Plant HRBP Manager

At TE, you will unleash your potential working with people from diverse backgrounds and industries to create a safer, sustainable and more connected world.
Job Overview
The Plant HRBP Manager will serve as the senior HR partner for TE Connectivity's new connector manufacturing site in Vietnam, working closely with the Plant General Manager, site leadership team, BU HR, HR Regional and COE teams. The role will lead the people and organization agenda from greenfield preparation through site launch, rapid workforce ramp-up and transition to stable operations.
The role has end-to-end accountability for translating the business and manufacturing roadmap into an integrated people plan covering organization design, workforce planning, talent acquisition, leadership build, talent and capability development, Total Rewards deployment, employee relations, labor compliance, culture and engagement. As the site scales, the role will establish sustainable local HR governance, management routines and HR team capability to support a multi-shift manufacturing organization of more than 2,000 employees.
The Plant HRBP Manager will combine strategic HR business partnering with strong execution discipline. The role will coordinate TE HR services and COEs, build local external partnerships, and ensure that workforce growth, leadership readiness and employee experience keep pace with the phased introduction of manufacturing processes and related engineering capabilities.
Job Responsibilities
1. Greenfield HR Readiness and Site Launch
Lead the HR workstream for site establishment and operational readiness, translating project milestones into an integrated HR readiness plan.
Build the HR operating model, local HR organization, policies, processes, systems, service model and governance required for launch and scale.
Establish readiness gates for organization design, critical-role hiring, direct-labor staffing, onboarding, training, payroll / benefits, employee relations and labor compliance.
Identify workforce and people risks that could affect start-up timing, capability transfer, customer commitments or ramp stability, and drive mitigation with BU, site and HR stakeholders.
Ensure a disciplined transition from project-mode HR support to a sustainable plant HR operating rhythm.
2. Workforce Strategy and Scalable Talent Acquisition
Translate the phased manufacturing roadmap into workforce demand by function, skill, level and timing, with particular focus on site leadership roles, engineering, technician and machine operators.
Partner with Talent Acquisition to develop sourcing channels, hiring capacity and workforce ramp plans capable of supporting growth toward 2,000+ employees.
Build differentiated recruiting strategies for critical capabilities such as Operations Leadership and engineering, including Automation Assembly, Molding, Stamping,Plating, Tool Room and Manufacturing Development Engineering.
Develop local talent-pipeline partnerships with universities, vocational / technical institutes, staffing partners and relevant external organizations.
Use labor-market insights, hiring data, attrition and workforce metrics to continuously adjust recruitment and retention strategies.
3. Organization and Leadership Build
Partner with the Plant General Manager and BU leaders to design the site organization in line with phased manufacturing capability, spans / layers, accountability and future scale.
Lead the people agenda for the site leadership team, including selection, onboarding, team effectiveness, succession, performance and development.
Build leadership capability from Supervisor through Plant Leadership level for a rapidly scaling, multi-shift manufacturing environment.
Drive clear role accountability, performance expectations and leadership behaviors consistent with TE values, operating discipline and customer focus.
Support organization effectiveness interventions as the site transitions from launch to stable operations.
Capability Development, Talent and Localization
Partner with Operations, Engineering, sending sites and HR stakeholders to translate manufacturing capability-transfer plans into people, skill and learning requirements.
Establish role-based onboarding, qualification, technical training and frontline-leader development mechanisms that support start-up and process stabilization.
Coordinate development of local successors and talent pipelines for roles initially supported through expatriate, rotational or external expertise.
Lead talent-review, succession and development planning for critical roles and key talent, linking capability growth with career development and business outcomes.
Monitor readiness and talent indicators to identify capability gaps that may delay localization or create sustained dependence on external support.
Long Description
5. Total Rewards, Retention and Employee Value Proposition
Partner with Total Rewards to translate market evidence and business requirements into competitive, scalable compensation and benefits practices for the Vietnam site.
Support pay positioning, job architecture, salary structures, shift / skill-related practices and targeted attraction or retention mechanisms for critical talent segments.
Ensure compensation, benefits and recognition practices balance external competitiveness, internal equity, compliance and long-term workforce cost sustainability.
Partner with TA and leaders to understand candidate expectations, offer competitiveness and turnover drivers, and recommend evidence-based interventions.
Shape a practical employee value proposition for manufacturing talent, including growth, capability development and employee experience.
6. Employee Relations, Labor Compliance and Culture
Establish compliant and practical employee-relations processes aligned with Vietnam labor requirements and TE policies.
Serve as a trusted advisor to site leaders on employee relations, labor relations, performance, disciplinary actions, grievances and complex people matters.
Build mechanisms for employee communication, listening, engagement and issue escalation suitable for a large multi-shift workforce.
Promote TE values, inclusion, ethical conduct, accountability, teamwork and a respectful workplace culture from the earliest stage of site development.
Partner with Legal, Compliance, EHS and relevant HR teams to manage labor and people risks proactively.
HR Operations, Governance and External Partnerships
Coordinate HR Regional Partners and HR COEs to ensure accurate, timely delivery of staffing, payroll, benefits, HR systems, learning, employee data and other HR services required by the business.
Establish daily / weekly / monthly HR operating rhythms and metrics covering hiring, attrition, attendance, labor cost, critical-role readiness, leadership pipeline, engagement and HR service performance.
Build and lead the local HRBP team, clarify ownership across HRBP, HR Regional Partner, TA and COEs, and strengthen team capability as the site scales.
Manage HR-related budget and workforce-cost inputs in partnership with Finance and Total Rewards.
Build productive relationships with local authorities, labor / employment bodies, universities, technical schools, workforce partners and service providers as required.
Job Requirements
Demonstrated HR leadership experience supporting a greenfield manufacturing start-up, major site expansion, large-scale ramp-up or significant business transformation.
Strong manufacturing HR background with practical understanding of direct labor, multi-shift operations, technical talent, frontline leadership and plant operating rhythms.
Proven ability to translate business strategy into workforce, organization, talent and HR execution plans.
Strong business acumen and credibility as an HR business partner to senior operations leaders; able to balance business speed, employee experience, risk and enterprise standards.
Broad HR functional knowledge across organization design, workforce planning, talent acquisition, talent management, Total Rewards, employee / labor relations, learning and HR operations.
Experience building leadership teams and local HR capability in a matrixed, international organization.
Strong analytical and problem-solving capability, using workforce data and external market evidence to support decisions.
Strong stakeholder leadership across BU / regional HR, COEs, government, education institutions and external partners.
High execution discipline, change leadership and ability to operate effectively through ambiguity during rapid growth.
Demonstrates TE HR core competencies: Business Mindset, Enterprise Outlook, Solution Oriented and Execution Focus.
Bachelor's degree or above; Human Resources, Business or a related discipline preferred.
Typically 10+ years of progressive HR experience, including substantial HR Business Partner / HR Generalist experience in manufacturing.
Typically 3+ years of people-management experience; experience building or scaling an HR team is strongly preferred.
Experience as a site HR leader / plant HRBP for a complex manufacturing organization; greenfield, expansion, restructuring or large-scale hiring experience strongly preferred.
Demonstrated experience across talent management, HR operations, compensation and benefits, employee relations / labor relations, organization design and management development.
Experience working in a global or international organization and partnering effectively in a matrix environment.
Strong knowledge of local labor compliance and employee-relations practices; Vietnam HR experience is strongly preferred.
Fluent English communication capability; Vietnamese language capability is highly preferred.
Willingness and ability to be based in Vietnam and travel regularly during site preparation, recruiting and capability-transfer phases.
Competencies
SET : Strategy, Execution, Talent (for managers)Values: Integrity, Accountability, Inclusion, Innovation, Teamwork