Job Description

Human Resources Manager

• Report directly to the CEO and manage the current HR/Admin/HSE team of approximately 4 employees .
• Join a manufacturing and packaging export company with approximately 350–400 employees , currently undergoing management system standardization.
• Scope of responsibility covers HR, Administration, and Legal .
• Preference for female candidates with at least 7 years of HR/Admin experience and a minimum of 3 years as Head of HR in a manufacturing environment with 300+ employees .
• Preference for candidates with a strong system-building and data-driven management mindset , proactive problem-solving skills, and the ability to support the company’s long-term growth strategy.
• Hands-on experience in high-volume blue-collar recruitment within a manufacturing environment is mandatory .
• Experience in developing training systems, Training Matrix, competency frameworks, and employee development pathways .
• Experience in building or transforming organizational culture .
• Strong knowledge of C&B, KPI systems, Salary Bands, Job Grades, and talent retention policies .
• Strong experience in Employee Relations , including grievance handling, labor disputes, and direct engagement with factory workers.
• Ability to assess the current HR system, identify gaps , design processes and KPIs, and measure effectiveness.
• Ability to work closely with and challenge the CEO constructively, while developing a 3–5 year HR transformation roadmap .
• Key KPIs include achieving a recruitment fulfillment rate of at least 90% , strengthening organizational culture, completing the L&D system, standardizing compensation/KPI structures, and improving legal compliance.
• Salary: 50,000,000–60,000,000 VND Gross + KPI bonus of 5,000,000 VND/month .

Job Responsibilities

HR Strategy and Workforce Planning:

· Assess current practices, identify gaps, and build policies, processes, KPIs, and controls with clear ownership and measurable outcomes.

· Partner with the CEO on transformation priorities and lead the HR/Admin/HSE team to strengthen independent day-to-day operations.

· Develop monthly, quarterly, and annual workforce plans aligned with production, business needs, employee turnover, and factory expansion.

Recruitment:

· Lead end-to-end recruitment, including mass hiring of factory workers, from workforce needs and sourcing through onboarding and probation.

· Improve recruitment fulfillment to at least 90%; track funnel conversion, time to hire, and recruitment cost to identify and resolve hiring gaps.

· Use salary benchmarks and recruitment data to recommend changes to sourcing, employment policies, and hiring processes, with measurable improvement targets.

Learning and Corporate Culture:

· Build competency frameworks and a Training Matrix covering all positions, linking skill gaps to onboarding, technical, management, safety, and compliance training.

· Establish development and succession paths for key roles, including progression from factory workers to skilled employees, team leaders, and middle managers; evaluate training effectiveness.

· Work with leadership to translate core values into observable behaviours, codes of conduct, and measurable culture standards.

· Embed culture in recruitment, training, assessment, recognition, and internal communication; use engagement activities and surveys to monitor adoption.

Employee Relations and Rewards:

· Build trusted employee dialogue and grievance channels, meet factory workers regularly, and resolve difficult complaints and labour disputes fairly.

· Identify risks of workforce conflict and recurring employee issues, balancing lawful employee rights with company interests and factory discipline.

· Oversee attendance, payroll, overtime, social insurance, benefits, employment contracts, leave, disciplinary procedures, and employment termination.

· Standardize Job Grade, Salary Band, KPI, performance, bonus, and pay-review systems, balancing internal equity, market competitiveness, and affordability.

· Analyze turnover by department, manager, tenure, role, and cause; implement targeted retention measures.

Legal Compliance and Administration:

· Control HR/Admin legal compliance and maintain a complete register of assigned legal records, their status, owners, and corrective-action deadlines.

· Lead or coordinate inspections involving labour, social insurance, occupational safety, fire safety, environmental matters, and local authorities within the assigned scope.

· Assess compliance gaps, prepare inspection checklists and records, coordinate remediation, and escalate legal risks or specialist matters to the CEO and external advisers.

· Coordinate assigned administrative and legal documentation for factory expansion with authorities, consultants, and construction partners, controlling completeness and deadlines.

· Manage meals, transport, cleaning, security, uniforms, PPE, office supplies, service contractors, and workplace conditions.

· Budget, monitor, and optimize administrative costs while maintaining necessary employee working conditions.

Job Requirements

· At least 7 years of HR/Admin experience, including a minimum of 3 years as Head of HR in a manufacturing facility with at least 300 employees.

· Hands-on experience in high-volume recruitment of factory workers is required.

· Experience building L&D systems, Training Matrix, competency frameworks, and employee development paths.

· Experience establishing or transforming corporate culture and translating values into workplace behaviours.

· Sound knowledge of C&B, KPI, Salary Band, Job Grade, and talent retention policies.

· Strong employee relations experience, including direct engagement with factory workers and resolution of grievances and labour disputes.

· Practical experience with labour or government inspections and factory administrative and legal documentation.

· Knowledge of labour law, social insurance, recruitment, L&D, and occupational safety, with the ability to translate requirements into workable procedures.

· Ability to coordinate authorities and advisers, recognize legal risks, and engage specialists when matters exceed internal expertise.

· Systems thinking and data-led management, with the ability to diagnose gaps, design processes, set KPIs, and measure results.

· Ability to work with and constructively challenge the CEO, develop a 3–5-year HR transformation roadmap, and proactively resolve complex issues.

· Fairness, sound judgement, and the ability to earn employee trust while maintaining discipline and protecting lawful company interests.

· Female candidates are preferred.

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