Strategic Human Resources Manager

The Strategic HR Manager is responsible for leading and transforming the overall Human Resources function to align with the company's restructuring and growth strategy.
This role oversees all core HR functions including HR strategy, organization restructuring, training & development, performance management, total rewards, and company culture development, with a strong focus on building competitive compensation and benefits systems to attract and retain talent.
The position plays a critical role in strengthening organizational capability, building a high-performance culture, and ensuring HR systems effectively support long-term business sustainability.
1. HR Strategy & Organizational Restructuring
Develop and implement HR strategy aligned with business transformation and expansion plans.
Lead HR restructuring initiatives, including:
Organizational design and workforce planning
Role clarity and job grading structure
HR process standardization
Build and restructure HR team capability to support business growth.
Advise leadership on workforce strategy, talent planning, and organizational effectiveness.
2. Total Rewards & Compensation Strategy (Strong Focus Area)
Design and implement competitive salary structure, grading system, and compensation framework aligned with market benchmarks.
Review and optimize bonus schemes, performance incentives, and reward policies.
Develop competitive and sustainable benefit policies to improve talent attraction and retention.
Conduct salary benchmarking and market analysis.
Ensure internal equity, cost control, and compliance with labor regulations.
3. Performance Management & Talent Development
Develop and standardize performance management framework (KPIs, evaluation cycles, calibration process).
Align performance evaluation with business objectives and productivity targets.
Design talent development and succession planning initiatives.
Strengthen leadership capability across departments.
Oversee training and development strategy aligned with organizational goals.
4. Company Culture & Organizational Development
Lead the development and reinforcement of company culture and core values, ensuring alignment with business strategy through HR practices, leadership behaviors, and people development initiatives.
Embed values and expected behaviors into onboarding, training, performance management, and leadership development.
Continuously enhancing employee engagement and internal communication, especially during periods of transformation or restructuring.
5. HR Governance & Compliance
Ensure compliance with Vietnamese labor law and company regulations through regular review and improvement of HR policies and procedures.
Strengthen HR governance, internal controls, and reporting, while strategically managing employee and industrial relations, disciplinary processes, and coordinating with authorities during labor inspections or audits.
Safeguard the confidentiality, accuracy, and integrity of HR records to mitigate legal and employee relations risks.