Senior HR Manager (Work in Quang Ngai)

Job Summary
The Senior HR Manager is a critical site leadership role responsible for leading and delivering the full spectrum of Human Resources functions at the Quang Ngai factory, covering both the production workforce and site-based office employees. Acting as a trusted strategic partner to the Operations Director and site leadership team, this role drives people strategies that enable operational excellence, workforce stability, strong employee engagement, and full compliance with Vietnam labor regulations, while fostering a safe, inclusive, and high-performing factory culture.
1. HR Operations & Governance:
• Lead end-to-end HR operations at the site, including Talent Acquisition, C&B coordination, Training & Development, HR Administration, and labor compliance.
• Drive mass recruitment of production workers and coordinate with Corporate HR Shared Services for skilled, technical, and office hiring.
• Implement localized employer branding initiatives to strengthen talent attraction in the manufacturing labor market.
• Partner with Corporate HR Shared Services to oversee payroll, statutory insurance, PIT, and benefits administration.
• Ensure full compliance with Vietnam Labor Law, internal policies, and local regulatory requirements.
• Manage site HR administration and services (canteen, uniforms, transportation, facilities) and control related budgets.
2. Training, Performance & Capability Development:
• Identify site training needs for production and office employees.
• Coordinate delivery of functional, technical, leadership, and mandatory training programs (EHS, Quality, Maintenance).
• Partner with Corporate HR to execute performance management cycles, talent reviews, and succession planning.
3. Employee Relations & Engagement:
• Manage employee relations matters, including grievances, discipline, and conflict resolution, ensuring fairness and legal compliance.
• Foster employee engagement, communication, and collaboration across the factory workforce.
• Maintain effective relationships with the Trade Union and promote labor harmony.
• Drive site-level culture and well-being initiatives aligned with company values.
4. Business & Stakeholder Partnership:
• Act as the primary HR business partner to the Operations Director and site leaders.
• Advise leadership on workforce planning, organizational design, change management, and people risks.
• Coach managers and supervisors on effective people management and leadership practices.
• Represent the company with local authorities to ensure regulatory compliance and positive external relations.
• Collaborate with Corporate HR Shared Services and cross-functional teams to ensure consistent HR service delivery.
5. Others:
• Perform other duties as assigned.