 1, Ho Chi Minh City, Vietnam
Apply now
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