Human Resources Senior Leader

Job Summary:
We are looking for an experienced and proactive Human Resources Senior Leader to join our team in Vietnam. In this role, you will be responsible for overseeing all aspects of human resources practices and processes, ensuring compliance with Vietnamese labor laws, and fostering a positive and productive work environment. You will support the company's operations by recruiting top talent, managing employee relations, and implementing HR policies that align with organizational objectives.
Key Responsibilities:
1. Directly executing all daily human resources activities for Vietnam team
• Be the first contact point for employee queries and concerns about their employment, such as: Recruitment, Onboarding, Personal Tax - Individual Social insurance concerns, queries, grievances, and conflict resolution, etc. Ensuring issues are addressed fairly and promptly
• Maintain accurate employee records, contracts/agreement, and personal files in compliance with Vietnamese labor laws.
• Be responsible for calculating salary, wages, bonus, allowance, leave of employees, PITs, Social, Health & Unemployment Insurances, Union Fee (SHUI) for all company employees (about 70+ headcounts, could reach 100+ by 2026); coordinating directly with financial team for details
• Directly make required labor reports/registration/claims for employees with Vietnam Social Insurance Department on time & accurately under all relevant Vietnam regulations
• Cooperate with accounting team and other departments to set up the procedure to facilitate your HR activities
2. Develop HR Management
2.1 Build the C&B
• Develop and propose C&B initiatives. to the Board that comply with Vietnam labor laws and practices as well as support business goals/status;
• Implement, and monitor C&B policies and procedures which are enacted to entire Vietnam team to encourage the company performance
• Presenting and sharing the company culture & vision from the Board to the company
• Organize employee engagement programs, recognition initiatives, and internal communication
2.2 Training & coordination to improve staff performance
• Evaluate the staff competencies, working environment, the staff coordination
• Filter the required skills for job at each department; Seek or Create the training course to improve the missing skills for the required staff at all level
2.3 HR Management & Reporting
• Yearly prepare and analyze HR metrics, such as turnover rates, absenteeism, and recruitment efficiency, C&B efficiency, and Report to inform decision-making
• Work closely with management on workforce planning and organizational structure.
• Provide HR insights to support company's growth and retention strategies