Job Overview

HRBP is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.

Duties and Responsibilities

HR Initiatives & Strategy

• Strategic Alignment: Collaborate with leadership to support the implementation of HR strategies and initiatives aligned with the overall business strategy.
• Business Partnership: Act as a strategic Human Resources Business Partner, fostering alignment between HR service delivery and company processes and strategic goals.
• Organizational Structure: Challenge and evaluate the organizational structure of internal clients, proposing necessary changes when needed.
• Strategic Contribution: Contribute to and assist in implementing the Human Resources strategy, working closely with the Group Chief HR Officer (CHRO) and Chief Financial Officer (CFO).
• Policy Development: Play a pivotal role in the development and implementation of HR policies, such as the Talent Acquisition Policy and Employee Handbook, ensuring accessibility to these policies via Microsoft Teams.
• Planning: Prepare and monitor the annual HR budget and manpower plan.

HR Operations and Employee Life Cycle:

• Cross-Functional Collaboration: Collaborate closely with HR Shared Service Function (HR SSF) to ensure the seamless delivery of services throughout the employee life cycle, including Talent Acquisition (TA), Compensation & Benefits (C&B), HR Administration, and Learning & Development (L&D).
• Process Management: Lead, implement, and oversee HR processes, including promotion, transfer, performance review, and exit procedures.
• Payroll Management: In collaboration with the C&B function, provide inputs into payroll processing (new hires, departures, adjustments, and commission calculation support) while adhering to Vietnam's specific payroll practices to ensure data accuracy before each monthly calculation.
• Expatriate Support: Ensuring compliance with Vietnam's legal requirements for expatriates' personal income tax, insurance contributions, work permits and visas.
• Onboarding and Offboarding: Enhance onboarding and offboarding processes, including recruitment and exit interviews, and conduct HR inductions for new hires.
• HR-Admin Liaison: Serve as the main point of contact between Business Units' employees and the HR SSF, including office supplies management and travel arrangements.

Engagement, Enablement, and Culture-Building:

• Engagement and Enablement Initiatives: Collaborate with BU to design and execute engagement and enablement initiatives that foster a positive and inclusive workplace culture.
• Teamwork and Collaboration: Promote teamwork and collaboration by sharing insights and best practices from various functions within the organization. Encourage the exchange of ideas and knowledge to strengthen the culture of continuous improvement.
• Stakeholder Relationship Building: Build and nurture strong business relationships with stakeholders, acting as a single point of contact for brand office teams. Facilitate communication and collaboration to ensure alignment with the organization's values and goals.
• Cultural Best Practices: Share and transfer cultural best practices from different functions within the organization. Contribute to shaping a workplace culture that emphasizes respect, diversity, inclusion, and innovation, aligning it with the organization's values and vision.

Performance & Talent Management

• Job Description Development: Collaborate with hiring managers to develop comprehensive job descriptions (JDs), providing HR insights on JDs, including salary bandings and market benchmarks for each position.
• Talent Management and Succession Planning: Actively participate in talent management and succession planning activities. Identify potential talent, track their development, and ensure a robust workforce pool for future sustainability.
• Performance Improvement: Provide guidance to line managers in effectively managing poor performers and addressing disciplinary issues. Act as a driver for performance improvement, facilitating discussions with the management team to find the best solutions.
• Learning & Development (L&D): Collaborate with L&D teams to support the delivery of training programs that align with organizational goals and employee development needs. Ensure that employees have access to relevant learning opportunities that enhance their skills and knowledge.

HR Reporting and Compliance:

• Financial Oversight: Oversee and report on the team budget, providing insights into demand, effectiveness, and cost. Ensure prudent financial management in HR operations with respect to payroll, overtime, expenses & services.
• Performance Metrics: Provide monthly dashboard reports to the Leadership team, presenting key HR metrics such as personnel cost analysis (overall and per function), recruitment activity, attrition rates, leave reporting, and other relevant reports as required.
• Legal Compliance: Ensure compliance with statutory regulations pertaining to employment contracts and terminations, following all legal requirements and timelines.
• Personal Income Tax Reporting: Collaborate closely with the Compensation & Benefits function to ensure the accurate and timely submission of personal income tax reports to the Tax department, adhering to local tax regulations.

The above statements are a snapshot of the duties and responsibilities of the role and are not intended to be an exhaustive list.

• Qualifications: Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, relevant HR certifications or a related field is preferred
• HR Experience: 5-7 years of progressive HR experience is expected. Candidates should have a strong foundation in various HR functions such as recruitment, employee relations, compensation and benefits, and HR operations.
• Business Acumen: HRBPs need a deep understanding of the organization's industry, business goals, and competitive landscape. Prior experience working closely with business leaders and understanding their needs is critical.
• Strategic HR Experience: Demonstrated experience in developing and executing HR strategies that align with business objectives is essential. HRBPs should have a track record of driving organizational change and improvement.
• Leadership and Team Management: Experience in managing HR teams or leading HR projects is valuable. HRBPs often need to lead cross-functional teams and influence stakeholders at various levels of the organization.
• Employee Relations and Conflict Resolution: Strong employee relations and conflict resolution skills are crucial for managing HR issues effectively. Experience in handling complex employee relations matters is beneficial.
• Communication and Influencing Skills: Strong interpersonal, communication, and influencing skills are necessary for building relationships with business leaders and effectively conveying HR strategies and recommendations.
• Global or Multinational Experience: For organizations with a global presence, international HR experience or exposure can be a significant asset.
• HR Information Systems (HRIS) Proficiency: Proficient in using HRIS software. This includes the ability to navigate the system, input and retrieve data, generate reports, and analyze HR metrics.
• Data Analytics and Reporting: Have a basic understanding of data analytics and reporting tools. This includes using software like Microsoft Excel, or Power BI to analyze HR data, create visualizations, and generate insights for decision-making.
• Microsoft Office Suite: Proficiency in Microsoft Office applications, including Word, Excel, PowerPoint, and Outlook, is essential for HR professionals.