Senior HR Generalist

1. Position Summary
The Senior HR Generalist is the key owner of core HR functions at the plant level, responsible for leading and executing a wide range of HR activities including recruitment, compensation & benefits, training & development, employee relations, and compliance. This role plays a critical role in driving HR initiatives and ensuring alignment with company policies and legal requirements. The position also acts as a backup to the HR Manager when needed.
2. Key Responsibilities
Talent Acquisition & Onboarding
• Lead end-to-end recruitment processes for all levels, from sourcing to onboarding.
• Manage Applicant and recruitment metrics.
• Represent the company at job fairs and external recruitment events.
• Conduct onboarding sessions and ensure smooth integration of new hires.
• Analyze exit interview data and propose retention strategies.
Compensation & Benefits
• Oversee payroll processing, timekeeping, and social insurance reporting.
• Support personal income tax (PIT) compliance and reporting.
• Conduct salary benchmarking and participate in annual salary surveys.
• Administer employee benefits programs and resolve claims issues.
• Recommend improvements to compensation and benefits policies.
Employee Relations & Compliance
• Lead the development and implementation of HR policies and procedures.
• Advise managers on employee relations, disciplinary actions, and labor law compliance.
• Conduct internal investigations and handle employee grievances.
• Coordinate employee satisfaction surveys and propose engagement initiatives.
• Ensure compliance with Vietnam Labor Law, Social Insurance, and Health & Safety regulations.
Training & Development
• Coordinate training needs assessments and annual training plans.
• Lead implementation of performance management and employee development programs.
• Manage internal learning platforms and promote a culture of continuous learning.
• Liaise with external training providers and manage training budgets.
HR Systems & Reporting
• Maintain and update HRIS (e.g., SAP) and employee records.
• Generate HR reports and analytics to support decision-making.
• Ensure data accuracy and confidentiality in all HR systems.
Compliance & Audit (SMETA)
• Ensure HR practices comply with Vietnam labor law and SMETA 7.0 (2-pillar) standards.
• Lead audit preparation, documentation, and corrective actions related to labor, health & safety, and ethical trade requirements.
Strategic HR Leadership
• Drive HR initiatives and support strategic HR planning and project implementation.
• Represent HR in cross-functional meetings and decision-making forums.
• Provide leadership and coaching to junior HR/admin staff.
3. Internal & External Relationships
Internal: All departments across the plant
External: Government agencies, insurance providers, training vendors, recruitment partners